Human Resources Strategic Direction Essay example

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Human Resources Strategic Direction

The decisive difference in the business climate of any organization is determined by strategy. A successful execution of a business strategy, being the ultimate goal, if inclusive of the Human Resources Department, then like all other departments within the organization will be strategy-driven. Human Resource’s future, by understanding the paramount importance of human and intellectual talent, is on the verge of becoming seen as more of a strategic business partner within many organizations today. Organizations are beginning to understand the validity of tying human capital into the critical skills, knowledge, and competencies needed to be competitive. This paper will attempt to show. What I believe
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Whereas organizational benchmarking or the “diffusion of best practices in HRM, which are quite popular among HRM practitioners, can at best lead to competitive parity because they are not aimed at differentiation” (Chadwick, 2003) only recognizes HRM in a partnership role, a commodity, or tool in the strategizing process. However, when viewed as a commodity and cost becomes an issue. HR becomes an easy target for an organization looking for cost containment and as a result, makes HR easy to get rid of, “In contrast to the strategic HR framework we propose, no published research supports a relationship between typical HR performance benchmarks and ultimate firm performance” (Becker, Huselid, 2003, p. 59).

Hylton 3
The Future The future of HR in organizations will depend heavily on its ability to draw a clear distinction between the professional HR practices based on standards and the decision science of a talent market. Whose support becomes important to the strategic planning of the business, “the importance and maturity of the talent market has made a decision science for talent increasingly apparent and important” (Boudreau, Ramstad, 2003, p. 7). HR will increasingly become important to the extent of focusing more on the strategic uses of human capital and not merely on the administrative HR functions.

I see HR’s future as being based

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