Sanchez Case

Strategic HR management involves more than just the administration of human resource programs or activities. Strategic human resource management aligns your human resource function to your core business objectives. HR is at the very center of organizational success. If the Human Resource department is a strategic partner to the business, then there will be appropriate utilization of the human resources in a company, in order to direct them towards the goals. That can be an asset and an advantage for all people involved. Effective people management is all about application of strategic management to people management. It gets HR closer to the business; makes HR more cost effective because it focuses spend on direct resources that add value to the business, it identifies areas where costs can be saved and simultaneously, where best to invest in direct resources. Often, it started out as a cost-saving initiative responding to a business directive, but as the model was developed, the other positives were realized. It's important to keep these three things in mind if and when a decision is made to go this route. First, make sure the business has ownership in the change implementation. Second, communicate, communicate, and communicate. Third, get ALL of the HR staff on board and comfortable with the change and the model. BP's can become too self- important, prima donnas and project themselves as the only necessary part of the model. One model can be just this business partnering only, with all delivery and functional activity outsourced, but in my experience, an integrated approach with an appropriate level of outsourcing is the optimum solution.

An active HR professional can understand today's workers. Workers whose needs and expectations range from the early generations to the boomers of today. The HR professional can find ways to balance work and family issues, making both the company and its employees successful. Today's technology has created endless possibilities for how and where work can be done, creating new issues for HR to resolve. Those include setting compensation for work produced at home and transmitted over the Internet and instilling organizational loyalty and culture when employees are in virtual workplaces and highly sought after by competitors. Many of these issues I see currently at my place of employment. Within my agency people can work from home and figuring out time actually worked tends to be heartache. Employees would be able to manage their own files and correct any mistaken information quickly and use the HR system and have less time waiting for chance to see and HR representative. HR would then focus more on training and educating their employees on new techniques or training them to use technology, machines or programs to be used for their jobs. Additional ways that strategic partnership in human resource is beneficial to employees is that it might help improve employee relations; it