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Human Resources as a Strategic Buisness Partner...
Transcript of Human Resources as a Strategic Buisness Partner...
What is Human Resources?
Business Culture with HR as a Strageic Business Partner
Pros & Cons of HR as a Strategic Business Partner
Benefits for our company
Arthur, Jeffery. "Effects of Human Resource Systems on Manufacturing Performance and Turnover." JSTOR. The Academy of Management Journal, 1 June 1994. Web. 23 Feb. 2015.
Buyens, D. (2001). Perceptions of the value of the HR function.
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, (3), 70-89.
Chung‐Ming, L. Hang‐Yue, N. (December 2004, February 24). The HR System, Organizational Culture, and Product Innovation.
International Business Review
, Volume 13, Issue 6, December 2004, Pages 685-703.
Fulmer, R., Genson, S. (2006). HR’s Strategic Partnership with Line Management.
Graziadio Business Review
, Vol 9, Issue 2.
Piercy, K. (2008). Globalization of the HR function: The next step in HR's transformation?
Global Business and Organizational Excellence
, (2), 42-51.
Sandstrom, L. (2002). Is HR Ready to Take on the Role of Business Partner?.
Employment Relations Today
(Wiley), 29(3), 31-37.
Strategic Business Partner
Understand organization's business operations
Project how business trends might affect the business
Reinforce positive aspects of the organization’s culture
Develop talent for present and future needs
Craft effective HR strategies
Focus on filling out paperwork
Processing the paperwork
Screening and interviewing applicants
Orienting new employees
Administer benefits of employees
Currently we are using an administrative strategy in terms of our Human Resources department, we propose a 3 year transition to HR as a strategic business plan in order to maximize profit, and retain talent
Slow Problem Solving
The traditional administrative role of HR focuses on issues only as they arise, instead of creating preemptive solutions
Employees aren't Objects
"The goal of human resource management is to make individuals as predictable as physical assets"
High turnover rates
More unhappy employees
One of the top challenges
Limited organizational flexibility
Some managers won't except
HR managers lacking business experience
HR function and business related issues
Business of the business
HR work begins with the business
Reduced employee turnover
Increased efficiency/ Enhanced products
Employees as a strategic resource
Engaged, empowered, enabled
Includes actual workforce
HR input and employee involvement
Training, employee development, competitive salaries
Whole company must buy in
Help managers stay legal
Acquire Hipo's before competition
Can't afford to be reactive
Training/events that build success and support the company culture
Increased Employee Retention
Motivated to work hard
"Not just doing their 8 and hitting the gate" - Ron Moser
Employees as a strategic resource
Based on Jim Harvey's speech structures
Cruz, E. (2006, January 17). Traditional to strategic HR management. <i>Business World</i>. Retrieved February 24, 2015, from http://homepages.uwp.edu/crooker/786-shrm/articles/shrm-trad-busworld-011706.pdf
HR as Strategic Partner. (n.d.). Retrieved February 24, 2015, from http://www.strategic-human-resource.com/hr-as-strategic-partner.html
Ingram, D. (2009). Why Is it Important for HR Management to Transform From Administrative to Strategic Contributors?.
It's Not HR's Job to Be Strategic. (2014, October 31). Retrieved February 25, 2015, from https://hbr.org/2014/10/its-not-hrs-job-to-be-strategic/
Lawler, J. (2008). Strategic human resource management.
Handbook of Organization Development
Mayhew, R. Why Is It Important for HR Management to Be a Strategic Business Partner?.
More engaged employees throughout organization
Highly skilled employees to improve business performance and innovation.
Aggressive 3 year transition plan
Year 1: Start with the basics
Year 2: Core Changes
Year 3: Full Transition