Business Partner Model Coursework Example | Topics and Well Written Essays - 1500 words

Business Partner Model - Coursework ExampleA distinction cigaret be made between hard and soft approaches to HRM, in which the organization whitethorn adopt hard approach, whereby employees can be perceived as a resource to be managed just like other concomitantors of production. Conversely, organizations may place an emphasis on a soft approach to HRM in which employees comes out as a valuable asset, whose contribution plays a critical role in the attainment of organization success. The paper explores the talent of calling provide model in addressing the changes and improvements necessitated by investing in human capital. HR line of reasoning partnering represents the process in which HR professionals closely work with business concern leaders or line managers with the purpose of attaining shared organizational objectives, primarily with the motive of designing and implementing HR systems and processes that propel strategic business aims (Caldwell 2010, p.49). In the HR busi ness partner model, the human resource departments play a critical role in strategic planning, especially in attainment of present and future objectives (Ian 2006, p.33). The model does not only come down on HR duties such as payroll, benefits, and employee relations, but also add value to the company by directing recruiting, advancement, training, and placement of new and current employees (Lambert 2009, p.7). Business partnering seeks to encourage line managers at diverse levels to steer responsibility in managing HR team. Business partner model seeks to enhance the effectiveness of HR and calumniate its costs. The ultimate aim of business partnering centers of aligning people strategy more closely with what the business requires. The fitting in training and development can be undertaken with full knowledge of the inner workings of the business (Dowling, Festing, and Engle 2008, p.4). Hence, the strategic orientation that business partner model heralds allows organizations to attain the most productive outcome. Some of the aboriginal issues encountered in the implementation of business partnering entail absence of clarity regarding the HRs role, and the lack of a consistent business strategy within which HR can work. HR may be marginalized from in truth decision making, and the influence of business partnering may differ. Some of the inherent conflicts within the model derive from the fact that the performance of one role may conflict with competing demands yielding to potential role-overload (Ian 2006, p.34). Other possible conflicts emanates from uncomplete performance criteria in undertaking a single role, such as being strategic magical spell at the same time responding to line managers tactical issues (Lambert 2009, p.8). The implementation of business partner model can herald enhancements on the organizations bottom line and productivity. The implementation of business partnering can lead to sustained revenue growth, profit growth and cost redu ction, and improved customer royal house and retention. This hinges on the capability to work smarter (business partnering