Strategic LinkagesEssay Preview: Strategic LinkagesReport this essayStrategic Linkages1. First, I believe that HRM deserves a role on the strategic planning team. It is very important for HRM to be a strategic partner to the business in order to build a maturing process. If it is done properly through time the business will be able to grow. According to the presentation, some HR departments never make it. Slide number 8 also explains that HR has to earn its way into the “business of the business. It is a continues process of growth and maturing for the HR departments. In my opinion, HR departments play a major role in organizing, designing, and structuring the organization, which will favor the business in the long run. If HR serves as a strategic partner for the business it will be able to let you know the needs of the company and its employees and it will also analysis weak points, which will help to improve the company.
[quote=Hobby_Brick][b][i]I believe there is strong evidence regarding the importance of the strategic relationship between a business and its management in the management of a company: • The ‘need’ model is a key component of the organization’s ‘work ethic’; • The management of a company’s work ethic should be at the heart of the management’s decision making; • HR departments should take charge of the role of strategic partners on all aspects of the organization’s operations, decisions and management process. • It is critical for the HR departments to set realistic, achievable, and aligned priorities for the business, and in order that employees have a sense of what each task takes to become effective management of their current enterprise or career.
[b][i]The strategic relationship between a business and its management requires a commitment to the values of the work ethic. As HR departments are required by law to establish the work-arounds for the company’s objectives, there is no reason to think what individuals’ work-arounds should be is impossible. The work-arounds they should create can then be used to determine whether and when management issues an internal or external “failure” that can be corrected. This approach helps to ensure that the team can execute goals more effectively than they would otherwise. • The strategic partnership with HR must not be the only thing that contributes to a company’s value. The business needs to create a strong and dedicated team that is dedicated so that the company achieves its objectives, and the HR departments are there to manage those objectives (and the work-arounds) throughout.
[quote=_Bud_Lunar]Many good examples follow this pattern. A good example is B.I who created the B.I.S. business in an era when it was a non-profit that made the Internet one of its primary tools to inform a worldwide society. B.I.S. is a strategic partnership with the management of the management of the management of the B.I.T. It has a core focus on strategic partnership in general, which includes the promotion of mutual awareness and collaboration amongst B.I.S. employees, and the management of its operations, and the engagement of its business partners in the strategic planning and management of the company.
[quote=_Bud_Lunar]If HR is to succeed and continue to develop the importance of the ‘need’ model, then business organization must be able to identify critical issues of importance to the organization, which in turn requires strategic partnership. HR professionals are responsible for identifying and addressing critical information and concerns of individuals, entities, and organizations. Therefore, strategic partnership can make the organizational effort for the organization more effective. Moreover, strategic partnerships are not only beneficial to the business organization and help to maximize employees’ productivity and overall success, but can also give managers the ability to develop more sustainable operating models than they currently do. Additionally, strategic partnerships can reduce the costs and challenges of running the business, and help make the organization better prepared for future shifts.
[quote=_Bud_Lunar]Although HR is important as organizational resource, it is also critical that the company is not left with a ‘fatal mistake’; a product failure is one that cannot be stopped in time; the decision and execution of business operations, processes, or actions requires strategic partnerships.
[quote=Hobby_Brick][b][i]I believe there is strong evidence regarding the importance of the strategic relationship between a business and its management in the management of a company: • The ‘need’ model is a key component of the organization’s ‘work ethic’; • The management of a company’s work ethic should be at the heart of the management’s decision making; • HR departments should take charge of the role of strategic partners on all aspects of the organization’s operations, decisions and management process. • It is critical for the HR departments to set realistic, achievable, and aligned priorities for the business, and in order that employees have a sense of what each task takes to become effective management of their current enterprise or career.
[b][i]The strategic relationship between a business and its management requires a commitment to the values of the work ethic. As HR departments are required by law to establish the work-arounds for the company’s objectives, there is no reason to think what individuals’ work-arounds should be is impossible. The work-arounds they should create can then be used to determine whether and when management issues an internal or external “failure” that can be corrected. This approach helps to ensure that the team can execute goals more effectively than they would otherwise. • The strategic partnership with HR must not be the only thing that contributes to a company’s value. The business needs to create a strong and dedicated team that is dedicated so that the company achieves its objectives, and the HR departments are there to manage those objectives (and the work-arounds) throughout.
[quote=_Bud_Lunar]Many good examples follow this pattern. A good example is B.I who created the B.I.S. business in an era when it was a non-profit that made the Internet one of its primary tools to inform a worldwide society. B.I.S. is a strategic partnership with the management of the management of the management of the B.I.T. It has a core focus on strategic partnership in general, which includes the promotion of mutual awareness and collaboration amongst B.I.S. employees, and the management of its operations, and the engagement of its business partners in the strategic planning and management of the company.
[quote=_Bud_Lunar]If HR is to succeed and continue to develop the importance of the ‘need’ model, then business organization must be able to identify critical issues of importance to the organization, which in turn requires strategic partnership. HR professionals are responsible for identifying and addressing critical information and concerns of individuals, entities, and organizations. Therefore, strategic partnership can make the organizational effort for the organization more effective. Moreover, strategic partnerships are not only beneficial to the business organization and help to maximize employees’ productivity and overall success, but can also give managers the ability to develop more sustainable operating models than they currently do. Additionally, strategic partnerships can reduce the costs and challenges of running the business, and help make the organization better prepared for future shifts.
[quote=_Bud_Lunar]Although HR is important as organizational resource, it is also critical that the company is not left with a ‘fatal mistake’; a product failure is one that cannot be stopped in time; the decision and execution of business operations, processes, or actions requires strategic partnerships.
2. I believe that there are several benefits for the employees that can derive from this arrangement. First, benefits arise regarding the internal factors, such as training and developing employees. Adding career counseling and training managers to give performance feedback will help to build a strong workforce. Second, opportunities arise for current employees regarding the management implications, such as sending managers to training programs and creating a program to train future managers and to rotate currents one to learn each aspect of the business.
3. I believe that many risks can occur in a business with or without the involvement of HR. I am certain that the HR departments are very useful organizations which are able to help the business grow and thrive, if the business decisions are handled properly while keeping the needs and goals of the business in mind. It is important to find a healthy balance between the employees and the companys needs. The employees need to be acknowledged in order to keep them satisfied while at the same time the business needs to run smoothly. In my opinion, the key to success is to have all the departments work together and to communicate with each other that way the company is able to work through good times and bad times as a whole.