The Business Partnering Model And Its Impact On Both The HR function and HR practice

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TABLE OF CONTENTS

CHAPTER 1: INTRODUCTION4

Background of the Study4

Company Overview4

Significance of the study5

Purpose of the study5

Research Aims and Objectives5

CHAPTER 2: LITERATURE REVIEW7

Evolution of the Human Resources Function7

HR Executives as Strategic Business Partners8

Business Partnership9

Objectives of the Business Partnership9

Achieve Cost Synergies9

Improving Customer Relations9

Lessons10

Models of IHRM10

Ulrich's competency model11

Benefits of Business Partnership12

CHAPTER 3: METHODOLOGY14

Overview of Qualitative and Quantitative Research Approaches17

Data Collection, And Analytical Tools/Techniques18

Qualitative Data Analysis18

Quantitative Data Analysis18

Questionnaires19

Sampling19

Interviews19

Access19

Informed Consent20

Confidentiality20

Validity and Reliability21

Research Ethics22

Ethical Issues of Investigation22

Possible Constraints of the Dissertation22

CHAPTER 4: DISCUSSION AND ANALYSIS23

Questionnaire Analysis23

Importance of Developing Partnerships33

HR Strategic Partner to the Business34

Proposed Model of IHRM Effectiveness in COMPANYs35

CHAPTER 5: CONCLUSION37

REFLECTIVE STATEMENT39

REFERENCES41

APPENDICES44

CHAPTER 1: INTRODUCTION

Background of the Study

This project will analyze the nature and impact of the new forms of HR function and practice in relation to business partnering model. The business partnership is an extremely powerful lever of transformation organizations, whether public or private companies. It allows access to more innovation, more value, more diversity, service and products, without necessarily adding to the weight of the investment or structures. Therefore, be more efficient and ultimately more agile on the ground to create global and thus share an optimum value. Over the past decade or so, the human resources (HR) function has been trying to reinvent and rebrand itself as a strategic business partner (Vosburgh, 2003). This transformational journey, which has been in stark response to the continual globalization and consolidation of organizations and the commercialization and evolution of the electronic commerce fuelled by strategic alliances, has made organizational transformation challenges much more complex (Herman & Gioia, 2000). The dynamics generated have placed the human resources function at a heightened state of alert to help organizational leaders and senior management cope with the myriad of human capital challenges that come with such complex change. Such challenges include winning the war for talent, driving employee engagement, and the inculcation of an effective organizational brand and culture (Babcock, 2005).

Company Overview

ASO Savings & Loans PLC is a Primary Mortgage Institution (PMI), incorporated in Nigeria as a limited liability company on November 9, 1995. We formally commenced business on January 2, 1997 and converted to a public liability company (PLC) on September 22, 2005. The company adopted the business partnering in 2006. The purpose is to enhance HR department to be more strategic and to add value to the organization vision and mission statement.

Significance of the study

The strategic partnership is the important tool for transforming the performance of the organization. This transformation can be made for not only the public companies but also for the public companies. The strategic partnership allows the companies in partnership to innovate new products develop new business strategies and raise higher levels of profits for the organization. The strategic partnership allows the partner companies to make more diversity in their products and services offered to customers and suppliers.

Purpose of the study

The purpose of this study is to analyze the importance of business partnering and its impact on strategic human resource ...