The HR Professional as Thinking Performer and Business Partner Essay ex

The HR Professional as Thinking Performer and vexation PartnerA lot has been written about the need for HR professional to be athinking performer and a business fellow. How can I demonstratethese two attributes within my own organisation?Let us begin by defining exactly what it is to be a thinkingperformer and business partner.Business PartnerThe very idea of being a strategic business partner was the subjectof a CIPD (2004)1 survey which showed that 56% of those questionedaspired towards being considered a strategic partner. The fit ofbusiness partners into the organisation is as a combination ofstrategic HR and proactive HR. The like CIPD survey suggested thatstrategic partners be defined thusa) Their current role profile for the HR function is perceived to be more strategic-proactive as hostile to operational-reactiveb) They believe they have more involvement and influence in the business scheme processc) They are generally more positive about chief executive officer and management perceptions of the HR functiond) They spend greater time on strategy and less time on implementation of HR administratione) They interpose more emphasis on the HR competencies of strategic thinking, business knowledge and leadership abilitiesf) They perceive themselves as working for organisations in which HR performance outcomes are measuredIf we look at the above definitions, it appears that, a strategicbusiness partner is combination of mind-set and the ability to spendmore time on strategy. The HR Business Partner ensures that the bestpeople solutions meet the strategic aims of the business.Ulrich defines the qualities of a HR business partner as follows* Focus on outcomes and non process* Measure results* Help to resolve business problems* Be able to hold their own in discussion with business partners* Ensure that HR strategy is aligned with business strategyThe change of HRs role to business partner is well documented in HRpublications and on HR websites. However, Lengnick Halls research of1988 concluded that there is little empirical evidence to suggestthat strategic HR directly influences organisational performance orcompetitive advantage. more(prenominal) recent research, Wright and Snell (1998)recently reviewed all of the studies attempting to demonstrate the fitb... ... advising of the internal processes that willaffect delivery deadlines or payment terms.I would also recommend the breeding of an intranet to allow HR andbusiness managers to get closer to employees by encouraging feedbackon all aspects of employment. The intranet should be integrated withother systems to allow for easy work but any comments posted byemployees should be anonymous to allow for honesty from employees.Indeed, Deloitte & Touches CEO and Managing Partner John Connolly,believes that by surveying their employees on a regular basis, theyhave been changed to understand what it is that drives their staffcommitment to the firm. Engaging their staff is considered to be a keypart of their HR strategy and to do this, they need to have a solidunderstanding of the issues that concern them.These are but some of the ways in which I would demonstrate my valuein terms of being a business partner and thinking performer. It is mybelief that all employees of our organisation should demonstrate bothof these qualities in all aspects of their work to enable us to betterdeal with the unpredictable nature of our business, the market and oureconomy.