QUESTION 1: What does Strategic HR mean?
In Chapter 1, we talk about the role HR plays within today’s organizations. It’s logical is it not? Today, the most valuable asset a company can have is its employees! Years ago while pursuing our MBAs, we took courses in Inventory Management, Production, and Plant Operations. But then twenty years ago our economy was based upon manufacturing and a company’s production capacity and inventory were of prime importance. Today, we’re in the information age and employees, especially creative employees with innovative ideas and technological skills, are paramount.
Twenty years ago, an HRM was little more than an administrator, someone to process the application form and ensure the new employee’s beneficiary form was completed correctly. Today, HRM’s are strategic partners in every thriving business enterprise developing policies and programs to support the mission of the business enterprise. Be sure to read and understand the information presented in Table 2.1 on pages 3 and 4 of your text.
In your own words, discuss what it means to be a strategic business partner. Why is it important for the HR strategy to be aligned with the business strategy? What skills are important for HR managers to have to be able to effectively add strategic value to the organization?
Don’t forget to read over and then respond to a colleague’s ideas.
Be sure to include citations from at least two sources you used to develop your responses!
QUESTION 2: Thoughts about HR Functions in today’s world
The field of human resource management has changed significantly over the past several decades. Make note of the HR functions identified in the readings and reflect carefully on the responsibilities of today’s HRMs. From your reading, as well as your own observations and/or experience (if applicable), please describe how the human resource function has changed over the last decade or so. Do you anticipate any further changes to the human resource management role in the near or distant future? If so, please explain your rationale.
Human Resource Management
Human Resource Management
Human resource management is an imperative tool in an organization. It contributes immensely to the growth and performance of an organization. Therefore, it is of paramount importance for Organizations to allow all human resource interactions and processes in a way that aligns with the mission and goal of the organization (Daley, 2012). In essence, leaders should employ practical human resource principles and practices to support the overall business objective. These involve processes that determine how staff meets business needs and customers’ demands. Ideally, Human strategic resource ensures hiring adequate workforce, possessing the right skills at the right time.
Strategic human resource involves the evaluation of the underlying administration leadership and workforce to merge the entities to achieve the business strategy. Strategic human resource boosts the overall performance and growth of business during tough times while still abiding the mission (Noe, Hollenbeck, Gerhart, & Wright,2015).. The implementation of vital human resources fulfills the law of demand and supply as well as staffing needs. An HR manager should develop communication skills to ensure information reaches all employees in a timely and effective manner. To run a successful human resource firm, the manager should uphold good ethical practices to protect the company’s image. It is also pertinent for the HR manager should be able to handle conflicts as soon as they arise to allow individuals to achieve to maintain a conducive working environment.
Today, Human resources managers play a significant role in the administration and leadership of an organization. The manager has to set measures that recruit and retain competent and talented employees in the company. The HR manager should forecast and project future staffing needs based on business long term goals. The manager has to make sure that the quality of the staff matches the business strategy. With the advent of automation, the role of human resource managers continues to broaden as they have to implement strict policies to retain the practical workforce.
Daley, D. M. (2012). Strategic human resources management. Public Personnel Management, 120-125.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resource management. Gaining a Competitive.