Navigating the Strategic role of HR practitioners in contemporary Enterprises

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HR professionals, especially at the highest level make a strategic contribution that ensures the organization has the quality of skilled and engaged people it needs. The role of HR practitioners varies widely according to the extent to which they are generalists or specialists the level at which they work and the needs of the organization. Therefore, HR practitioners play various roles in an organization.

How does The Strategic Business partner model work?👇👇👇

HR professionals as strategic business partners should work closely with management influencing the business strategy and contributing to its implementation. The recommended role for the HR function is that of a ‘strategic partner’. This role typically has 4 aspects.

·       Top HR executives cooperate with their line counterparts in formulating HR strategies.

·       Top HR executives fully participate in all business strategy sessions as equals to the CFO and other top executives.

·       HR executives work closely with line managers on an ongoing basis to ensure that all components of the business strategies are adequately implemented.

·       The HR function itself is managed strategically.

To become a strategic partner, they need a good working knowledge of the organization and its strategies. Hence, they should meet the following criteria.

·       Spend time with the customer and client diagnosing, discussing, and responding to needs.

·       Actively participate in business planning meetings and offer informed insights on strategic, technological, and financial capabilities.

·       Understand business conditions.

·       Demonstrate competencies in business knowledge, particularly customer relations, delivery of world-class management practices, and management of change.

Now, are you interested in being a great HR partner? Watch this!

Strategic role of HR professionals.

The Strategic role of HR professionals varies following their level or function as HR directors, HOHR functions, Business partners or HR advisers, etc...

Is it always beyond just hiring and firing… I trust you got the implications.
Let us explore deeper.

It is clear now that the strategic role of Human Resource Management(HRM) in associations is paramount, serving as the linchpin between organizational aims and effective human capital management. HRM plays a critical function in aligning HR practices with strategic ambitions, guaranteeing that the staff is equipped with the proficiency, knowledge, and capabilities necessary to drive organizational success. This involves activities similar to talent acquisition, performance management, training and development, and succession planning, all directed at maximizing employee benefactions to achieve competitive advantage and sustained growth. Moreover, HRM is necessary in fostering a positive organizational culture, enhancing employee engagement, and navigating organizational change, thereby greasing long-term success and adaptability in the present dynamic business landscape.

The strategic role of HR directors.

 The key roles are to develop and implement HR strategies that are integrated with the business strategy and ensure that a strategic approach is adopted which ensures that HR activities support the business and add value by taking into account the ethical dimensions.

·       Understand the strategic goals of the organization.

·       Appreciate the business imperatives and performance drivers relative to these goals.

·       Understand the business model.

·       Contribute to the development of the business strategy.

·       Ensure that the senior management understands the HR implications of its business strategy.

·       See the big picture including the broader context.

·       Think longer term.

·       Understand the kinds of employee behavior.

·       Embrace ethical considerations.

Strategic Role of Head of HR functions.

·       Understand the strategic goals of the organization.

·       Appreciate the business imperatives and performance drivers.

·       Help senior management to understand the implications of its strategy for the HR function.

·       Know how HR practices in the function can contribute to the achievement of goals.

·       Be capable of making a powerful business case for any proposals on the development of HR strategies for the function.

The strategic role of HR business partners

·       Understand the business and its competitive environment.

·       Understand the goals of their part of the business.

·       Ensure that their activities provide added value for the unit or function.

·       Build relationships with line management and employees.

·       Provide support to the strategic activities of colleagues.

·       Be proactive, identifying problems and producing innovative solutions.

Challenges of becoming a strategic partner

·       Avoid strategic plans on to shelf- Need to turn strategic statements into a set of organizational actions.

·       Create a balanced scorecard – be equally accountable for all segments of the balanced scorecards, and provide intellectual leadership on the people dimension.

·       Aling HR plans to business plans.

·       Watch out for quick fixes- HR professionals should understand the theory, research, and application of ideas in order to apply them appropriately in their business.

·       Create a capability focus within the firm- identify and improve capabilities both to implement strategy and to leverage new products.

Overcoming challenges.

·       Participation in business planning.

·       Understanding business issues.

·       Participation in business task forces.

·       Fostering system thinking.

·       Ensuring program management of workforce planning, skills assessments, succession planning, retraining, and diversity.

·       Providing support to group-wide or sector initiatives.

·       Championing the company's way and management practices.

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"The multiple-role model for HRM (Dave Ulrich’s Model)"

After so many years is this still valid???

‌HR roles in building a competitive organization (Ulrich,D. 1997)

1.      Strategic partner: The management of strategic HR, aligning HR & business strategy.

2.    Change agent: The management of transformation and change, creating a renewed organization.

        HR professionals as change agents

·       Catalysts/sponsor (dedicated employee body)

·       Facilitator

·       Designer (re-design HR system)

·       Demonstrator (demonstrate change within own functions)

3.      Administrative expert: Management of firm infrastructure, reengineering organization process.

4.     Employee champion: Management of employee contribution, increasing employee commitment and capability.

Get more clarity by watching this!

Sample activities related to HR Roles at Hewlett-Packard

Multiple Role Model of HR

Hewlett-Packard HR activities and (ii) Dave Ulrich (1997) "Multiple Role Model of HR"]

In addition to the above roles, HR management needs to undergo broad transformation under the following 4 areas.

Enabler: As the enabler, SHR practitioners must empower line managers to implement HR programs successfully. This will therefore lend support to various HR activities such as interviews, selection, induction, evaluation, reward, training, promotion, counseling, and dismissal.

Monitor: As the monitor, SHR practitioners must try to ensure that the policy implemented is fair and consistent.

Innovator: As the innovator, SHR practitioners must strive to be the benchmark. As Peter Drucker said they must be “doing the right thing” and “doing the thing right”. Therefore, the policies implemented must be assessed.

Adapter: As the adaptor, SHR practitioners need to remain open to new technologies, structures, processes, cultures, and procedures. There should be no fear of adapting concepts and ideas, which will improve the strategic effectiveness of the HR management function.

Coach: Coach Leaders about how they can build stronger organizations. Help leaders succeed by observing their behavior and providing feedback on how to make changes in their personal style.

Architect: Turn generic ideas into blueprints for organizational action. Help business leaders to identify choices not evident or known about how the organization might better be structured or governed.

Conclusion

HR professionals play a vital role in ensuring organizations have the skilled and engaged workforce needed to achieve business goals. The HR Business Partner Model recommends that HR practitioners work closely with management to influence and implement business strategy. The strategic role of HR professionals varies depending on their level and function within the organization, with HR directors, HOHR functions, and HR business partners all playing important roles. Becoming a strategic partner requires an understanding of the business and its goals, as well as the ability to provide added value and innovative solutions. Overcoming challenges requires participation in business planning, fostering system thinking, and providing support for initiatives such as workforce planning and diversity. By fulfilling these roles and responsibilities, HR professionals can make a significant contribution to the success of their organizations.
 The multiple-role model for HRM proposed by Dave Ulrich provides a comprehensive framework for managing human resources in organizations. The model identifies four key roles that HR professionals should play, including strategic partner, change agent, administrative expert, and employee champion. Additionally, HR practitioners need to act as enablers, monitors, innovators, adapters, coaches, and architects to empower line managers, ensure fair policies, strive for excellence, remain open to new technologies and ideas, coach leaders, and turn ideas into blueprints for organizational action. By adopting these roles, HR managers can build competitive organizations, create a renewed organization, and increase employee commitment and capability. The Hewlett-Packard HR activities illustrate the practical application of the multiple-role model of HR and its effectiveness in building a successful business. Overall, the multiple-role model of HR is a valuable tool for HR professionals seeking to align HR and business strategy and create a sustainable competitive advantage in today's dynamic business environment.

 References 

·       www.youtube.com. (n.d.). What is the HR Business Partner Model? [online] Available at: https://www.youtube.com/watch?v=eeVyY32qkmQ&t=66s [Accessed 15 Apr. 2023].

·       Armstong,M& Baron,A.(2005). A handbook of strategic human resource management. The key to improved business performance.

·       Mayhew, R. (2019). The Strategic Role of Human Resource Managers. [online] Chron.com. Available at: https://smallbusiness.chron.com/strategic-role-human-resource-managers-11782.html.

·       ‌ Fechter, J. (2023). What is the HR Business Partner Model? - HR University. HR University. [online] 2 Feb. Available at: https://hr.university/career/hr-business-partner/hr-business-partner-model/.

·       evelinadebora (2017). Peran HR Menurut Dave Ulrich. [online] Evelina Damanik_blog. Available at: https://evelinadamanik.wordpress.com/2017/12/10/peran-hrd-menurut-dave-ulrich/ [Accessed 15 Apr. 2023].

·       David Ulrich’s HR Model. (2019). YouTube. Available at: https://www.youtube.com/watch?v=YvuCFL-9F6A.

·       Liew, E. (2011). e-HRM Inc: The Multiple-Role Model of HRM. [online] e-HRM Inc. Available at: https://e-hrminc.blogspot.com/2011/04/multiple-role-model-of-hrm.html [Accessed 15 Apr. 2023].