Emerging Role of HR Executives as Strategic Business Partners
By the term “human resource” we always imply a department which looks after personnel recruitment, administration and compliance of the company as per the industry standards. However, this role has widened its scope these days; along with the C-Level Executives the HR professionals too get the responsibility of becoming business partners for an organization. HR business partners function closely with the senior leaders of the company in order to develop a viable HR agenda that closely supports its overall goals. These business partners sit on the board of directors’ panel and other C-suite executives in order to make important decisions for the company. Professionals who act as HR business partners are generally are generally efficient communicators, they analyze the financial value and future worth of people employed by the company. They convey high-level decisions to the entire organization besides just managing its HR policies.
In simple words, these partners are mere mediums between HRs and the corporation. They provide valuable consultative pieces of advice for stakeholders and help them to achieve the business goals of the company. The initial concept of such kind of specialized HR role came into existence during the mid-late 1990s when US business academic David Ulrich set out his theories for ideal HR functionalities. It emerged as one of the aspects of Ulrich’s business model which is also called as “three-box” model of HR. This aspect has many benefits in the corporate world; firstly, it takes away pressure from the management to sharpen the job skills of individual employees for better productivity. Secondly, these business partners perform the basic tasks of personnel training in order to develop the employees more effectively within the organization.
HR business partner model was originally developed to give a positive impact to the businesses on all levels. However there are few challenges to this specific model too. HR departments are already exhausted in terms of everyday employee relation problems; hence there might not be extra time and individuals to dedicate for partnership with the business to provide additional functions. Since this specialized business model requires HRs to get involved in almost every facet of the business, including promotion, financial matters and sales, it’s indeed difficult for the management to get hold of such all-rounder professionals for this job.
Change is the primary reason for companies to adopt and consider HR business partner model. Whether to elevate the business, or develop it to be more competitive, productive and efficient to solve problems, it is necessary to alter the corporate pattern. This model takes care of the changes and developments by investing in developing human capital. In order for a business to succeed; personal success and job satisfaction of the individuals are prime factors to consider. A good HR business partner model assures that these factors are achieved for both; the employees and the company.
In simple words, these partners are mere mediums between HRs and the corporation. They provide valuable consultative pieces of advice for stakeholders and help them to achieve the business goals of the company. The initial concept of such kind of specialized HR role came into existence during the mid-late 1990s when US business academic David Ulrich set out his theories for ideal HR functionalities. It emerged as one of the aspects of Ulrich’s business model which is also called as “three-box” model of HR. This aspect has many benefits in the corporate world; firstly, it takes away pressure from the management to sharpen the job skills of individual employees for better productivity. Secondly, these business partners perform the basic tasks of personnel training in order to develop the employees more effectively within the organization.
HR business partner model was originally developed to give a positive impact to the businesses on all levels. However there are few challenges to this specific model too. HR departments are already exhausted in terms of everyday employee relation problems; hence there might not be extra time and individuals to dedicate for partnership with the business to provide additional functions. Since this specialized business model requires HRs to get involved in almost every facet of the business, including promotion, financial matters and sales, it’s indeed difficult for the management to get hold of such all-rounder professionals for this job.
Change is the primary reason for companies to adopt and consider HR business partner model. Whether to elevate the business, or develop it to be more competitive, productive and efficient to solve problems, it is necessary to alter the corporate pattern. This model takes care of the changes and developments by investing in developing human capital. In order for a business to succeed; personal success and job satisfaction of the individuals are prime factors to consider. A good HR business partner model assures that these factors are achieved for both; the employees and the company.
Written for: European Lists by Angeline Watson
List Source: European HR Executives Email List
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