For many years, human resource has been assumed to be a department that is only responsible for hiring and firing in organizations no other strategic roles have been associated with human resource. Starbucks just like the other organizations did not bother to include human…
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The incorporation of human resource as a strategic partner has significantly impacted on the performance of many companies since most of the policies formulated end up being tracked and implemented in line with the business needs of the enterprises (Leibs, 2007).
Starbucks is set to significantly leverage from incorporating its human resource department in its strategic team since the decisions that will be formulated will take into considerations the issues affecting that department thus enhance service delivery from the personnel. Human resource is the one that is in charge of the total control of all the work operations in Starbucks. Thus, the capacity of the personnel department monitors the concept of the customer since it is the perception that employees give that will either attract or send away potential consumers (Leibs, 2007). That notwithstanding human resource is the one that is responsible for developing strategies, as well as implementation of plans, while managing service delivery process. The provision of services is the most paramount element in any organization. The quality of output that employees give serves as a marketing strategy for the firm as it will be perceived in a positive manner in the market hence obtaining a competitive edge in the market. Human resource is the only department that provides the tools that will enable all other professionals to perform their duties in the organization. Being incorporated in the strategic team means that the process of strategy formulation will be qualitative as human resource will be elaborating the competencies of each personnel and their capability. Thus, this will align those details with the business model of the company (Lockwood, 2006).
As a strategic partner, human resource will enhance the profitability of the firm by improving the skills and knowledge of employees to assist them in meeting the business objectives of the company. Since the human resource will be a
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(HR As a Strategic Partner Assignment Example | Topics and Well Written Essays - 750 Words)
“HR As a Strategic Partner Assignment Example | Topics and Well Written Essays - 750 Words”, n.d. https://studentshare.org/human-resources/1681524-hr-as-a-strategic-partner.
The current study has taken into consideration the Cameroon Airlines Corporation that effectively proved to use a human resources management strategy that fits best with the overall strategy of the firm. The study has thus taken into consideration a few models of the human resources management, and associated them with the company’s policies.
His job is not to focus on selling the HR procedure and policies, but to help the internal clients to find the best ways of implementing them and remaining complaint with the policies. Human resource is about managing the most valued assets of an organization, its people.
Traditionally, HR was mainly concerned with day-to-day organizational tasks and problems. It only worked for paperwork purposes and the HR department, itself, had no interest in the strategic goals of the business. Nowadays, HR is not only involved in the development of an organization`s strategic goals but also actively works for improving its performance.
The management principals implemented by organizations in view of human resource management are wide and numerous in accordance to the nature of the business.
In this report the focal point of discussion would be based on Midlands firm in United Kingdom.
As HR manager of Diamond Express Inc., the HR professional often faces some barriers in their effort to be viewed as true business partners. Most managers feel that they can do the job of the HR professional. The
s has been carried out through a variety of models such as the competency model, in which the possibility of the creation of integrated and constant selection appraisal training and development frameworks is considered (Bassellier & Benbasat, 2004). The ultimate intention of
at the HR partner is able to effectively evaluate the HR metric through the use of both qualitative and quantitative procedures (Handler & Jasinski, 2010). Once this is done, it is possible to have a clear understanding of how well the HR functions align with other departments