...HR as a Business Partner Introduction Human Resources (HR) is a vital component of any business, but is often seen as a cost centre for a company which manages and operates various functions such as recruitment, payroll, compliances and other administrative HR functions. Of course, these are activities, which the HR team undertakes, performs, and perceivably does not present itself as a division that does not count towards the company revenues. However, strategic HR has an immense contributory role that drives business forward through aligning of the goals of HR to business results Linking HR to Business Results Most business have specific goals they aim to achieve. These could range from increasing revenue, to increasing profitability or improving operational efficiency. How can HR contribute towards achieving these goals? The approach would be to define priorities which and targets which result in the outcome. For example, to increase the revenue of the company, you require experienced sales professional in untapped markets. A specific target for the HR team would be to increase the senior workforce count from X to Y in the new market. It would then require the HR to develop talent strategies for the workforce, if the company is taking the merger route, it would need to focus on managing the people, and refocus supporting the high growth market business units In case of increasing profitability, HR would evaluate cost reduction strategies with minimal impact on...
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...of HR Running Head: Importance of HRM in International Business Importance of HRM in International Business [Name of Author] [Name of Institution] 1- Outline Importance of human resource management is now globally recognized and business growth is related to better management of human capital of a company. The present research proposal, henceforth, sets ground to investigate the importance of managing, running, and stabilizing human resource in order for the growth of business. It aims to contribute to the existing research of human resource management (HRM) by organizing secondary sources and relating it specially to the expansion of business across borders that has come to be known as multinational companies operating in a number of different countries (INVESTOR, 2008). The paper also examines various facets and implications of across border business activities that aim to take place majorly due to HR issues such as mergers, acquisition, and so on (Chapman, 2001). Another important aspect of HR and business spreading over the international boundaries is cultural aspects of a specific region, country, or state that a business venture must come to recognized as a valid component. It is important to realize that in the flourishing of withering of a business local culture plays a decisive role. Related to this is the issue of workplace culture where, as in today’s global workplace, workers come from different cultures and backgrounds to work together. Hence it is...
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...HR Management Chapter 1: Changing Nature of HR Management HR Management: policies, practices and systems that influence an employee’s behavior, attitude, and performance in the attainment of organizational goals HR Activities Strategic HR Management: linking HR function with strategic objectives of the organization in order to improve performance. • Measure HR effectiveness • HR metrics • HR technology (HRMSs) • HR planning Equal Employment Opportunity Compliance with laws Diversity of multicultural and global workforce Employment equity legislation Staffing Job analysis Job description/job specification Selection process Talent Management and Development Orientation Training Career Planning Performance Management Total Rewards Compensation (pay, incentives, benefits) Variable pay programs Health Safety, Security EAPs (Employee Assistance Programs) Health promotion Workplace Security Employee and Labour Relations Employee rights Policies and Procedures Union/Management relations Every manager in an organization does HR functions. Small company: less than 100 employees - shortages of qualified workers, increasing costs, increased wage pressures, increasing competition Medium sized companies: 100 to 500 employees HR Managers work with Operating Managers Management of Human Capital Physical Financial Intangibile Human Human capital/Intellectual capital: collective value of the capabilities...
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...Company (To be used for class room discussions by Prof Rajiv Taneja) Case study 1 The Nakamura lacquer Company of Kyoto, Japan was one of the many hundreds of small handicraft shops making lacquerware for the daily table use of the Japanese people when the Americans army began to buy lacqueware as souvenirs. Young Mr. Nakamura, who had just taken over the old family business in 2000, saw therein an opportunity, but soon found that traditional handicraft methods were both too slow and too expensive to supply this new demand. He developed ways of introducing simple methods of machine coating, machine polishing, and machine inspection into what had been purely a handicraft, carried out with simplest tools. When the American army’s souvenir-hunting disappeared in 2005 but by then. Nakamura had built a substantial business, employing several thousand men and producing 5, 00,000 sets of lacquer tableware each year for the Japanese mass consumer market. The Nakamura “Chrysanthemum” brand had become Japan’s best known and best selling brand of good quality, for middle class. Outside Japan, however Nakamura did practically no business, except for selling occasionally to American tourists through his established Japanese outlets such as big departmental store This was the situation when, in early in 2011 –US showed interest in Japanese lacquerware indicating signs of growth in demand-Mr.Nakamura received in rapid sequence two visitors from US ,both were very highly recommended and equipped with...
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... |6 | |Challenges in performing specific Human Resource function |7 | |Guidelines for Hr professionals |9 | |Do it E-commerce way |10 | |Conclusion |11 | |Reference |12 | PAPER TITLE: “HUMAN RESOURCE CHALLENGES IN E-COMMERCE” ABSTRACT: E-commerce and Internet technology is changing the face of HR and the way companies do business. New technologies are being developed every day, with each new innovation promising increased employee efficiency and greater and greater interactivity. The impact of these new technologies on the human resources professional is both profound as well as challenging. The challenge is to define what the new HR role is and determine how it can best be aligned with evolving business strategies. But the challenge is also whether HR professionals are willing to embrace technology as a competitive weapon and integrate its potential power into the development of solutions-based strategies that...
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...1. Why do you think it is important for HR to be a strategic partner to the business? Within a business the Human Resource department is a strategic partner, also there will be appropriate utilization for the human resources in any company, in order to direct the business to achieve it appropriate goals. Utilizing this can result into an asset, or advantage for all individuals involved. In my opinion it is important for HR to be a strategic partner for a business because HR partners help Motivate, and help retain worthy hard working employees for the company. This is achieved by the right Training curriculums in order to aid in enhancing employee’s skills set or provide new skills that are necessary to help improve the company’s capability and functionality at that given time. Also it help’s in architecting incentive plans for employees in order to motivate them and somewhat modify in working environment. HR is strategic partners due to the fact that there are boundaries between the employees and employers. Guidance is given between the two entities in respect to dealing with matters in an appropriate matter according to company standards or rules. They also participate incorporating the company beliefs on the importance of the corporation’s plans in its entirety. HR instilling in every individual the corporation’s policies and procedures throughout and making sure that it is being followed to its entirety. In all HR is a great strategic partner in any company...
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...Paper #2: Company Dating Policy at Marketing World, LLC While employees are conducting work in the office, a certain display of behavior is expected by every company. This will certainly be the case at my future marketing firm, Marketing World, LLC. Most businesses, when faced with two employees that have a romantic or sexual relationship outside of the office, have a policy to ensure that the relationship does not disrupt the workplace environment. Enforcing a company dating policy is a way to provide a set of boundaries for co-workers that does not necessarily prevent co-workers from developing friendships or romantic relationships. The policy can provide a list of expectations set by the company of how co-workers who may be dating should act while in the office. Following the theory of Integrative Social Contracts Theory (ISCT), a company dating policy can be created and enforced for Marketing World, LLC with relative efficiency, and it can be a policy that the majority of employees who work for this company will have no issues with. There are several different dating policies within different types of office settings. Corporations, mid-size companies, and smaller offices may all have different standards set for their dating policy, or there may be no dating policy at all in certain workplaces that do not see the need for one. Because there are so many different policies that exist in regards to a dating policy, there are not many standard microsocial contacts that exist...
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...Chapter 3 Integrating HR Strategy with Business Strategy Human Resource Management, 5E 1 Learning Objectives • Understanding the Nature of Strategic HRM • Describe the Strategic Management Process • Integrate HR Functions with Strategic Management Process Human Resource Management, 5E 2 Traditional HRM vs. Strategic HRM Traditional HRM Strategic HRM Responsibility for HRM Staff specialists Line managers Focus Employee relations Partnership with internal and external customers Role of HR Transactional, change follower and respondent Transformational, change leader and initiator Initiatives Slow, reactive, fragmented Fast, proactive, integrated Time horizon Short term Short, medium, long Control Bureaucratic roles, policies, procedures Organic-flexible, whatever is necessary to succeed Job design Tight division of labour, independence, specialisation Broad, flexible, crosstraining teams Key investments Capital, products People, knowledge Accountability Cost centre Investment centre Human Resource Management, 5E 3 Strategic HR Model Institutional/ Political forces Firm strategy Resource dependence institutional Resource-based view of the firm HRM Practices Cybernetic Agency/ Transaction Costs HR Capital Pool (skills, abilities) HR Behaviours Behavioural Approach Firm-level Outcomes (performance, satisfaction, absenteeism...
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...INTRODUCTION The business world is changing at bullet-train speed – technology, the global economy, increasing regulatory scrutiny, the looming talent crisis, the recognition that mental illness is dramatically affecting the workplace. All of these are having a huge impact on the HR profession. The c-level is finally starting to realize how important your role is. They want you to get out of the day-to-day administrivia - while still making sure everything is done perfectly, mind you. They want you to measurably contribute to the top-line and the bottom line, and help mitigate risk. There are ten major trends that you need to be aware of as your role evolves to meet these challenges. Let’s start with the most obvious. #1. The Changing Role of the HR Professional We need to put the “human” back into human resources. Employees are humans, not commodities, and HR departments have to start seeing them differently. With the current push towards strategies that engage employees, attract top talent, and contribute to the bottom line, this change is imperative. We need to stop whining about being at the table. These days, almost every book or article you read about the role of HR talks about HR needing to be ‘at the table’ or to be more strategic. It’s my observation that in almost every respected company, HR is at the table. So for most HR leaders, the question is not ‘how do you get to the table’. It is ‘now that you are at the table, how do you best contribute...
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...Business Case for HR Self Service Systems Table of Contents Executive Summary 3 Project Overview 3 Business Case for Proposed Project 4 Conclusion 5 References 5 Executive Summary This paper addresses the business case for implementing self service in the IT industry with the aim of gaining higher efficiency for a majority of HR functions and other benefits that can be derived from improved information access. The paper also discusses the various challenges an organization might face while attempting to implement self-service. The business case for self service revolves around reducing administrative costs and gaining better efficiency. It also aims at improving the overall performance and other benefits such as information management, trend analysis and also operational efficiency. The chief argument presented here is that a self-service initiative allows the HR to concentrate more towards the core functions such as people management instead of getting burdened with administrative tasks. While self-service has the ability to improve the service expectations from HR, it may also result in some of the savings being consumed in order to meet the higher quality expectations. However, on the long run, it is bound to reduce expenses to a great extent while enhancing the quality. Self-service also enables an organization to implement flexible work and helps employees to remain connected with the organization through a centralized HR system aimed at remote...
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...Corporate Strategy 2.3.....................................................................Strategic human resource management and human resource strategies 2.4.....................................................................Conclusion 2.5.....................................................................Recommendation 2.6......................................................................Bibliography LITERATURE REVIEW ON THE STRATEGIC FIT/INTEGRATION BETWEEN BUSINESS STRATEGIES AND HR STRATEGIES 2.1 INTRODUCTION This chapter presents a review of the relevant theoretical and empirical literature from books, referred journals, research projects and the internet. The achievement of any set of corporate objectives requires deployment of the two most important basic resources, namely, people and money. Deficiency in either of the two can reduce the best laid strategy to a valueless pipe dream. Organisations seem to find it more difficult to develop human resource strategies which are linked to business strategies despite a widespread recognition that this is important (Hussey, 2000). For Press Trust to achieve its strategic plans, it is only by having the right quantity and quality of management and non-management personnel on board. People that are capable and efficient in their field of work will not only enhance the performance of the organisation, but will also steer the organisation into the achievement of the competitive edge in this...
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...Richer Sounds 10-12 Small brook Queensway Birmingham B5 4EN 0121 643 1516DE 2nd April 2010 Dear Sir/Madam Re: Vacancy for: Personal assistant After the review of your application, the Selection Committee are very interested in interviewing you for the position of Personal Assistant.I am please to inform you that you have been recommended as one of the successful candidates chosen for an interview for the position and we are looking forward to working with you and hope that your employment with the Richer sounds will be a fine experience. I would be grateful if you could attend an interview: On: 21st April 2010 At: 3:00 pm At: Blue Coat CE Comprehensive School LEA: Walsall Telephone Number: 01922 720558 Fax Number: 01922 632326 Address: Birmingham Street The interview will be with me and 4 others on the interview panel, the interview is scheduled to last approximately 45 minutes and it is recommended that you bring along the following documentation to the interview I would be grateful if you could contact me on 0121 643 1516 to confirm that you will be attending the interview. We look forward to meeting you on 21st of April 2010. If you require any special arrangements to assist you at the interview, please let us know or if you have any additional queries or if I can be of further assistance do not hesitate to contact me. We thank you for your interest in our firm and look forward to meeting with you. Sincerely, k....
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...elevated position the Human Resource Department aims to help by streamlining functions of the department and move to a centralised Business Partner model. It is hoped this will bring added benefits to the Snow Mountain Hotel in a number of ways by standardising operations and creating a base for excellence. This report aims to analyse the proposed Business Partner model in the context of the Snow Mountain Hotel and explore the disadvantages and advantages of the aforementioned model and evaluate the potential setbacks. It also aims to set out clearly the implementations of the model in practical terms going forward. The Business Partner model first put forward by Ulrich (Ulrich 1997), is sometimes referred to as the “three-legged stool” model. This maintains that all three components of the HR Business Partner model must work cohesively and in tandem for the model to be effective and workable. Within the model there is an HR Business partner who takes on five roles (Ulrich & Brockbank 2005). These are specified as being a “strategic partner,” a “change agent,” an “administrative expert,” an “employee champion” and an “HRM leader.” Leading from the HR Business partner are “Shared Service Centres” and “Centres of Excellence,” hence the reference to a “three-legged stool.” The HR Business partner aims to be strategic in following closely the business organisational goals and core strategies. From historically being on the periphery of...
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...production skills into competencies that empower individual businesses to adapt quickly to changing opportunities. Leadership Style for HR Professionals As an HR Professional, it's your responsibility to get the most out of your employees. Your leadership style will have a significant impact on their motivation to produce. Leading by example is one way to accomplish this, and it means more than simply walking the talk. It also includes such ideas as integrity, taking action, and following through. If, for example, you introduce a new set of workplace rules, not only do you need to follow them yourself, but also ensure that they are enforced. If not, you send a very clear message that you're not worth listening to. Leadership involves much more than laying down the law and expecting people to follow. While this approach may have worked in the past, it is not the way of today's workforce, and should you choose this route, you will likely lose good people. How then, do you lead effectively and by example? As a HR Profession prospective I recommend following is a list of guidelines from which to pick and choose Leadership style - Like, Enjoy and Appreciate Employees Use Written Job Descriptions Provide Training Develop Pride Celebrate Successes Communicate Clearly and Often Compensate Fairly Be Proud of Advancing Employees How HR Can Add Value? Today, no market is more competitive than the market for employees. The challenge for organizations is not only to...
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...An Innovation in the aura of INDIAN banking sector A PAPER FOR THE 5th INTERNATIONAL CONFERENCE ON “ROLE OF INNOVATION IN BUSINESS” BY AUTHORS Mrs. Samiya Mubeen MBA Al-Ameen Institute of Management Studies (Affiliated to Bangalore University) Opp: Lalbagh Main Gate Hosur Road Bangalore-560027 Email Id:write2samiya@gmail.com Mobile: +91 9972336355 & Mr.Abdul Rizwan Shariff MBA,M.com,DBM (ICWAI) Al-Ameen Institute of Management Studies (Affiliated to Bangalore University) Opp: Lalbagh Main Gate Hosur Road Bangalore-560027 Email Id: rizoo.shariff@gmail.com Mobile: +91 9900519754 An Innovation in the aura of INDIAN banking sector ABSTRACT Innovation happens out of dire necessity Innovation is a continuous change management process which is often messy and chaotic, striving to succeed amidst the complex silos in financial institutions • Successful innovation is determined by a combination of factors The most successful financial institutions initiate a myriad of strategic and operational changes, involving processes and technology, workflows, changes in network distribution and service delivery to implement successful innovations. Financial institutions go through distinctive stages in innovation Depending on the maturity of the market; banks go first through product innovation, then progress to sales innovation and market share innovation and eventually focus on customer service innovation. Banking in india has become more innovative in the last two years 90% of...
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