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Strategic Partnership: Human Resource Management HRM as part of change management

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Introduction

Strategic Partnership: Human Resource Management By: Michelle M. Ozdemir Human Resource Management, Evelyn W. Jones, MBA 6 November 2006 Introduction Managing means first of all managing change and change is inevitable in any organizational setting for it is a way to improvement, organizational development, and growth that in their turn lead to success if all the strategies were implemented wisely and effectively. From this point of view human resources management is a set of strategies and tools aimed at linking human resources to organizations strategic goals and policies in order to develop an organizational culture, which easily recognizes and accepts all the innovations and changes. But no human resource manager can do his/her work successfully without the strategic partnership at all the levels of organizational setting which is to provide excellence of the organization's performance. Therefore the goal of this paper is to define what role strategic partners play in general organizational culture, what is its impact on organizational performance, and what the purpose of strategic partnership is within the organizational setting. Besides, the given work I will analyze the methods and strategies that help the Human Resource Management (HRM team) to complete work through their employees. The strategic role of HRM In the past, most organizations were focused on the inward looking, but with employees becoming more aligned with the strategic business needs, they have become equally important as external customers. ...read more.

Middle

The Human Resources function must serve as an active, strategic partner in the organizational community by providing services and a competitive compensation/benefits program to help attract, retain, and motivate a highly-talented, committed, and diverse workforce. The HR staff must exhibit sensitivity, judgment, and appropriate flexibility, as well as promote fair and equitable treatment of all employees. Furthermore, amongst other functions of human resource management should incorporate promoting a culture that respects and values all employees. Additional functions include: * Communicating honestly and clearly with top management and employees. * Focusing on people, eliminating bureaucratic red-tape * Utilizing the full potential of the human resources to the firm's advantage. * Maximize resources by utilizing technology in order for it to improve efficiency, effectiveness, transaction processing and overall service. * Provide proper compensation and corresponding benefits package to all the employees. * Recognize and reward performance and accomplishments utilizing the Performance Review and Development (PRD) process. * Provide a sufficient learning environment that will ensure professional development, training, mentoring, and continuing education. * Embrace and promote the principles of continuous quality improvement (CQI). * Collaborate across cross-functional lines (compensation, employment, benefits, and employee relations & training). Being a strategic partner means accepting the function of human resource management as a strategic partner in the establishing and implementation of organizational strategies by means of human resource activities. ...read more.

Conclusion

Conclusion Change is inevitable if an organization aims at further growth and development, and change is always associated with risk. But there are no unsolvable problems and every difficulty can be coped with. Everything depends on the professionalism of the manager and his team, and strategies they choose to transform the company and make it a successful, profitable, and competitive structure. In any case, to cope with risks which stand in the way of changes, any organization should, first of all, identify changes that are needed to increase the work effectiveness. Managing means first of all managing changes (Archibald, 115) and changes in their turn may be either avoided by means of managing risks or accepted as being a way of organization's development. Manager should definitely consider that they should think about their "organization's capabilities as well as about individual people's capabilities" (Clayton & Overdorf, 71). The most important of them are organizational recourses, values, and processes. Therefore, being a strategic partner is one of the key pillars of excellence in HRM work. Strategic partnership's goal is to achieve effectiveness and success of the organization of all its operations. An effective implementation of the suggested strategies could help the organizations meet its key objectives easier. The HR managers are expected to bring improvement and quality culture to the organization. The new culture will establish new standards and more commitment from all the members of the company. The future of the organization depends on the development of its members. ...read more.

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