SNOW Mountain Case Study
Introduction to HRM
HRM08101
Integrated Case Study
-SNOW Mountain Hotel-
Contents
Introducation
The aim of this report is to clarify the new strategic orientation of the parent organisation to all the HR team from SNOW Mountain Hotel about recent changes.
Nowadays Human Resources needs to be more integrated to the business and add value to the organisation. It is known that HR functions must become more strategic and business linked, that is why a change for the better is necessary. (SBP) For the HR function to operate strategically, some people within the organisation, the line managers, will need to work with day to day HRM issues.
It will be analysed in this report the importance of the new Business Partner Model and the use of Shared Service Centres and the new task and roles of the Line Managers engaged in HR responsibilities.
Human Resources Service Delivery
Business Partner Model
Times have changed! Organisations are now operating in a much more complex, competitive and challenging environment. All these changes put pressure on the HR departments because they directly target the human side of a business. (Bamberger and Meshoulam, 2000)
The experts are suggesting that a business partner model is the new solution for all the problems organisations can struggle with in terms of Human Resources.
The term of Business partnering was first introduced in late 90’ and developed in 2005 by Ulrich and Brockbank. (Brockbank,2005)
The business partner model incorporates a diversity of jobs covering all the HR functions subdivided into: “Shared services” , “Centres of excellence” and “Strategic Partners”. The main purpose of this model is to make the HR more strategic in close connection with the organisation’s objectives. (Brown et all.2004)
Organisations are thinking now how to make out most of the HR and add a real value to this. This new model will raise the HR purpose and priorities. (Storey, 1989)
There is
HRM08101
Integrated Case Study
-SNOW Mountain Hotel-
Contents
Introducation
The aim of this report is to clarify the new strategic orientation of the parent organisation to all the HR team from SNOW Mountain Hotel about recent changes.
Nowadays Human Resources needs to be more integrated to the business and add value to the organisation. It is known that HR functions must become more strategic and business linked, that is why a change for the better is necessary. (SBP) For the HR function to operate strategically, some people within the organisation, the line managers, will need to work with day to day HRM issues.
It will be analysed in this report the importance of the new Business Partner Model and the use of Shared Service Centres and the new task and roles of the Line Managers engaged in HR responsibilities.
Human Resources Service Delivery
Business Partner Model
Times have changed! Organisations are now operating in a much more complex, competitive and challenging environment. All these changes put pressure on the HR departments because they directly target the human side of a business. (Bamberger and Meshoulam, 2000)
The experts are suggesting that a business partner model is the new solution for all the problems organisations can struggle with in terms of Human Resources.
The term of Business partnering was first introduced in late 90’ and developed in 2005 by Ulrich and Brockbank. (Brockbank,2005)
The business partner model incorporates a diversity of jobs covering all the HR functions subdivided into: “Shared services” , “Centres of excellence” and “Strategic Partners”. The main purpose of this model is to make the HR more strategic in close connection with the organisation’s objectives. (Brown et all.2004)
Organisations are thinking now how to make out most of the HR and add a real value to this. This new model will raise the HR purpose and priorities. (Storey, 1989)
There is
References: Bamberger, P., and Meshoulam, I. (2000) Human Resource Management Strategy. Thousand Oaks, CA: Sage. Brockbank, W. (2005). The HR Value Proposition. Boston: Harvard Business Press Brown, D., Caldwell, R Beer, M., Spector, B., Lawrence, P. R., Quinn Mills, D., and Walton, R.E (1984). Managing Human Assets. Free Press. D’Annuzio-Green, N. (2002). Human Resource Management: International Perspectives in Hospitality and Tourism. London: Thomson Learning Francis, H Whittaker, S. ,Marchington, M. (2003) "Devolving HR responsibility to the line: Threat, opportunity or partnership?", Employee Relations, Vol. 25 Iss: 3, pp.245 - 261 Robinson, D.G Storey, J. (1989). New Perspectives on Human Resource Management. London. SNOW Moutain Case Study (2013) – Available on Moodle Tyson,S