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Arlington small business employee handbookToday’s HR professionals are often labeled business partners. Too often, however, the term business partners is narrowly defined as an HR professional working with general managers to implement strategy, that is, working as a strategic partner. Even in the original conception of the multiple-role framework, the role governing management of long-term processes was construed as that of a business, not strategic, partner, as if the terms were indistinguishable. Based on discussions with HR executives such as Pete Peterson of Hewlett-Packard, the original “business partner” concept has changed. Today, a more dynamic, encompassing Arlington small business employee handbook replaces the simple concept of business partner. Business partners exist in all four roles defined in the multiple-role Arlington small business employee handbook model, not just in the strategic role. Strategic partners are business partners because they align HR systems with business strategy and set HR priorities for a business entity. Administrative experts (bottom left cell) are business partners because they save their businesses money through more efficient design and delivery of HR systems. Employee champions are business partners because they ensure that employee contributions to the business remain high, in terms of both employee Arlington small business employee handbook. Change agents (top right cell) are business partners because they help businesses through transformations and to adapt to changing business conditions. Being a business partner requires competence in diagnosing organizations, reengineering processes, listening and responding to employees, and managing cultural transformation. The HR business partner adds value to a firm through strategy execution, administrative efficiency, employee commitment, and cultural change. HR professionals who work primarily in any one role should have no lack of respect for those working in the others. In a play, the entire ensemble contributes to success. If one actor or actress becomes arrogant and disrespectful of the others, the entire Arlington small business employee handbook suffers. So, too, in human resources. Each of the four roles is essential to the overall partnership role. Too often, businesses today esteem the HR strategic partner and/or change agent roles while discounting the administrative expert and employee champion roles as traditional and dated. This thinking drives wedges among HR professionals and weakens the overall effectiveness of the HR function.
IMPLICATIONS OF MULTIPLE ROLES FOR HR PROFESSIONALS As discussed above, HR professionals may add value to a business in four ways: they can help execute strategy, build infrastructure, ensure Arlington small business employee handbook contribution, and manage transformation and change.
…Continued in Arlington small business group health insurance |
