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Author: Linda Holbeche
Publisher: Routledge
ISBN: 1136444270
Category : Business & Economics
Languages : en
Pages : 514
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Book Description
What difference can the aspiring HR strategist really make to business value? In the new edition of her ground-breaking book, Linda Holbeche answers this question and provides the tools and insights to help HR managers and directors add value to the organization by implementing effective HR initiatives that are aligned to core business strategies. Featuring updated profiles and case studies from top HR strategists who have used their skills to deliver a variety of key business objectives, Aligning Human Resources and Business Strategy, 2nd edition provides inspiration and guidance on how to apply the theory to challenges in your organization. Learn how you can strengthen and prove the relationship between people strategy and business success through your approach to performance and development and impress at the highest levels with this new edition of an HR classic. Linda Holbeche is Director of Research and Policy at the Chartered Institute of Personnel and Development (CIPD). Linda chairs and speaks at meetings and conferences worldwide and appeared at number six in Human Resources magazine's HR most influential 2008 roll call of top industry thinkers.
Author: Linda Holbeche
Publisher: Routledge
ISBN: 1136444270
Category : Business & Economics
Languages : en
Pages : 514
Get Book Here
Book Description
What difference can the aspiring HR strategist really make to business value? In the new edition of her ground-breaking book, Linda Holbeche answers this question and provides the tools and insights to help HR managers and directors add value to the organization by implementing effective HR initiatives that are aligned to core business strategies. Featuring updated profiles and case studies from top HR strategists who have used their skills to deliver a variety of key business objectives, Aligning Human Resources and Business Strategy, 2nd edition provides inspiration and guidance on how to apply the theory to challenges in your organization. Learn how you can strengthen and prove the relationship between people strategy and business success through your approach to performance and development and impress at the highest levels with this new edition of an HR classic. Linda Holbeche is Director of Research and Policy at the Chartered Institute of Personnel and Development (CIPD). Linda chairs and speaks at meetings and conferences worldwide and appeared at number six in Human Resources magazine's HR most influential 2008 roll call of top industry thinkers.
Author: Natalie Turner
Publisher:
ISBN:
Category : Business planning
Languages : en
Pages : 49
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Book Description
Author: Linda Holbeche
Publisher: Routledge
ISBN: 0750680172
Category : Business & Economics
Languages : en
Pages : 514
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Book Description
"New edition of best-selling classic by top HR thinker--an essential addition to your HR bookshelf"--Resource description page.
Author: Edward E. Lawler
Publisher: Stanford University Press
ISBN: 0804767955
Category : Business & Economics
Languages : en
Pages : 141
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Book Description
This is the Center for Effective Organizations’s (CEO) fourth national study of the human resources (HR) function in large corporations. It is the only long-term national study of this important function. Like the previous studies, it focuses on measuring whether the HR function is changing and on gauging its effectiveness. The study focuses particularly on whether the HR function is changing to become an effective strategic partner. It also analyzes how organizations can more effectively manage their human capital. The present study compares data from earlier studies to data collected in 2004. The results show some important changes and indicate what HR needs to do to be effective. Practices are identified that enable HR functions to be high value-added strategic partners.
Author: Dana Gaines Robinson
Publisher: Berrett-Koehler Publishers
ISBN: 157675801X
Category : Business & Economics
Languages : en
Pages : 300
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Book Description
Research clearly indicates that there is a strong need for the Human Resources (HR) function, and the people in it, to adopt a more strategic and business-linked approach. In one study business executives ranked the HR function as third, after sales and customer service, as a function that makes a very significant contribution to a company's bottom line. Unfortunately research also indicates that few HR functions have become strategic. Most still operate in a primarily administrative and tactical manner—the very work that is increasingly being outsourced. Clearly there is a gap between what business leaders and employees need from their HR departments and what HR is providing. HR functions must become more integrated into the business, with some people on the HR team assuming the role of Strategic Business Partner (SBP). Here, Dana and Jim Robinson offer guidance for HR, Organization Development and Learning professionals who aspire to transform themselves into effective Strategic Business Partners. They explain how SBPs build partnerships, based upon credibility and trust, with key organization leaders. These partnerships provide SBPs with opportunities to identify and support projects directly aligned with business goals. The success of these projects deepens the SBPs' credibility, enabling them to be viewed as strategic partners. At this higher level of accountability, SBPs work with business leaders to form long-range business strategies and plans, creating and implementing people initiatives that link into and support the business strategies and plans. This practical guide offers case studies, exercises, tips, and tools you can use to become a Strategic Business Partner in your organization.
Author: Damian Giannakis
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
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Book Description
This thesis reviews the strategic alignment between Relationship Marketing (RM) and Human Resources Management (HRM) in practice, and notes that a product of this collaborative/competitive association is consensus on the critical importance of people (e.g. the relational sales-reps) in the implementation of successful relationship marketing strategies. In fact, the investigator in the present thesis explores - using extant literature and his qualitative research findings from five case studies - retail banks and twenty in-depth personal interviews of high-rank banking executives - the requirement of better strategic alignment of RM and HRM as the means of successfully implementing relational service-oriented business strategies in a B2C business context. That is - given the recasting of successful marketing in terms of services and relationships excellence, and the key role therefore played by service providers (e.g. the relational sales reps) it is necessary to bring ideas and concepts from RM and HRM together - without successfully -aligning‖ HR and Marketing strategy and implementation, services and relational quality will be impaired and therefore potential for competitive advantage lost.Therefore, the investigator explores the reasons how and why relational sales-reps play a critical role in effective RM implementation. In view of his conclusions, the investigator makes a contribution to relational oriented marketing theory by providing a strategic alignment idealized design which capitalizes on the Strategic Alignment Model as provided by Henderson and Venkatraman, (1993). Along the lines of the strategic alignment idealized design, RM and HRM and Line Sales management connect corporate effort and develop a substantiated corporate advantage into two different chronological phases. Thus, the first phase of the strategic alignment idealized design calls for integration of RM and HRM activities. In view of the investigators' research conclusions the effective implementation of RM strategies call for a first phase of RM and HRM integration which is based on an indisputable corporate relational marketing orientation within a clearly identifiable relational marketing infrastructure. This first phase develops along to a rational HRM orientation possessing a generic external focus. The second strategic alignment phase calls for systematic interaction in between the centrally located HRM services, the RM specialists, the Human Capital Chief Enabling Officer / Business Partner and the relational sales-reps in a B2C retail context. The research thesis also focuses on concluding an ideal set of relational sales-reps' roles, skills and competences as crucial in developing competitive relationship quality standards at the B2C points of sale. Finally and completing the set of the original research aims and objectives the investigator explores the process how and why through which HRM creates organizational value and boosts RM performance. In this respect, this thesis explores the interdepartmental role, skills and competences of the HR Business partner. The HR dot line manager with extended practical business intelligence and later the Human Capital Chief Enabling Officer role represents a significant connecting link placed in-between RM, HRM and Line Sales. The thesis concludes with an analysis of the parameters regarding the interface between RM and HRM and the potential for organizational competitive advantage accruing from better management of these key business areas.
Author: David Ulrich
Publisher: Harvard Business Press
ISBN: 142214805X
Category : Business & Economics
Languages : en
Pages : 336
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Book Description
The international best seller Human Resource Champions helped set the HR agenda for the 1990s and enabled HR professionals to become strategic partners in their organizations. But earning a seat at the executive table was only the beginning. Today's HR leaders must also bring substantial value to that table. Drawing on their 16-year study of over 29,000 HR professionals and line managers, leading HR experts Dave Ulrich and Wayne Brockbank propose The HR Value Proposition. The authors argue that HR value creation requires a deep understanding of external business realities and how key stakeholders both inside and outside the company define value. Ulrich and Brockbank provide practical tools and worksheets for leveraging this knowledge to create HR practices, build organizational capabilities, design HR strategy, and marshal resources that create value for customers, investors, executives, and employees. Written by the field's premier trailblazers, this book charts the path HR professionals must take to help lead their organizations into the future. Ulrich is a professor at the University of Michigan School of Business and the author of 12 books and more than 100 articles on the subject of human resources. Brockbank is a clinical professor of business at the University of Michigan School of Business, the author of award-winning papers on HR strategy, and an adviser to top global organizations.
Author: Ashok Chanda
Publisher: SAGE Publications Pvt. Limited
ISBN: 9788132100751
Category : Business & Economics
Languages : en
Pages : 0
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Book Description
Human Resources Management (HRM) has a very important facilitative and strategic role in organizational success. Several financial and non-financial performance measures of an organization are positively related to its levels of HRM Strategic Integration (HRMSI). HRM Strategic Integration and Organizational Performance develops a better understanding of strategic HRM and its impact on organizational performance.
Author: Edward Lawler
Publisher: Stanford University Press
ISBN: 0804760918
Category : Business & Economics
Languages : en
Pages : 183
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Book Description
This book analyzes how HR organizations operate and what makes them effective, outlining how they need to change.
Author: Ap Eigenhuis
Publisher: Kogan Page Publishers
ISBN: 0749455551
Category : Business & Economics
Languages : en
Pages : 224
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Book Description
HR Strategy for the High Performing Business encourages companies to analyse the weak points in their business and focus HR on transforming these problem areas. A unique checklist to identify areas of corporate weakness demonstrates how to interpret the results and deliver HR strategies that will revolutionize performance. Depending on results defined by the checklist, it provides a tailored programme of robust and proven management strategies for improving business performance through targeted HR. Supported by a wealth of case studies showing how the approach has already been used to transform a number of leading businesses, this insightful book shows how to take a step back, assess business weaknesses and act with pinpoint accuracy to improve performance.
