A. Strategic Relationships : If the purpose of business strategy is to plot the

Question

A. Strategic Relationships: If the purpose of business strategy is to plot the course for organizational success, what is meant by a strategic relationship, especially for the HR professional? Also, explain the significance of at least one current strategic relationship to which you belong or should belong.

B. HR Metrics: The PHR/SPHR study guide reviews HR metrics in each chapter correlating with one of the six functional areas of the PHR/SPHR exam (for example, strategic management, workforce planning and employment). In each chapter, particularly applicable business impact measures and tactical accountability measures are identified and explained. Distinguish between business impact measures and tactical accountability measures. Also, explain why HR business impact measures can be difficult to measure. What can an HR professional do to help offset difficulty in measuring business impact?

Explanation / Answer

Answer A:- According to Bogardus& Reed (2015), “For HR professionals, strategic relationships are those that advance the contribution of the HR function toward achieving organizational goals” (p. 120). I have to two current strategic relationships that I belong to. The first is an internal relationship with the employees and upper management of my company. Working in HR department in the benefits area I have to be able to administer benefits to all level of employees and their families. The second is an external relationship with our TPA of Workers’ Compensation and One current strategic relationship I belong to is an internal relationship with the employees and executives of my company. As head of the Training & Talent Development Department, I must build my credibility through yielding results with the training of our people that align with the strategic goals of our company as set forth by our executives. The more successful I am at my job, the stronger the internal relationship becomes.

Answer B:- Business impact measures display how a certain HR program or activity adds value to the bottom line. Two metrics that are useful in measuring business impact are ROI and cost/benefit analysis. Tactical accountability measures provide pertinent information for evaluating the effectiveness of specific HR programs. These measures identify how well programs for workforce management issues, productivity and other HR activities are working (Bogardus& Reed, 2015). The HR business impact is tough to measure because it’s hard to separate the effect of HR support from other factors. HR professionals can offset difficulty in measuring business impact by creating a measurement plan that outlines key components metrics and how they will be utilized. Such as defining the metrics or how the measurements will take place, who will measure and what will be invested to create the metrics.

Related Questions

Navigate

• Browse (All)
• Browse A
• Subjects

Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.