HR as Strategic Partner and Change Agent

Conceptual Model of HR

Introduction

Human resources (HR) play a significant role in organizations today. The term "human resources" encompasses all aspects of an individual's relationship with an organization, including recruitment, hiring, performance management, and employee relations. The HR function is responsible for ensuring that an organization's workforce is aligned with its business objectives. To accomplish this, HR professionals use a variety of tools and techniques, including the concept of HR as a strategic partner, change agent, employee champion and administrative expert (Stone et al., 2020). This literature review will review the conceptual model of HR with respect to those four aspects to show why HR is essential to the success of any organization.

The Conceptual Model

The conceptual model of HRM is comprised of three different levels: the individual level, the organizational level, and the interpersonal level (Strohmeier & Ro?hrs, 2017). Not every organization’s model will look the same, however, as each organization will have unique aims and needs (Ahammad et al., 2020). Overall, however, the framework that most HR models follow will observe that at the individual level, HRM focuses on the development and management of individual employee skills and competencies. At the organizational level, HRM focuses on developing and managing organizational culture, structures, and processes. Finally, at the interpersonal level, HRM focuses on developing and managing relationships between employees and managers (Strohmeier & Ro?hrs, 2017). Each of these levels plays an important role in ensuring that an organization's HR strategies are aligned with its business goals. By taking a holistic view of HRM, organizations can ensure that they are able to attract, develop, and retain the talent that they need to be successful. But as Stone et al. (2020) point out, HR essentially must serve as the organization’s partner, change agent, employee champion and admin expert—thus wearing multiple hats in an effort to guide, support, and move the company forward. What does it mean to wear each hat?

HR as Strategic Partner

The concept of HR as a strategic partner refers to the idea that HR should be involved in all aspects of an organization's strategy, from formulation to implementation. This approach recognizes that human capital is a key driver of organizational performance and that the HR function must be closely aligned with the organization's strategic goals (Thoman & Lloyd, 2018). When used effectively, the concept of HR as a strategic partner can help organizations achieve their desired outcomes. This means, according to Santora and Bozer (2015), working closely even with the Board of the organization to make sure vision and mission are united on every level. In other words, the HR strategic partner should be involved in the decision making, the development of policy, the implementation, execution, and evaluation (Stone et al., 2020). It means aligning HR goals and initiatives with the business strategy. This can be achieved through a number of different methods, such as data-driven decision making, workforce planning, and talent management (Thoman & Lloyd, 2018). All in all, when done effectively, HR should play a critical role in helping an organization achieve its goals and maintain a competitive advantage by acting as the organization’s strategic partner.

As a strategic partner, HR should not only work closely with the Board but should also take an active role in workforce planning, talent management, and organizational development (Santora & Bozer, 2015). Workforce planning involves forecasting future labor needs and developing strategies to meet those needs. Talent management includes recruiting and retaining high-quality employees. Organizational development encompasses activities such as succession planning and leadership development. When HR functions are aligned with the business's overall strategy, they can play a critical role in the company's success (Stone et al., 2020).

HR as Change Agent

Change is a big aspect of any organization, and those who can effectively manage change will be better positioned for success. There are a number of reasons why change is important. First, change can help an organization to stay relevant and adaptive in a ever-changing environment. Second, change can lead to new opportunities for growth and development. Third, change can help to improve the efficiency and effectiveness of an organization. Fourth, change can create a sense of excitement and motivation within an organization. Finally, change can help an organization to learn from its mistakes and become more resilient. Those who can manage change effectively will be able to navigate these challenges and realize the benefits of change.

However, as Long (2013) shows, not every HR team understands change, the need for change, the purpose of change, or how to manage change. Change management is a specialized process that often requires specialized leadership that is transformative and not always to be found in HR staff (Long, 2013). Nonetheless, the best HR will be able to act as a change agent for its organization when the need arises (Stone et al., 2020). With the ever-changing landscape of the workplace, it is essential for businesses to adapt and evolve in order to stay competitive. HR can play a pivotal role in this process by driving organizational change and ensuring that employees are on board with new initiatives. By acting as a catalyst for change, HR can help organizations navigate through difficult times and emerge stronger than ever before (Zhang, 2020).

Human resources can play an important role in promoting change within an organization. When properly utilized, HR can help to create a positive work environment that is conducive to change. Some ways in which HR can serve as a change agent include:

-Encouraging employees to be open to new ideas and ways of doing things (Long, 2013): this means involving them in change practices, including them as peers for feedback in the development of plans, and engaging them to make sure that they support the change.

-Helping employees to develop the skills and knowledge necessary to implement change: this means providing them with the necessary training and resources that will be needed to support the change (Long, 2013).

-Communicating the organizational vision and goals to employees: this means making sure that there are no gaps between the employees and the vision and mission of the Board (Galang & Osman, 2016).

- Motivating employees to embrace change: this means ensuring that positive influences and supports are present among workers so that no resistance to change is manifested (Zhang, 2020).

By taking on this active role, HR can help to ensure that changes are successfully implemented and that the overall goal of the organization is achieved.

HR as Employee Champion

Galang and Osman (2016) note in their review of HR operations in five different countries that the HR model has changed over the decades from one of employee champion focused to strategic partner focused. Essentially, different countries and organizations with different cultures and at different stages of development with different needs have had their own models for HRM—which is entirely appropriate (Galang & Osman, 2016). However, in some ways HR has to continue to be an employee champion even as it is a strategic partner of the Board—and this can be a complicated task and even one where conflicts of interest might seem to arise (Loon et al., 2019). But as Loon et al. (2019) show in their literature review of employee well-being and the role that HR should play in supporting that, HRM should be supportive of employee needs to the point that they are capable of motivating and maintaining employees’ confidence, trust, and enthusiasm.

Additionally, as Stone et al. (2020) show, there are many ways that HR can serve as an employee champion. One way is by ensuring that employees have access to the resources they need to be successful. Businesses rely on their human resources department to ensure that employees have the resources they need to be successful (Galang& Osman, 2016). This may include access to training and development opportunities, the right tools and equipment, and a healthy work-life balance. When employees feel supported in their roles, they are more likely to be engaged and productive (Zhang, 2020). In turn, this can lead to increased profitability and competitiveness. Therefore, it is essential that businesses invest in their HR department and give them the resources they need to support employees (Thoman & Lloyd, 2018). Doing so will create a more positive work environment and help to improve business outcomes. This might involve providing training or development opportunities, or offering support in times of need.

Additionally, HR can advocate for employees within the organization, making sure their voices are heard and their concerns are addressed (Van Buren III et al., 2011). HR professionals play a vital role in ensuring that employees feel supported and valued within an organization. In addition to handling day-to-day HR tasks, such as benefits administration and policy enforcement, HR should advocate for employees through regular communication with employees, active listening, and promoting a culture of open feedback (Thoman & Lloyd, 2018; Van Buren III et al., 2011). By taking on this advocacy role, HR can help to create a more positive and productive workplace for everyone.

Finally, HR can create a positive work environment that employees enjoy coming to each day (Kulik, 2022). Kulik (2022) shows in a study about the next normal workplace that HR has to be highly involved in making every employee feel like a hero to the company. By developing policies and procedures that foster respect and trust, HR can help to create a workplace where employees feel valued and empowered (Kulik, 2022). Additionally, HR can help to address conflict in the workplace, ensuring that disputes are resolved in a fair and efficient manner. By promoting a positive work environment, HR can help to improve employee morale and retention rates (Kulik, 2022). In turn, this can lead to increased productivity and profitability for the company. Therefore, it is clear across all the literature that the traditional role that HR plays is a vital role in creating a positive work environment that employees enjoy coming to each day (Van Buren III et al., 2011). Overall, through taking these steps, HR can play a vital role in supporting and championing employees.

HR as Administrative Expert

Human resources practitioners are often referred to as the "administrative experts" of the workplace (Hsien-Yu, 2021). And it is no wonder why – HR is responsible for a wide range of activities, from recruitment and onboarding to benefits administration and employee relations (Stone et al., 2021). In order to be successful in their roles, HR professionals must be highly organized and efficient, with a keen eye for detail. They must also be able to think on their feet and solve problems quickly. With so many demands on their time, HR practitioners nonetheless must be focused on one thing: supporting the people who make up the organization and helping them to succeed (Kulik, 2022).

Thus, HR is about balancing between administrative work that supports the operations of the organization and making sure the various parts are secure (Ahammad et al., 2020). They must integrate policies and coordinate with managers, but must also be supportive of workers and of the Board’s vision (Santora & Bozer, 2015). It may seem like a contradiction at times, but HR must be able to slip into all of these roles at a moment’s notice (Loon et al., 2019).

Administrative expertise includes keeping track of employee contact information, emergency contacts, medical conditions, and absences (Stone et al., 2021). In addition, HR is often responsible for updating employee files with new qualifications or licenses. By keeping accurate records, HR can help to ensure that the organization is compliant with all relevant regulations (Galag & Osman, 2016). Another way that HR can serve as an administrative expert is by managing payroll and benefits. This involves ensuring that employees are paid on time and that they have the correct deductions taken from their paychecks (Zhang, 2020). In addition, HR is responsible for administering benefits such as health insurance and retirement plans (Van Buren III et al., 2011). By staying on top of these important tasks, HR can help to ensure that the organization runs smoothly through all the stages of operations.