Human Resource Function In Enhancing Business Efficiency (Term Paper Sample)

CASE STUDY: THE SNOW MOUNTAIN HOTEL
Name
Institution

Table of Contents
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INTRODUCTION  PAGEREF _Toc476023695 \h
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ISSUES TO CONSIDER  PAGEREF _Toc476023696 \h
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Business Partner Model  PAGEREF _Toc476023697 \h
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The use of centralised shared service centres  PAGEREF _Toc476023698 \h
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Devolution of HR Responsibilities to the Line Managers  PAGEREF _Toc476023699 \h
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CONCLUSION  PAGEREF _Toc476023700 \h
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References  PAGEREF _Toc476023701 \h
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INTRODUCTION
The role of the HR manager is slowly devolving to encompass other responsibilities that do not reflect the perceived traditional HR duties. The constant change in technology, globalization are some of the factors that have contributed to the ever-changing HRM functions. According to Feller, Finnegan, and Nilsson, organizations have adopted models that they use to manage the HR department to incorporate the changing requirements of an organization. For the report on the SNOW Mountain hotels, the focus will be on the business partner model and if its implementation at the SNOW Mountain would be an appropriate decision. Analyzing the business partner model, use of shared service centers and the devolution of HR responsibilities to the line managers is the model, which brings an excellent addition to the organization.
ISSUES TO CONSIDER
Business Partner Model
The business partner model is a system used by Ulrich to define his theory. It advocated for the HR to have more responsibilities and act as a strategic positioner, change agent, a capacity builder, an innovator in the HR department and an individual who uses new technological tools to build relationships while increasing efficiency (Gerpott, 2015). His theories centered on the changing business environment and the fact that the HRM roles should continuously change to adapt to the new business setting. Consequently, an organization adopting the business process model has to adjust its HRM functions to fit its structure. In the business partner model, the HR manager takes on strategic approach. The business partner model is also known as the three-legged model proposes that administrative and vital functions be delivered in using three types of services. The HR business partner advocates for excellence and shared service centers (Harrop, 2017). The services are the defining factors of the model since the offer the HR manager a chance to be a business partner by having free time through the shared service charter.
Strategic HRM is the attempt to integrate the company objectives with the management of the people (Mitchell, Obeidat, & Bray, 2013). The human resource managers become business oriented instead of just focusing on their assigned duties. The aim of the business partner model is to cut the costs of HR administration. Using the model organizations can adapt their HR departments to modern business practices by making the HR managers as corporate partners. According to Kenton and Yarnall, the ...