Strategic Role of HR Manager
HR
professionals, especially at the highest level make a strategic contribution
that ensures organization has the quality of skilled and engaged people it
needs. The role of HR practitioners very widely according to the extent to
which they are generalists or specialist the level at which they work and the
needs of the organization. Therefore, the HR practitioners play varies roles in
an organization.
The Strategic Business partner model
HR
professionals as strategic business partners should work closely with
management influencing the business strategy and contributing to its
implementation. The recommended role for the HR function is that of ‘strategic
partner’. This role typically has 4 aspects.
· Top HR
executive corporate with their line counterparts in formulating HR strategies.
· Top HR executives
fully participate in all business strategy sessions as equals to CFO and other
top executives.
· HR
executive work closely with line managers on an ongoing basis to ensure that
all components of the business strategies are adequately implemented.
· The HR
function itself is managed strategically.
To
become strategic partner, they need good working knowledge of the organization
and its strategies. Hence, they should meet the following criteria.
· Spend
time with the customer and client diagnosing, discussing and responding to
needs
· Actively
participate in business planning meetings and offer informed insights on
strategic, technological, and financial capabilities.
· Understand
business condition.
· Demonstrate
competencies in business knowledge, particularly customer relations, delivery
of world class management practices and management of change.
Strategic
role of HR professionals.
The
Strategic role of HR professionals varies in accordance with their level or
function as HR directors, HOHR functions, Business partners or HR advisers
ect.
The
strategic role of HR directors.
The key roles are to develop and implement HR
strategies that are integrated with the business strategy and ensure that a strategic
approach is adopted which ensures that HR activities support the business add
value by taking in to account the ethical dimensions.
· Understand
the strategic goals of the organization.
· Appreciate
the business imperatives and performance drivers relative to these goals.
· Understand
the business model.
· Contribute
to the development of the business strategy
· Ensure that
the senior management understands the HR implications of its business strategy.
· See the
big picture including the broader context.
· Think
longer term.
· Understand
the kinds of employee behavior.
· Embrace
ethical considerations.
Strategic
Role of Head of HR functions.
· Understand
the strategic goals of the organization.
· Appreciate
the business imperatives and performance drivers.
· Help
senior management to understand the implications of its strategy for the HR
function.
· Know how
HR practices in the function can contribute to the achievement of goals.
· Be
capable of making a powerful business case for any proposals on the development
of HR strategies for the function.
The
strategic role of HR business partners
· Understand
the business and its competitive environment.
· Understand
the goals of their part of business.
· Ensure
that their activities provide added value for the unit or function.
· Build
relationships with line management and employees
· Provide support
to the strategic activities of the colleagues.
· Be
pro-active, identifying problems and producing innovative solutions.
Challenges
of becoming a strategic partner
· Avoid strategic
plans on to shelf- Need to turn strategic statements in to a set of
organization actions.
· Create a
balance scorecard – be equally accountable for all segments of the balanced
scorecards, provide intellectual leadership on people dimension.
· Aling HR
plans to business plans.
· Watch out
for quick fixes- HR professionals should understand the theory, research and
application of ideas in order to apply them appropriately in their business.
· Create a
capability focus within the firm- identify and improve capabilities both to
implement strategy and to leverage new products.
Overcoming challengers.
· Participation
in business planning.
· Understanding
business issues.
· Participation
in business task forces.
· Fostering
system thinking.
· Ensuring program
management of workforce planning, skills assessments, succession planning,
retraining and diversity.
· Providing
support to group-wide or sector initiatives.
· Championing
the company way and management practices.
In conclusion, HR professionals play a vital role in
ensuring organizations have the skilled and engaged workforce needed to achieve
business goals. The HR Business Partner Model recommends that HR practitioners
work closely with management to influence and implement business strategy. The
strategic role of HR professionals varies depending on their level and function
within the organization, with HR directors, HOHR functions, and HR business
partners all playing important roles. Becoming a strategic partner requires an
understanding of the business and its goals, as well as the ability to provide
added value and innovative solutions. Overcoming challenges requires
participation in business planning, fostering system thinking, and providing
support for initiatives such as workforce planning and diversity. By fulfilling
these roles and responsibilities, HR professionals can make a significant
contribution to the success of their organizations.
Reference
·
www.youtube.com. (n.d.). What is the HR
Business Partner Model? [online] Available at:
https://www.youtube.com/watch?v=eeVyY32qkmQ&t=66s [Accessed 15 Apr. 2023].
·
Armstong,M& Baron,A.(2005). A handbook of
strategic human resource management. The key to improved business performance.
·
Mayhew, R. (2019). The Strategic Role of
Human Resource Managers. [online] Chron.com. Available at:
https://smallbusiness.chron.com/strategic-role-human-resource-managers-11782.html.
·
Fechter, J. (2023). What is the HR Business
Partner Model? - HR University. HR University. [online] 2 Feb. Available
at: https://hr.university/career/hr-business-partner/hr-business-partner-model/.
Thank you for sharing this informative article on the strategic role of human resource managers. Recognising the value that HR experts contribute to an organisation by ensuring a competent and engaged staff is critical. The HR Business Partner Model emphasises the importance of HR practitioners collaborating closely with management to influence and implement business strategy while ensuring that the HR function is managed strategically.
ReplyDeleteOverall, this article emphasises the importance of human resource experts in guaranteeing an organization's success. HR professionals can substantially contribute to attaining company goals by fulfilling their roles and duties as strategic partners.
What steps can HR professionals take to promote system thinking and support programmes like workforce planning and diversity?
Thank you for your comment! Answering to your question,
DeleteTo promote system thinking and support programs like workforce planning and diversity, HR professionals can take the following steps:
Collaborate with other departments: HR professionals should work closely with other departments to understand their needs and align HR programs and policies to support organizational goals.
Analyze data: HR professionals should collect and analyze data on workforce demographics, skills, and performance to identify areas that need improvement and to develop effective diversity and workforce planning programs.
Develop a culture of diversity and inclusion: HR professionals should work to create a culture of diversity and inclusion by promoting awareness, understanding, and acceptance of differences among employees.
Provide training and development opportunities: HR professionals should offer training and development opportunities to employees to enhance their skills, knowledge, and abilities, which can also support diversity and workforce planning efforts.
Monitor progress: HR professionals should regularly monitor the effectiveness of diversity and workforce planning programs and adjust them as needed to ensure they are meeting their intended goals and objectives.
By implementing these steps, HR professionals can promote system thinking and support programs like workforce planning and diversity, which are critical to achieving organizational success.
The article highlights the importance of HR professionals in ensuring organisations have a skilled and engaged workforce that aligns with business goals. The HR Business Partner Model, with its four aspects, emphasises the need for HR practitioners to work closely with management to influence and implement business strategy.
ReplyDeleteHowever, the article falls short in providing concrete examples of how HR professionals can implement the strategies mentioned. It is necessary to provide practical examples of how HR professionals can align HR strategies with business strategies, create a balance scorecard, and foster system thinking.
Additionally, the article does not mention the importance of HR technology in the strategic role of HR professionals. Technology plays a significant role in managing and analysing data, identifying talent gaps, and measuring the effectiveness of HR strategies.
My question to you Hansika, How can HR professionals leverage HR technology to support their strategic role in an organisation?
Great question! HR technology can be a powerful tool for HR professionals to support their strategic role in an organization. Here are some ways in which HR professionals can leverage HR technology:
DeleteData management: HR technology can help HR professionals manage and analyze large amounts of data, such as employee demographics, performance metrics, and compensation data. This can help HR professionals identify talent gaps, track employee performance, and make data-driven decisions.
Recruitment and onboarding: HR technology can streamline recruitment and onboarding processes, such as applicant tracking, resume screening, and onboarding paperwork. This can save time and resources for HR professionals, allowing them to focus on other strategic initiatives.
Performance management: HR technology can support performance management initiatives by providing tools for goal setting, performance tracking, and feedback. This can help HR professionals monitor employee performance, identify areas for improvement, and provide targeted coaching and development opportunities.
Learning and development: HR technology can support learning and development initiatives by providing online training resources, tracking employee progress, and identifying areas for further development. This can help HR professionals support employee growth and development, which can lead to improved employee engagement and retention.
In summary, HR technology can provide HR professionals with the tools and data they need to support their strategic role in an organization. By leveraging HR technology, HR professionals can streamline processes, make data-driven decisions, and support employee growth and development.
Timely topic with many personal takeaways for HR managers. Strategic thinking is one of the best benefits of SHRM. HR Managers have to think about their daily issues in the context of organizational development.
ReplyDeleteI completely agree! Strategic thinking is one of the most valuable skills that HR managers can develop through the study of SHRM (Strategic Human Resource Management). By considering the bigger picture of organizational development, HR managers can become better equipped to address the daily challenges they face with a more long-term and integrated perspective.
DeleteThis comment has been removed by the author.
ReplyDeleteThe post is giving great insight. I also would like to add that the role of a Human Resource Manager in strategic contribution is found to be rare or absent in most of the cases (Antila, 2006).
ReplyDeleteIt is believed that HR professionals need to be aware of several pitfalls to ensure successful implementation of strategic HR initiatives. These include lack of alignment, resistance to change, insufficient communication, limited resources, short-term focus, and lack of data-driven decision making. To mitigate these pitfalls, HR managers should align HR strategies with business objectives, communicate effectively, prioritize resource allocation, take a long-term view, and rely on data-driven decision making. What is your argument?
ReplyDeleteInsightful and timely post Hansika. I like to add that HR manager is not only just another job. It is more comprehensive than that. when it comes to decision-making, it is really required to identify their own personal biases, so they can change their mentality and solve bias issues on a personal level.
ReplyDeleteA well written blog Hansika. Addition to what you have explained in the article would like to add below. Strengthening the employer-employee relationship is the main strategic role of a human resources manager. Apart from recruiting process, one of the strategic responsibilities of every human resources management is to ensure that there are no unnecessary hazards at work place. Determining of compensation and benefits structure, Workers' compensation insurance is an area in which a strategic plan helps.. Reducing accidents through training employees on the proper use of complex machinery and equipment is one of the functional tasks
ReplyDeleteHansika, your article is so informative and valuable. HR professionals play a vital role in an organization. HR professionals are the people who directly get engaged with employees of the company. They are the people who recruit employees, arrange learning & development programs, organize employee engagement activities and motivational programs for employees. Therefore, good HR professionals are essential for an organization to have satisfied employees.
ReplyDelete