Strategic Partner: Human Resource Management Introduction The human resource management portrays a significant role in running a company. This is the most essential core or aspect of an organization that deals with manpower that keeps the company functional…
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Strategic Partner: Human Resource Management Introduction The human resource management portrays a significant role in running a company. This is the most essential core or aspect of an organization that deals with manpower that keeps the company functional. The said department is considered being an administrative management in the past years; however, it has been said that the human resource management is more of a strategic partner rather than an administrative department nowadays. The human resource is said to be an “asset in an organization.” It is considered to pose a lasting relationship with the organization to work hand in hand in obtaining goals (“The Importance,” n.d.). The partnership will then pose practices that consider “linkage to a company’s strategy” (Huselid, Jackson, & Schuler, 1997 as cited in Ijose, n.d.). This paper aims to provide the significance of human resource management as a strategic partner in one of the known and respected organization. History The Employer Support of the Guard and Reserve or ESGR was founded 1972 to produce ways that deal with laws, conflicts, and techniques that benefit both employers and members (“Employer Support,” n.d.). The ESGR is a department created by the “Defense Agency” to enhance a culture where “American employers” enhance the significance of “military service of their employees.” The human resource management of the said organization deals with significant programs for their employers (Employer Support of the Guard and Reserve, n.d.). According to the ESGR (n.d.), the organization attends to a variety of members that are also extended to their next of kin or families. Stakeholders of the organization are usually from the departments of the United States government. The goals and strategies of the organization are the focus of the human resource management for them to uphold and practice strategic partnership. Strategic Partnership The setting of strategic partnership covers the operation of the human resource department in controlling the organization’s finances and enhances strategic planning between operational standards set to be performed by employees. It is said that the partnership between the human resource individuals and employees must not pose any kind of hindrance that may alter ways to achieve the organization’s goals (“The Importance,” n.d.). There are several reasons why there is a need for human resource management to be a strategic partner rather than an administrative one. One of the most significant would be increasing potency of the “labor face,” which would lead to increase profits in the said organization (“The Importance,” n.d.). The employees or manpower of an organization would tend to promote trust when they are assured that the human resource department is their partner in obtaining goals in the company. Furthermore, employees or members can easily reach out to any personal or interpersonal concerns, which is significant to avoid conflicts in the organization. The Employer Support of the Guard and Reserve or ESGR caters to both employers and employees, and even with extended membership of their families. They have created human resource management that would focus on the goals and perform the purpose of the organization. The human resource management is still considered being an administrative department for some, probably because being a strategic partner would mean susceptibility to conflicts. However, these conflicts can be avoided if both partners would consider and respect each other’s roles. The ESGR is one significant example of an organization that will provide efficiency for both employers and employees, thus, lessening the susceptibility to conflicts such as biases and others. They ensure services that provide excellent assistance depending on the employer’s request and benefits of the employees such as the US Army and their families. Conclusion The human resource management is a significant core in an organization as it deals with a variety of roles. Its roles may be extended or limited depending on the need and demand. It is considered to be a strategic partner in an organization primarily because they promote partnership within the organization. This partnership aims to create harmonious relationship that focuses on obtaining the goals of the organization. On the other hand, the partnership may pose conflicts, which are among the bases of some arguments. These arguments state that human resource management is better to be considered an administrative department rather than a strategic partner due to the susceptibility of conflicts. Nevertheless, there are several advantages of making the human resource department as a strategic partner. The ESGR is an organization that composes of stable human resource management. This is because their clients come from various political and administrative bodies of the US government. It is essential for the organization to provide trusted human resource management since they attend to both employers and employees. References Employer support of the guard and reserve. (n.d.). Retrieved from http://www.everycompanycounts.com/services/human-resource-management/esgr Employer Support of the Guard and Reserve. (n.d.). Leadership. Retrieved from http://www.esgr.org/site/AboutUs/Leadership.aspx Ijose, O. (n.d.). Strategic human resource management, small, and medium sized enterprises and strategic partnership capability. Journal of Management and Marketing Research. Retrieved from http://www.aabri.com/manuscripts/10430.pdf The importance of making as strategic partner. (n.d.). Retrieved from http://www.strategic-human-resource.com/hr-as-strategic-partner.html
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