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HRM as Strategic Partner
Abstract
Human resources management (HRM) has traditionally been viewed as a support function within organizations. However, HRM is increasingly being recognized as a strategic partner that can contribute to organizational success. There are several reasons why HRM is important as a strategic partner. First, HRM can help to develop and implement strategies that align with the organization's business goals. Second, HRM is responsible for attracting, developing, and retaining talent. This is critical because a company's ability to compete depends on having the right people in the right roles. Third, HRM can help to create a positive work environment and culture. This is important because employees who are happy and engaged are more productive. Finally, HRM can help to improve communication and collaboration between different departments within an organization. When HRM is functioning effectively, it can have a positive impact on the overall performance of the organization.
Introduction
HRM as strategic partner is an important concept for any company to consider. This approach has several advantages. First, it ensures that HR initiatives are aligned with the company's business goals. Second, it allows HR to play a more active role in shaping the company's direction. Third, it gives HR greater visibility and prominence within the organization. Finally, it enables HR to be more responsive to changes in the business environment. This paper will give a brief history of the HR function, describe how Google is an example of a company that has transitioned its HRM to be a strategic partner, and why it is important.
Brief History of the HR Function
The role of human resources (HR) has evolved significantly over the years. In the early days of the industrial revolution, HR was responsible for hiring workers and managing their pay and working conditions. With the advent of the assembly line, HR began to focus on maximizing productivity and efficiency. This meant developing systems to track employee performance and identifying ways to improve worker productivity. In the post-World War II era, HR became increasingly concerned with issues such as employee retention and benefits (Marciano, 1995). In recent years, the role of HR has expanded to include strategic planning, organizational development and change management. As businesses have become more globalized, HR has also taken on a more international focus, working to develop policies and practices that are culturally sensitive and responsive to the needs of a diverse workforce. Today, the role of HR is more complex and challenging than ever before but it remains essential to the success of any organization.
Company That Has Transitioned Its HRM to Strategic Partner
There are many examples of organizations that have successfully transitioned from an administrative and operational role to a strategic partner. One such organization is Google (Al-Khaled & Fenn, 2020). Google has been able to successfully make this transition by implementing a number of changes within the organization. First, they have established a clear and concise mission statement that outlines the goals and objectives of the organization. Second, they have developed a set of core values that guide the decision-making process, including using data from employees to identify the best character traits for great managers. Third, they have created a structure that promotes autonomy and allows for flexibility. Finally, they have implemented policies and procedures that encourage innovation and creativity. The HRM is focused on strategy that puts the company first. By taking these steps, Google has...…online tools can be used to facilitate communication and collaboration between employees who are based in different locations. By staying up-to-date with the latest trends and technologies, HR can help businesses to stay ahead of the curve and navigate the ever-changing landscape of the modern workplace.
By transforming from an administrative and operational function to a strategic partner, HR management can better support the long-term success of organizations in today's rapidly changing world. The role of HR management is evolving. In the past, HR was primarily responsible for operational and administrative tasks such as payroll and benefits administration. However, in today's rapidly changing business environment, organizations are increasingly looking to HR for strategic guidance. As a result, HR management is increasingly focused on long-term planning and ensuring that the organization's workforce is aligned with its business goals. By taking on a more strategic role, HR can play a key role in supporting the long-term success of organizations.
Conclusion
Google is known for its innovative and forward-thinking approach to business, and this is reflected in its HRM practices. Google has adopted a model of HRM as a strategic partner, which means that HR functions are integrated into the overall business strategy. As a result, Google's HRM practices provide a good model for other companies to follow. Overall, HRM as strategic partner can help to develop and implement strategies that align with the organization's business goals. HRM is responsible for attracting, developing, and retaining talent. This is critical because a company's ability to compete depends on having the right people i the right roles. And HRM can help to create a positive work environment and culture. As a strategic partner, HRM can help an organization to succeed in every…
References
Al-Khaled, A. A. S., & Fenn, C. J. (2020). The impact of strategic human resource management practices on organizational performance. BERJAYA Journal of Services & Management, 14, 53-60.
Marciano, V. M. (1995, August). The origins and development of human resource management. In Academy of Management proceedings (Vol. 1995, No. 1, pp. 223-227). Briarcliff Manor, NY 10510: Academy of Management.
Nor, A. I. (2018). How to keep top talented employees on board: A review of literature. Global Journal of Human Resource Management, 6(2), 52-59.
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