HR Basics: Human Resource Partner
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4 سال پیش
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A strategic human resource partner
A strategic human resource partner links human resource strategy with organizational mission and the work of people in the organization. Strategic human resource partner is a role, not a title. A strategic human resource partner may serve in a vast variety of human resource capacities. A Strategic Human Resource Partner is an expert in the field, with the knowledge of principles, practices, and functions of effective human resource management.
With a commitment to developing core human resource competencies, a partner delivers consistent knowledge and results to the organization. For decades, HR professionals have been tagged as administrators. In their new role as experts, however, they will need to shed their traditional image while still making sure that all the required routine work in companies is done well. In order to move from their old role as administrators into their new role of expert, human resources will have to improve the efficiency of both their own function and the organization.
Human resource expertise encompasses core HR knowledge in the eight functional areas of human resource management. A champion engages with and represents employee needs while advocating the strategic direction of the organization. HR partners must be an advocate for employees, they must represent the employees to management and be their voice in management discussions.
Employees should have confidence that when decisions are made that affect them, HR’s involvement in the decision-making process clearly represents employees’ views and supports their rights. Such advocacy cannot be invisible. Employees must know that HR is their voice before they will communicate their opinions to HR managers. In their role, HR professionals must be held accountable for ensuring that employees are engaged, that they feel committed to the organization and contribute fully.
With a commitment to developing core human resource competencies, a partner delivers consistent knowledge and results to the organization. For decades, HR professionals have been tagged as administrators. In their new role as experts, however, they will need to shed their traditional image while still making sure that all the required routine work in companies is done well. In order to move from their old role as administrators into their new role of expert, human resources will have to improve the efficiency of both their own function and the organization.
Human resource expertise encompasses core HR knowledge in the eight functional areas of human resource management. A champion engages with and represents employee needs while advocating the strategic direction of the organization. HR partners must be an advocate for employees, they must represent the employees to management and be their voice in management discussions.
Employees should have confidence that when decisions are made that affect them, HR’s involvement in the decision-making process clearly represents employees’ views and supports their rights. Such advocacy cannot be invisible. Employees must know that HR is their voice before they will communicate their opinions to HR managers. In their role, HR professionals must be held accountable for ensuring that employees are engaged, that they feel committed to the organization and contribute fully.
4 سال پیش
در تاریخ 1399/01/27 منتشر شده
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