Health Exchange Texas

Health Exchange Texas

 The largest range of scores is found for employee contribution, with some firms shown to be heavily invested in enhancing employee commitment while others appear to have relegated employee concerns to the back burner. In general, the management transformation and change role receives the lowest scores.

Reviewing the Evolution of the HR Function

The HR role-assessment survey in the appendix provides not only a view of current overall quality of Health Exchange Texas services but also an assessment if the evolution of a business’s HR services. This can be done either by changing the questions to request perceptions of “past versus present or future” quality for each role or by repeating the survey over time.

Had a business collected this data several times over the past twenty years, for example, the evolution of its Health Exchange Texas roles would have been evident, showing, most likely, movement from a focus on operational roles to a focus on strategic roles. Focus on employee contribution has also decreased at most businesses over the past two decades. In recent years, most firms have undertaken productivity initiatives, such as reengineering, downsizing, and consolidation, which demand that Health Exchange Texas professionals focus on infrastructure and their roles as administrative experts. Over the same period, an emphasis on strategic intent initiatives, such as globalization, customer service, and multi-generational product design, have encouraged HR focus on strategy execution and fulfillment of the strategic partner role. Finally, culture change initiatives, such as process improvements, culture change and empowerment, have meant that the HR professional must increasingly manage such culture change in the capacity of change agent. This shift in emphasis has meant that Health Exchange Texas professionals have done less and less in their role as employee champion to manage employee contribution.

By using the Health Exchange Texas role-assessment survey, businesses can identify areas in which the HR function is growing stronger or weaker in each role.