Term Paper

There several benefits the employees can derive from this arrangement. For instants, the business can decide to expand, which creates more opportunities for work and even a promotion if need to. Another example is that if the business keeps up with the latest technology, the employee will work less since technology makes life easier. As machinery innovates as the year passes. With a HR, the employees will have several more benefits and will be protective in case of an accident where to occur at work.

It very important for HR to have a strategic partner business in order to built a maturing process. Through time the business will growth if done properly. According to the presentation, very few companies make it in the real world. In my opinion, it's all due to the organization they have internal and external with there stockholders. The Human Resource plays a major role in organizing and designing well structure organization that will favor the business. With a HR as a strategic partner it will let you know the needs of the company and will analysis the week point in order to improve the company.

As a strategic business partner, human resources management can justify adequate funding for human resources activities. Funding for training, employee development, competitive salaries and benefits packages strengthens the company's position and competitiveness in attracting and retaining valuable talent and expertise. Without employees' talent and expertise, the business risks losing production capabilities - the inability to achieve maximum production levels directly affects revenue, profitability and company standing in relationship to its competitors.

Profitability is one of the primary reasons why human resources management should be a strategic business partner. As a strategic business partner, human resources management gains support for enhancing employee skills and training employees to meet business demands. These are two of the most effective ways to improve productivity and employee engagement, which in turn prepare the workforce for challenges associated with production and business demands.

Human resources departments have traditionally been viewed by employees and leadership as merely operational areas with limited input in employment functions beyond hiring and firing. Since the 1980s version of personnel administration, human resources management has transformed into a department with greater influence on employee satisfaction, engagement and retention. As a strategic business partner, human resources management can continue to carve out its rightful position as an integral component of the business. Inclusion of HR management in strategic business planning improves employees' and leadership's perception of human resources.

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