Five years ago you joined a global mid-size unionized manufacturing firm as an H
ID: 349506 • Letter: F
Question
Five years ago you joined a global mid-size unionized manufacturing firm as an HR manager. The role was one of managing a traditional HR department; in other words, the HR department was seen as primarily a staffing and administrative function.
At the time you were hired, your Board of Directors asked you to inform them as to what strategic human resource management is all about and how you saw your HR department (and its functions and subsequent activities) transforming to such a new role as a strategic partner. Your company decided to transform the HR role from a traditionalist function to that of a strategic partner in the organization.
It has been five years since you began that transformation and the HR department is now seen as a strategic business partner to the organization. The Board of Directors, at an upcoming meeting, has asked you to describe how you have adapted to this role of strategic HR manager and what are the business implications? You have 5 minutes to present your information so you decide to focus on your top priorities and their success. Include in your response to the discussion:
What two HR functions did you address and why? For example, HR function might include reduced voluntary turnover of key talent, such as expatriates, by the development of training for expatriates and their families, etc.
How did you measure the success of your work? What documentation would you provide to them to demonstrate your success (Hint: what specific metrics would you use to demonstrate your success)? in the case of an expat, consider the cost of training and the cost to replace an expat.
Explanation / Answer
As a strategic business partner to the organization these two HR functions would be on our top priority-
1-Making expats familiar with the social and cultural rules and regulations of that place- Sometimes expatriate fails to adapt to the new culture or social environment which often leads to the degradation is his performance. Cross cultural differnces can negatively affect both the employee and his family. It also leads to dissatisfaction and poor performance. Which can also affect client relationships and buisness operations.
2-Implementing and Suggesting the Changes- It is the most important function which will continue to be practiced in the organization in the future. HR companies are adopting a less form and more flexible approach , these heavily rely on feedbacks from the employees and continues to change themselves into a more employee friendly which eventually leads to Job satisfaction in the company. With these valuable feedbacks and Market trends Companies can reduce the complexities and drawbacks in the company.
The reason behind addressing these two points are-
-Saves a major amount of time
-Making expats efficient and effective so that they can easily deal with the clients and do their tasks
-Improves the realtionship with the client;in turn will give more buisness to the organization
-Provides Job Satisfaction to the employee;which will increase the productivity.
-Reducing the cultural and social barriers for expats
Measures of the success of our work
HR person's has evolved to be more of a business partner role From getting involved in the hiring plans, projection of number of hires versus the growth plan of the company, facilitate the skill gap analysis of the employees and provide suitable training resources.
With a good HR department, the company can achieve more. Employee engagement through talent management, a proper methodology for their grievances handling, fair performance management can go a long way in retaining talent in crucial industries.
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