Ol-600-04251 Strategic Human Resource Management
Southern New Hampshire University
Betty Smith
OL-600-04251 Strategic Human Resource Management
Final Paper
Professor Danielle Lombard Sims
August 23, 2014
In today’s global economy, the roles and responsibilities, the functions, and the needed skills of HR have changed. The role has gone from a traditional transactional focus on compensation, hiring and staffing to the new “Knowledge Age” transformational focus on business services and strategic partner role. The new HR professional emphasizes knowing the entire business. HR roles and responsibilities cover administrative services, business services, and strategic partner roles. The administrative service is a product of the old HR. Today HR focuses on the role of strategic …show more content…
Grossman (2007) defined a credible business partner as someone who possesses six competencies: Credible Activist, Cultural Steward, Talent Manager/Organizational Designer, Strategy Architect, Business Ally, and Operational Executor Demonstrating theses competencies can help HR create value, contribute to the business strategy and shape the company’s culture.
HRMS
The role in administration is decreasing as technology is used for many of the administrative purposes such as managing employee records and allowing employees to get information about and enroll in training, benefits, and other programs. HR is viewed as a strategic business partner and change agent. In order for her company to gain a competitive advantage, it will need to seek/train good talent with the education and skills with a more business foundation. The new Knowledge Age HR professionals take advantage of technology to automate routine activities which will free up more time for HR to focus on HRM activities that will add substantial value to the company. Organizations are now implementing HRMS to provide service and information to the employee. Moving much of the work that is being done by the HR professional into the employee hands give HR more time to concentrate on strategic activities. The use of a HRMS allows employees to serve themselves. HRMS …show more content…
The first concern would be the effect the change would have to our customers, shareholders, employees, departments, and the community. There would be plenty of communication session regarding the change. Employees would not only be given information about the positive and the negative aspects of the new concept but would have opportunities to ask questions and voice their concerns as well. This will help to do any problem-solving in the groundbreaking stage. One negative aspect of my organization is that the employees were not given any information or asked their opinions regarding the move. There should have been surveys, questionnaires or meetings to give and get some feedback. The strategies and goals of an organization rely on employees’ involvement as well as commitment. There would be plenty of training offered to everyone. The Human Resource Management aspects must include acquiring, preparing, compensating, and training and developing for the employees. There will need to be policies changes made as well, employees would be asked their input in developing the new policies. Boundaries that were previously established would be abandoned. I would start the virtual workplace with my managers/supervisors collaborating with my HR department. This team would be responsible for identifying the best talent “talentship” (Moore, 2007) and connecting
Betty Smith
OL-600-04251 Strategic Human Resource Management
Final Paper
Professor Danielle Lombard Sims
August 23, 2014
In today’s global economy, the roles and responsibilities, the functions, and the needed skills of HR have changed. The role has gone from a traditional transactional focus on compensation, hiring and staffing to the new “Knowledge Age” transformational focus on business services and strategic partner role. The new HR professional emphasizes knowing the entire business. HR roles and responsibilities cover administrative services, business services, and strategic partner roles. The administrative service is a product of the old HR. Today HR focuses on the role of strategic …show more content…
Grossman (2007) defined a credible business partner as someone who possesses six competencies: Credible Activist, Cultural Steward, Talent Manager/Organizational Designer, Strategy Architect, Business Ally, and Operational Executor Demonstrating theses competencies can help HR create value, contribute to the business strategy and shape the company’s culture.
HRMS
The role in administration is decreasing as technology is used for many of the administrative purposes such as managing employee records and allowing employees to get information about and enroll in training, benefits, and other programs. HR is viewed as a strategic business partner and change agent. In order for her company to gain a competitive advantage, it will need to seek/train good talent with the education and skills with a more business foundation. The new Knowledge Age HR professionals take advantage of technology to automate routine activities which will free up more time for HR to focus on HRM activities that will add substantial value to the company. Organizations are now implementing HRMS to provide service and information to the employee. Moving much of the work that is being done by the HR professional into the employee hands give HR more time to concentrate on strategic activities. The use of a HRMS allows employees to serve themselves. HRMS …show more content…
The first concern would be the effect the change would have to our customers, shareholders, employees, departments, and the community. There would be plenty of communication session regarding the change. Employees would not only be given information about the positive and the negative aspects of the new concept but would have opportunities to ask questions and voice their concerns as well. This will help to do any problem-solving in the groundbreaking stage. One negative aspect of my organization is that the employees were not given any information or asked their opinions regarding the move. There should have been surveys, questionnaires or meetings to give and get some feedback. The strategies and goals of an organization rely on employees’ involvement as well as commitment. There would be plenty of training offered to everyone. The Human Resource Management aspects must include acquiring, preparing, compensating, and training and developing for the employees. There will need to be policies changes made as well, employees would be asked their input in developing the new policies. Boundaries that were previously established would be abandoned. I would start the virtual workplace with my managers/supervisors collaborating with my HR department. This team would be responsible for identifying the best talent “talentship” (Moore, 2007) and connecting