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It is said that the implementation of "HR strategic partnership is not easy." HR people may hinder its implementation. A strategic plan will ensure that your people will carry out their own specific role in their assigned area of operation in partnership with other employees. This is part of your HR as strategic partner plan. Why make HR as Organizational Strategic Partner... Some of the reasons may sound familiar to you. These include: To increase productivity of the labor force and thus, profitability of the organization Competency and talent management Onset of information technology and the vast amount of knowledge used in the course of the activities of organizations The changing business environment Effect of globalization on the business landscape Provision of Human Resource Services It is through effective delivery of human resource services that you can make human resource as strategic partner. Use a simple approach, make effective use of technology, and either serve most of your customers or serve a particular sector exceptionally well. All of us are aware that customers include both internal and external customers. Strive to serve both well. In the case of internal customers, concentrate on employees at the strategic and tactical levels. Make sure HR is involved at both levels. If not, there is not much that HR can contribute towards improving organizational performance. But it does not mean we ignore employees at the operational level. Serve well those involved in the day-to-day operations of the organization that are closest to where the money is. These are the employees whose activities generate revenue for your organization. It is necessary that you identify these positions and the employees holding those positions. Translating Business Strategy Into Action You make HR as strategic partner when and if HR spendmore time in the organization's planning, design and development. Your organization does this in order to achieve its mission and objectives.

Hr Professionals as Strategic Partner

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It is said that the implementation of "HR strategic partnership is not easy." HRpeople may hinder its implementation.

A strategic plan will ensure that your people will carry out their own specific rolein their assigned area of operation in partnership with other employees.

This is part of your HR as strategic partner plan.

Why make HR as Organizational Strategic Partner...Some of the reasons may sound familiar to you.

These include:

• To increase productivity of the labor force and thus, profitability of the

organization• Competency and talent management

• Onset of information technology and the vast amount of knowledge usedin the course of the activities of organizations

• The changing business environment

• Effect of globalization on the business landscape

Provision of Human Resource Services

It is through effective delivery of human resource services that you can makehuman resource as strategic partner.

Use a simple approach, make effective use of technology, and either serve mostof your customers or serve a particular sector exceptionally well.

All of us are aware that customers include both internal and external customers.Strive to serve both well.

In the case of internal customers, concentrate on employees at the strategic andtactical levels.

Make sure HR is involved at both levels. If not, there is not much that HR cancontribute towards improving organizational performance.

But it does not mean we ignore employees at the operational level. Serve wellthose involved in the day-to-day operations of the organization that are closest to

where the money is. These are the employees whose activities generate revenuefor your organization.

It is necessary that you identify these positions and the employees holding thosepositions.

Translating Business Strategy Into ActionYou make HR as strategic partner when and if HR spendmore time in theorganization's planning, design and development. Your organization does this in

order to achieve its mission and objectives.

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HR must become part of the business team, involved in planning at the highestlevel.

Changes in HR management are inevitable. HR Managers and HR professionalsare in the strategic position in providing the leadership in change management.

Enhance the position of HR as strategic partner by ensuring that teamwork existsin your organization.

The Human Resource Manager is the key person in ensuring that people play a

strategic role in the organization.

In activities carried out by the HR department, working in cooperation with eachother and every member of the workforce is essential. This can help yourorganization to succeed in achieving its plans.

Making HR as Strategic Partner 

• Make effective use of your Human Resource Information System (HRIS) to

handle daily administrative HR tasks. Employees can make use of the self-service facility online. This saves time and reduces costs.

• Fully involve your human resource in HR system development that is

supportive of business strategy development and implementation. Thispromotes ownership.

• Appoint an HR Head who understands well the strategic partnershiprelationship between organizational strategy and human resource.

It is said that someone who is an expert in every aspect of the HRfunction will 'fit the bill'. But, you may not easily find someone of 

this caliber. You may have to identify someone from within yourorganization and groom him or her for this important role.

• In a knowledge economy, HR has an opportunity to become a strategic

partner. Knowledge and information are required to formulate, implementand review strategies. Decide to become a knowledge organization.

The Human Resource Function and Your Strategic Business PlanIt was shown in a survey that there is a correlation between being strategic

business partner and the effectiveness of the HR function.

You require strategic HR management to ensure that your HR function can fullysupport the achievement of business objectives.

The administrative reactive approach in people management can no longersupport your organization in an increasingly competitive business environment.

What about Decentralizing your HR Function? Never allow full decentralization.

Line managers and supervisors resent it and will put the blame on HR when

problems arise.

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And if you do so, it interferes with the effective use of line managers' andsupervisors' time in the day-to-day operations of the organization.

Give line managers and supervisors HR accountability, not responsibility. And givethem undivided support in order to make them more proficient in managing theirsubordinates in the performance of daily tasks.

Strategy Development and ImplementationFull participation of HR people in strategy development and implementation

promotes HR as strategic partner.

Ensure that your HR Manager and HR professionals:

• contribute to business decisions

• develop business acumen to understand how a profitable business is run

• are customer-oriented

learn how to link HR practices to your organizational business strategy

What are Required of HR as Strategic Partner

These are among the important ones.

• Recruiting the right employees. Align corporate values to your recruitmentstrategy.

• Well-developed competencies of the workforce, and their relevance to

organizational core business.

• Participative culture where HR initiatives fully support the overall strategicplan.

• Effective use of information technology.• Effective leadership through appointment of the right HR Head.

• Identification of human resource practices that make HR as strategic

partner, namely, serving the business needs of your organization. Discardineffective HR practices that do not contribute to the success of yourorganization.

Continuous ImprovementHR management requires continuous improvement to ensure it retains its

relevance as strategic partner.

Capable and committed people are needed at every level in order for this tohappen.

Senior management support is crucial to ensure that human resource becomesyour organization's strategic partner.

It is said that nothing changes except change itself. Change is inevitable for the

continued success of your organization. Manage them well to avoid or minimizedisruption in your organization's activities.

Other Pre-Conditions

The effectiveness of your people as HR as strategic partner is also dependentupon your existing corporate policies and practices, structures, the types of 

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