Photo credit (above): 드림포유 | Flickr
By SARAH TAN
I have to be honest – I didn’t possess that great of an understanding about the functions of the human resources (HR) management, nor did I understand why they needed to be strategic partners, prior to this week’s issue.
Being more on the inexperienced side, I had to resort to a “Google search” research.
However, even after my attempt at educating myself, I still can’t say for sure that I understand everything inside and out. Writing this was a small hurdle; what should I type out? Should I just regurgitate a Forbes article?
Eventually, I came to realise that maybe not everyone knows of this topic as broadly as we should, too. Whilst there are many intelligent and informed people who read this pullout, there may also be those (who are also intelligent and informed!) who aren’t completely sure of what we’re dappling into this week as well.
So, as we dive into this, a quick answer to a quick question: what is a strategic partnership, in the first place?
According to BusinessDictionary.com, a strategic partner is a party with which a long-term agreement is reached for sharing of physical and/or intellectual resources in achievement of defined common objective.
HR, as explained by Suet Ling on page 5, is currently moving from a place in which they are not valued as much as they should be to a place in which they are considered key and vital components of a company.
Why we need HR
According to an article by Aon Hewitt, efficient HR service delivery is critical due to various factors such as increasing cost pressures, rising customer expectations, and others.
In order to combat these factors, HR has to come in to save the day by competency and talent management, increasing the productivity of the labour force, along with their many other super powers.
Here are a couple of the fuels to these super powers, as extracted from the article:
- Meeting customers’ needs
Taking a more cost-effective way by aligning the business’ needs and HR’s overall operation philosophy along with the definition of which customers should be served excellently.
- Carrying out efficient processes
Inefficient processes are one of the top mistakes that HR professionals make. Sometimes a lean system is needed to streamline processes by identifying causes and dealing with them.
Strategic HR leaders need to understand the company’s vision and mission, and think through the type of skills, knowledge and personality required in the people helping to drive the company forward.
As with other leaders, the HR leader needs to also be able to communicate well, making strategic HR understandable to the HR team, and implementable.
Read on for more interesting and thoughtful articles!
Sarah can be contacted through email@example.com