Hr Management
1. Why do you think it is important for HR to be a strategic partner to the business?
A strategic partner linkage between HR and the business operations creates a mutually beneficial relationship. In the text, it says that strategic human resource management creates a clear connection between the goals of the organization and the activities of the people who work there. (DeCenzo, Robbins, & Verhulst, 2009.) Employees can see the connection between what they di and how it helps the organization achieve their objective.
HR will also ensure that the right people are being hired for the job and that they are being properly trained. In the end, this ensures the company is profitable when there are goals achieved and there are properly trained and motivated employees.
2. What benefits do you think the employees derive from this arrangement?
Human Resources give employees a way to address issues and they now have someone to help solve problems without elevating it to higher management.
HRM has a vast amount of information and knowledge that could be passed on to employees. Employees can then take that knowledge and succeed within the organization and gives them motivation.
Also, HR personnel would be able to spot an issue or a potential problem within the employee structure and can come up with a solution to fix the problem.
3. What do you think are the risks involved (to HR and the organization as a whole) if HR does not make this a priority and instead remains a purely task-oriented department mostly administrative in nature?
If the organization decides to leave HR in its traditional role of a purely administrative department, they stand to lose all of the benefits that come with strategic HRM. When HR acts as a strategic partner, there is the hiring of the most qualified employees and then going to develop those skills to make the employee and company better, and overall, more profitable. Without the focus on this, they would lose sight of the needs of
A strategic partner linkage between HR and the business operations creates a mutually beneficial relationship. In the text, it says that strategic human resource management creates a clear connection between the goals of the organization and the activities of the people who work there. (DeCenzo, Robbins, & Verhulst, 2009.) Employees can see the connection between what they di and how it helps the organization achieve their objective.
HR will also ensure that the right people are being hired for the job and that they are being properly trained. In the end, this ensures the company is profitable when there are goals achieved and there are properly trained and motivated employees.
2. What benefits do you think the employees derive from this arrangement?
Human Resources give employees a way to address issues and they now have someone to help solve problems without elevating it to higher management.
HRM has a vast amount of information and knowledge that could be passed on to employees. Employees can then take that knowledge and succeed within the organization and gives them motivation.
Also, HR personnel would be able to spot an issue or a potential problem within the employee structure and can come up with a solution to fix the problem.
3. What do you think are the risks involved (to HR and the organization as a whole) if HR does not make this a priority and instead remains a purely task-oriented department mostly administrative in nature?
If the organization decides to leave HR in its traditional role of a purely administrative department, they stand to lose all of the benefits that come with strategic HRM. When HR acts as a strategic partner, there is the hiring of the most qualified employees and then going to develop those skills to make the employee and company better, and overall, more profitable. Without the focus on this, they would lose sight of the needs of