HWWhy do you think it is important for HR to be a strategic partner to the business?
1. I think it is important for HR to be a strategic partner to the business for many reasons. The first would be the fact that HR is suppose to have its best interests in the organization they are supporting so in order to maxamize how much the company succeeds the HR department should stratagize and work together with the company to have goals set and to make sure they are both on the same page. HR should be viewed as an organziation’s asset that if used correctly could not only help keep the company and their employees focused on their goals but also be a key player in the company’s success. If they work together they can create adequate programs while also being an asset in the design and development process of that organization. Alone a company or organization can only go so far but with the help and proper implementation of an HR department they can achieve more than they could have imagined. The HR department when used correctly can help with things like expansion of the business , the implementation of new products or services and even new technologies or applications.
What benefits do you think the employees derive from this arrangement?
2. There are many benefits that the employees derive from this arrangement. First and foremost they could gain training and development being implemented. This gives the employees a chance to not only excel in their current position but if set up correctly could give the company’s employees the ability to move up within the company. This is a positive thing because it creates loyalty between the employee and the company. It is always most beneficial for a company to hire within versus taking the chances of bringing someone on board that is not familiar with the company along with the company having to start from square one with the new employer. This could also take longer versus taking someone who worked the customer service desk and move them into a help desk position. They are already familiar with the company and would only need to focus on learning their new position. Using the HR department for recruiting could also be beneficial saving the time of other departments for at least the initial recruiting process using a skills analysis to help weed out the weak candidates. Things like bonuses could also be implemented by the HR department adding to an employee’s incentives.
What do you think are the risks involved (to HR and the organization as a whole) if HR does not make this a priority and instead remains a purely task-oriented department mostly administrative in nature?
3. There are many risks involved in HR does not make this a priority and remains a task-oriented department. First it will hinder in the development and growth of the company and organization. If they are only a reactive department they they will not be looked at as an asset by the employees since they are not bringing anything new and beneficial to the table. New hired employees could also end up not properly suited for a position they are hired for wasting both the time and money of the company causing an excessive turnover rate in the company. This could also bring down the overall morale of the organization since the current employees have no idea what to expect when a new employee is hired especially if there is not a training program put in place by HR. This could ultimately also lead to having bad management in place which could have a very negative effect of their employees and also possibly increasing the turnover rate. A company could ultimately fail due to not having a strong and interactive HR department.