Argues the benefits or disadvantages of Human Resources being a strategic business partner
This essay is to write a discussion paper which argues the benefits or disadvantages of Human Resources being a strategic business partner giving consideration to the impact of Human resources polices and practices on strategy, people and organizational culture.
Strategic human resource is considered as a term to describe an integrated approach to the development of human resources strategies within a business, which will enable the organization to achieve its goals. (Kramar et al., 1997) It is an approach for making decisions on the intentions and plans of the organization concerning the organization's recruitment and the employment relationship, training, performance management, development, reward and employee relations strategies, policies and practices. HR is also important to being a strategic business partner because it considers as the use of planning, a coherent approach to the design and management of personnel systems based on an employment policy and manpower strategy and often underpinned by a 'philosophy', matching HRM activities and policies to some explicit business strategy and finally seeing the people of the organization as a strategic resource of r the achievement of competitive advantage.
The importance of HR being a strategic business partner
The major importances are attracting potentially qualified job applicants, retain desirable employees, and motivate employees. Furthermore, it uses to improve productivity, improving quality of work life, and ensuring legal compliance. It basically is to developing and implementing people strategies that are integrated with corporate strategies, which link practices together with business strategy and it is the pattern of planned human resource deployment and activities intended to enable an organization to achieve its goals.
The other importance are the following:
To understand the composition, skills and diversity of the workforce better
Effectively working with the work force to take the
Strategic human resource is considered as a term to describe an integrated approach to the development of human resources strategies within a business, which will enable the organization to achieve its goals. (Kramar et al., 1997) It is an approach for making decisions on the intentions and plans of the organization concerning the organization's recruitment and the employment relationship, training, performance management, development, reward and employee relations strategies, policies and practices. HR is also important to being a strategic business partner because it considers as the use of planning, a coherent approach to the design and management of personnel systems based on an employment policy and manpower strategy and often underpinned by a 'philosophy', matching HRM activities and policies to some explicit business strategy and finally seeing the people of the organization as a strategic resource of r the achievement of competitive advantage.
The importance of HR being a strategic business partner
The major importances are attracting potentially qualified job applicants, retain desirable employees, and motivate employees. Furthermore, it uses to improve productivity, improving quality of work life, and ensuring legal compliance. It basically is to developing and implementing people strategies that are integrated with corporate strategies, which link practices together with business strategy and it is the pattern of planned human resource deployment and activities intended to enable an organization to achieve its goals.
The other importance are the following:
To understand the composition, skills and diversity of the workforce better
Effectively working with the work force to take the