HUMAN RESOURCE PLANNING AND DEVELOPMENT

Human Resource Planning and Development

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Table of Contents

Outline3

Introduction5

HR as a Strategic Business Partner6

Human Resource Roles7

Strategic HR - Principles & Theory8

To become a Strategic Partner8

Developing Employee Competence9

To Identify Strategic Functions9

Emphasis on Results10

Key Roles of HRM to become a Strategic Partner10

Main Functions of HRM13

Strategic Fit and Organisational Competitiveness15

Strategic Challenges and Opportunities16

Strategic Alignment16

Workplace Diversity17

Technological Change19

Talent Retention21

HR Manager Role as a Strategic Partner21

Conclusion23

References25

Outline

This paper examines the new emerging role of HR managers as a strategic business partners, as well as assess the challenges faced by them in becoming strategic business partners. For this study, human resource roles and HR functions along with theories and practices of HR are examined to gain a better understanding on this new role of HR managers.

Organisations need competent and skills workforce in order to cope up with the emerging business needs and requirement, as well as to be competitive. Human resource is the most valuable resources for nay organisation, and a key reason behind the success and failure of the business. Hence, HR role has been transformed in order to respond the competitive and rapid changing business environment effectively and competently. This new role of HR managers refers to strategic business partners.

HR managers as strategic partners need to think in a strategic way and planned by taking into consideration future needs of the business. Lengnick- Hall & Lengnick- Hall determined four roles of HR managers as strategic partners, which are rapid deployment specialist, relationship builder, knowledge facilitator and capital steward.

Nowadays, HR managers' role is not restricted to the traditional HR functions of recruiting, training, appraising and compensation of the workforce in an organisation. HR managers now become strategic business partners; therefore, focus on alignment of the business need and formulate HR strategies to meet current and emerging needs of business, so that the organisation can gain competitive advantage in the industry or to operate successfully. Moreover, HR as a strategic partner must recognise the significance of organisational or business transitional needs, and manage and train employees in the organisation to meet both short or long term business needs and requirement, in terms of skills, knowledge and competencies.

On the other hand, HR managers as a strategic business partners come across a number of challenges in today's highly competitive environment. The four common and key challenges and opportunities faced by strategic HR business partners include alignment of business goals and HR practices, workplace diversity, technology changes and talent retention. Hence, HR managers need to plan, design and implement HR strategies in a thoughtful and strategic manner that helps an organisation in keeping the workforce motivated, as well as must continuously strive to attract, recruit, attain and retain the current and new employees, who are competent and talent to keep the pace of business towards success.

HR managers as a strategic business partners must focus on alignment of business/ operational strategies. All the goals and objectives of the organisation must have strategic alignment with HR strategies. For instance, the employee performance ...