HR Management Transformation - Research Paper Example

This can be explained with the help of an example. Business leaders would want to maximize their profits. The HR leaders may be honored if they are capable of explaining the business leaders of numerous ways to manage the people in the organization for maximizing their profitability. In order to develop a better organization, the leaders need to have lucidity in their thoughts as well as sense of directions. They need to have patience which seems to be the toughest stage. Since the HR managers needs to face the situations where negotiations are made, therefore, the HR leaders’ need to be self disciplined (Saha, n.d.) It can be mentioned that the history of the human resource management can be traced back to the 19th century during the existence of the welfare officers.

It was the First World War that sped up alterations in the development of personal management where the women were recruited in order to fill up the gaps that were left by the men who were going to fight. It was during the Second World War, the concept of welfare and personnel work came into being. Further, during the 1960s and the 1970s the development of employment was evident. . HR as a strategic partner can be understood as maintaining long-term relation with the organizational partners so that the common objectives can be achieved.

The companies are capable of making the human resources as the strategic partner’s by delivering effective human resource services. The main reason behind the change of HR management from administrative and operational functions to the strategic partner is that there is constant change in the demands and trends of the organization triggering the need for new ways of thinking as well as operating. Such change necessitates the HR as well as the other professionals to alter their ways of looking at things.

In order to add value to the organization, it becomes essential for the human resource professionals to play new roles and thus show broader competencies with the change in time. Furthermore, the companies require new model so that they can assist the decision makers at making sound decisions related to the human resource policies. The companies are capable of enhancing their competitive advantage by aligning the HR strategies to their business plan (Dye, n.d.). Ford Motor Company has changed it view from tough managerialism that can be described as a management philosophy based upon the rigid pursuit of tight control over its employees, to a strategy where the employees are encouraged to participate and involve themselves in the strategy building process.

According to the views of the HR Director of Ford Motor Company, Mr. Patrick David, for the restructuring organizations the job of the human resource department comprises one of the challenging tasks. Since many years, human