Business partner role of HR practitioners

 


 The concept

The notion of HR professionals as trading partners has grown in popularity. The premise would be that, as business partners, HR professionals share responsibility for the enterprise's success with their line management counterparts and collaborate with them in its implementation of business strategy and day-to-day operations They are frequently 'embedded' in corporate divisions or departments.

Shaun Tyson used the phrase "business manager" rather than 'business partner,' but the meaning is the same. He noted that people professionals in this job collaborate closely with upper management and guarantee that they serve a long-term strategic goal. They could spot,

§   business prospects

§  the big picture

§  how their work may support the company's strategic objectives (Shaun Tyson 1985).


“I'm terrified of the phrase.

 HR must be an important and vital element in developing the business strategy.

 I despise the phrase ‘close to the business.’

because it indicates, like 'business partner,

' That we are cooperating our line management colleagues but

 on a different track, rather than

managing people being an important part of the business.”

Alex Wilson of BT as reported by Pickard (2005)

Contribution

HR professionals can produce greatness by collaborating with,

§  senior and line managers take part in strategy execution

§  helping in the improvement of planning from the meeting room to the marketplace,

§  motivating and directing meaningful conversation of how the strategy will be implemented.

The firm should be regulated in ability to take out its plan.

Dave proposed that HR collaborate with operational management in rigorously analyzing the significance of any innovative programs, posing and receiving responses to the following points:

§  What about strategy execution?

§  What about strategy execution?

§  Which ones require urgent attention and which ones can wait?

In short, which ones are genuinely tied to business outcomes? (Dave Ulrich 1998)

The mission

HR practitioners collaborate extensively with their managerial counterparts as business partners.

They are knowledgeable of the organization's,

§   business plans as well as

§   the possibilities and risks it faces.

 They are competent of analyzing and diagnosing corporate

§   strengths and

§  problems.

Also, about the enterprise's

§  problems and

§  the consequences for human resources.

They are aware of the crucial success criteria that will provide a competitive edge, and they use a 'value added' approach strategy of presenting a compelling business case for breakthrough. The notion of the HR business partner is heavily reliant on the term "value contributed." In the accounting field,

In the English language, where the phrase appeared, additional value is defined as the value plus the cost of something. Raw materials and bought parts are used in the manufacturing and distribution processes. In HR parlance, a value-added strategy entails adding value through HR efforts that have a significant impact and contribute to the organization's success

Bottom line

However, it may be argued that the business partner model has received much too much attention. Perhaps it is ideal to underline that HR professionals' duty is to be a part of the business, rather than just being companions

The problem of overemphasis on the function of the business partner has been influenced by the mistaken idea that Ulrich was only interested in HR executives as business partners. This has had the unintended consequence of showing this was their only useful role. However, Ulrich cannot be held responsible for this.

In 1998, he placed equal focus on the necessity for HR professionals to be administrative specialists, employee champions, and change agents, as shown in a redesigned design (Ulrich and Brockbank 2005 a).

 

 


 

References

Tyson, S (1985) Is this the very model of a modern personnel manager? Personnel Management, May, pp 22–25

Ulrich, D (1998) A new mandate for human resources, Harvard Business Review, January–February, pp 124–34

Ulrich, D and Brockbank, W (2005 a) The HR Value Proposition, Harvard Press, Cambridge, MA

Comments

  1. Chamara RanasingheDecember 10, 2022 at 4:23 AM

    well created article. further to that HR department set the human resource agendas with the intention of attaining an organizational goals. Therefore, the HR business partner role is essential for creating people-management systems that are more effective.

    ReplyDelete
  2. Deshika DharmarathneDecember 10, 2022 at 5:33 AM

    Important topic. It's helpful and nicely summarized

    ReplyDelete
  3. EVON HERATH - MBA - SL - 00163912December 10, 2022 at 7:33 AM

    I would appreciate it if you mentioned here how employees of businesses work closely with top management and how they strive to achieve long-term strategic goals.

    ReplyDelete

Post a Comment

Popular posts from this blog

Global HRM

Image
  Introduction   International and multinational corporations are examples of international firms. W hich their operations take place in branches overseas that rely on the parent company's business knowledge or production capability; they may be centralized with strict controls. Multinational corporations are those in which several enterprises in many countries are controlled from a centralized spot; the degree of autonomy they have fluctuates . M ultinational corporations' practice of managing personnel across foreign borders is identified as International human resource management .   International HR practices   The management of foreigners is a crucial determinant of worldwide corporate success or failure. Guest workers are expensive than the identical individual's at salary back home. Because of the issues they cause, they can be difficult to manage.   Resourcing policies   “R emain competitive with their employment offering in the marketplace , ...
Read more

Front-line managers' HR roles

Image
Introduction   If managers and supervisors are not willing to do what HR needs them to do, they will not do it. HR can introduce new policies and procedures, but the line management is ultimately responsible for putting them into action .   The main factor that HR department and line managers should collaborate is that both sides have a financial interest in the organization's growth. Line management improves its operational human resource functions via collaboration. This allows more time for human resource professionals to focus on strategic human resource management.   “ HRM is too important to be left to personnel managers. ”   Guest (1991)   Role of line-manager   Front-line managers are those who supervise employees on the front lines , are accountable to a top management level for a work group . They are positioned at the bottom of the managerial structure, usually at the very first level .   They frequently have individuals reported to th...
Read more

People's Characteristics

Image
  Introduction   HR operations and organizational architecture are frequently based on the assumption that everybody is the same and would behave reasonably when confronted with change or other challenges. However, social habits varies according to their features and individual variances, and it isn't always sensible.   Differences in personal qualities   According to Mischel (1968) , following are variations of personal characteristics,   A bilities and skills.    T he conceptual structure that governs how people perceive their nature .      W hat people have learnt to expect about their own and others’ behavior.    W hat people believe to be important.    T he goals people set themselves and the plans they make to achieve them.   These are impacted by environmental or situational variables, including the type of job individuals do, the culture, climate, and govern ed style in the organization .   ‘...
Read more