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How Can an Effective Human Resource Department Help Management in a Strategic Operational Change

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How Can an Effective Human Resource Department Help Management in a Strategic Operational Change

Delores Carlsen
UMUC
MBA Fundamentals
Section 9048
Dr. Mona Envig
February 7, 2010
Executive Summary

Human resource (HR) as a department has changed dramatically in the last 13-15 years. What was once perceived as and administrative job has become a partner in strategic planning. When companies are facing strategic operational change, knowing their workforce becomes all-important. Knowing the extent of their talent pool internally and externally can mean the difference between success or failure.
In business today HR is focused on the company workforce, they spend much time recruiting, training, and evaluating them, this places them in constant communication with them. They are aware of the weaknesses and strengths of the workforce, and have access to knowledge that management needs to succeed in a strategic operational change. An effective HR included in managements objectives can analyze the company’s future needs also determine if the company will have access to the type and number they will need to sustain their change.
HR is focused on training the workforce, and can develop the programs for training and development the company will need for their strategic change. An effective can be of great assistance to management in a strategic operational change.

Introduction
The role of Human Resource (HR) has changed greatly during the last 10-15 years; previously viewed as an administrative function, a place to go when trouble arises between management and the workforce, rather than an integral part of the management core. A change in strategic operations generally means changes in the work places and while each department is aware of the status of their own department. HR is often aware of what has changed in other groups throughout the

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