The Hr Business Partner Model and Its Implications for Snow Mountain

In: Business and Management

Submitted By karasteel
Words 2351
Pages 10
The Snow Mountain Hotel Kara Steel

The Snow Mountain Hotel, part of the much larger parent organisation, Snow Hotel Group has had considerable success in recent times, both financially and by positive reviews by users leading to it being voted the “best ski resort” by a renowned outdoor publication read by its core and potential users.
In order to maintain this elevated position the Human Resource Department aims to help by streamlining functions of the department and move to a centralised Business Partner model. It is hoped this will bring added benefits to the Snow Mountain Hotel in a number of ways by standardising operations and creating a base for excellence.
This report aims to analyse the proposed Business Partner model in the context of the Snow Mountain Hotel and explore the disadvantages and advantages of the aforementioned model and evaluate the potential setbacks. It also aims to set out clearly the implementations of the model in practical terms going forward.
The Business Partner model first put forward by Ulrich (Ulrich 1997), is sometimes referred to as the “three-legged stool” model. This maintains that all three components of the HR Business Partner model must work cohesively and in tandem for the model to be effective and workable. Within the model there is an HR Business partner who takes on five roles (Ulrich & Brockbank 2005). These are specified as being a “strategic partner,” a “change agent,” an “administrative expert,” an “employee champion” and an “HRM leader.” Leading from the HR Business partner are “Shared Service Centres” and “Centres of Excellence,” hence the reference to a “three-legged stool.”
The HR Business partner aims to be strategic in following closely the business organisational goals and core strategies. From historically being on the periphery of…...

Similar Documents

Guest Model of Hr

...P1.1 – Explain Guests model of HRM Guest (1987) shows a model of HRM that is commitment based, which is distinct from compliance-based personnel management. According to Guest, HRM is: * linked to the strategic management of an organization * seeks commitment to organizational goals * focuses on the individual needs rather than the collective workforce * enables organizations to devolve power and become more flexible * Emphasizes people as an asset to be positively utilized by the organization. Guest (1987) sees HRM as a distinct approach to managing the workforce and argues that, although personnel management will also select and train staff, it is the distinct approach in the selection and training that matters. HRM’s approach should be linked to high performance and commitment rather than compliance. Guest (1997) recognizes that, although empirical evidence is only just beginning to show the link between HRM and performance, evidence is already suggesting that HRM works. The view from industry is also suggesting that HRM is taking on a strategic role in industry. The CIPD (2003) HR survey identified HR issues as now being regularly discussed at executive boards and HR managers seeing their role as that of a strategic business partner, with the HR function now focused on achieving key business goals and developing employee capabilities. P1.2 - Compare the differences between storey’s definitions of HRM, Personnel and IR practices. Storey......

Words: 4241 - Pages: 17

Business and Hr

...1.0 – INTRODUCTION & TERMS OF REFERENCE For this assignment, I’ll be an assistant in a firm of business consultants. I have been asked to assist in a project, by researching and producing a formal report on a medium/large organisation. The organisation I’ll be exploring is Sainsbury’s. I have chosen Sainsbury’s because it produces its own brand of products such as foods and drinks. Sainsbury’s aims to meet its customers' needs effectively by providing the best quality products to meet their everyday shopping needs and thereby provide shareholders with good, sustainable financial returns. For the report, I’ll be describing the type of business ownership Sainsbury's is involved in, its objectives, its organisation functions, its management style and culture, how communication takes place and the production process of Sainsbury's. 2.0 – PROCEDURE For this report I’m going to use two types of research which are primary and secondary research: Primary research: This means asking someone for their views or opinions. I’ll be using questionnaires and conducting interviews, face to face, by telephone or by post. Secondary research: Secondary research relates to information that already exists, rather than creating your own. I’ll be using information from the internet; the websites that I’ll be using are www.sainbsury’s.co.uk, www.j-sainsbury’s.co.uk, www.google.com, etc 3.0 - FINDINGS Under this section you are going to find all the findings of my......

Words: 26003 - Pages: 105

Hr, Model, Human Resources

...Maps and models of HRM Based on Human Resource Management, 4th edition, by Alan Price Maps and models of HRM This section begins with a discussion of various approaches to HRM, including Keenoy's hologram comparison and Sisson's 4 main features of HRM models. A key concept is that of Hard and Soft HRM: 'Storey (1989) has distinguished between hard and soft forms of HRM, typified by the Michigan and Harvard models respectively. 'Hard' HRM focuses on the resource side of human resources. It emphasizes costs in the form of 'headcounts' and places control firmly in the hands of management. Their role is to manage numbers effectively, keeping the workforce closely matched with requirements in terms of both bodies and behaviour. 'Soft' HRM, on the other hand, stresses the 'human' aspects of HRM. Its concerns are with communication and motivation. People are led rather than managed. They are involved in determining and realizing strategic objectives.' Human Resource Management, 4th edition goes on to consider the views of Guest and Legge and then discusses the classification of HRM models. Three American perspectives on HRM are provided from the work of Fitz-Enz, Ulrich and Pfeffer. Points to consider * A fundamental element of most rhetorical accounts of HRM is that one of the distinctive features of human resource management (as opposed to personnel management) is that it is 'holistic'. In other words it is concerned with the 'big picture' and the way that......

Words: 510 - Pages: 3

Hr Professionals as Strategic Partner in Marriott’s Talent Management

...HR Professionals as Strategic Partner in Marriott’s Talent Management Table of Contents Introduction………………………………………………………………………………………3 Executive summary………………………………………………………………………............3 Organizational Profile……………………………………………………………………..3 Organizational Vision……………………………………………………………………..4 Organizational Mission……………………………………………………………………5 Human Resource Profile…………………………………………………………………..5 Economic context………………………………………………………………………….6 Political and regulatory context…………………………………………………………...8 Competitor analysis……………………………………………………………………….8 Operations Infrastructure………………………………………………………………….9 Organizational Perspective...……………………………………………………………………9 Key Performance Indicators and Analysis..………………………………………………9 Core Values……………………………....………………………………………………10 Measurement..…………………………....………………………………………………10 Cultural Perspective..…………………………………………………………………………..12 Cultural Categories and Analysis...……………………………………………………...12 People First……………………………....………………………………………………12 Pursue Excellence..……………………....………………………………………………12 HR as strategic partner………………………………………………………………………...11 Talent management is all about putting people in the right jobs………………………...13 The talent pipeline is only as strong as its weakest link…………………………………15 References……………………………………………………………………………………….16 Introduction Marriott is a leading lodging company based in Bethesda, Maryland, USA, with more than 3,900 properties in 72 countries and territories and reported......

Words: 3672 - Pages: 15

What Makes Hr a Strategic Partner

...Center for Effective Organizations WHAT MAKES HR A STRATEGIC PARTNER? CEO PUBLICATION G 09-01 (555) EDWARD E. LAWLER III Center for Effective Organizations Marshall School of Business University of Southern California JOHN W. BOUDREAU Center for Effective Organizations Marshall School of Business University of Southern California Center for Effective Organizations - Marshall School of Business U n i v e r s i t y o f S o u t h e r n C a l i f o r n i a - L o s A n g e l e s, C A 9 0 0 8 9 – 0 8 7 1 (2 1 3) 7 4 0 - 9 8 1 4 FAX (213) 740-4354 http://ceo-marshall.usc.edu What Makes HR a Strategic Partner? Edward E. Lawler III Center for Effective Organizations University of Southern California 3415 S. Figueroa Street., #200 Los Angeles, CA 90089-0871 Tel: 213-740-9814 Email: elawler@marshall.usc.edu John W. Boudreau Center for Effective Organizations University of Southern California 1 What Makes HR a Strategic Partner? Edward E. Lawler III and John W. Boudreau Executive Summary For several decades, the HR function in corporations has been encouraged to become a strategic partner. Data from a longitudinal study of large corporations suggest that HR is not now a strategic partner and that little or no movement toward it becoming one has occurred. An analysis of what HR can do to become a strategic partner shows some clear actions that HR can take. These include talent development in HR, creating corporate centers of excellence, developing the......

Words: 6021 - Pages: 25

Hr Challenges for E-Business

... |7 | |Guidelines for Hr professionals |9 | |Do it E-commerce way |10 | |Conclusion |11 | |Reference |12 | PAPER TITLE: “HUMAN RESOURCE CHALLENGES IN E-COMMERCE” ABSTRACT: E-commerce and Internet technology is changing the face of HR and the way companies do business. New technologies are being developed every day, with each new innovation promising increased employee efficiency and greater and greater interactivity. The impact of these new technologies on the human resources professional is both profound as well as challenging. The challenge is to define what the new HR role is and determine how it can best be aligned with evolving business strategies. But the challenge is also whether HR professionals are willing to embrace technology as a competitive weapon and integrate its potential power into the development of solutions-based strategies that increase business value. For an organisation to have a successful business strategy, it is argued that the HR function must be a key component. Although the......

Words: 3489 - Pages: 14

Memo to Business Partners

...Memo to Business Partners Bob black MKT/431 July 28, 2012 Jack Hayhoff Memo to Business Partners Overall value proposition The overall value proposition for the iBerry combines business and user friendly technology, so consumers are able to conduct business while on the go with a friendlier interface for easy access. With a longer lasting battery then recent iPhone models the iBerry provides instant and secure access of business related apps, which allowing consumer to staying productive while on the go. Business users can be hard to please when it comes to smartphone, and typically prefer a simple design, complex features, reliable Web access, a solid camera, and easy-to-use keyboard which are feature that are incorporated into the iBerry (QuinStreet, Inc., 2014). Equipped with Blackberry’s iconic QWERTY keyboard on the iBerry, which also includes predictive text allow users to type entire sentences by just hitting a few keystrokes making the iBerry idea for conducting business on the go (Dubey, 2014). The iBerry also comes equipped with a screen size, weight, design, and interface of the iPhone allowing user to comfortably handle the phone with one hand, and view displayed information. Unique Product Characteristics The three main needs that business users of mobile phones cite as being necessary are: structural integrity, battery life, and screen size (Edheads.org, 2014) As Business men and women are constantly on the go and enduring......

Words: 488 - Pages: 2

Mission Statement and Hr Implications

...of Business School of Business and Humanities Institute of Technology, Blanchardstown Dublin 15. Word Limit for Assignment: 2000-3000 words Actual word count: 3170 Higher Certificate In Business Studies Human Resource Management 12/11/2013 Table of Contents Question 1: Mission statement and culture and the HR implications 2 Q2: CSR and HR's role in its implementation 5 Q3: Job analysis and job analysis techniques 7 Q4: Job description 9 Q5: HR in small versus large organisations 11 References: 12 Question 1: Mission statement and culture and the HR implications The organisation I am going to base my answer on, is Castleknock Golf Club where I am currently employed. Both the mission statement and the culture of an organisation are responsible for how the company runs, its success and existence. Mission statement The mission of an organisation is a statement of how it intends to fulfil its purpose. The main mission statement of Castleknock Golf Club is to provide an excellent dining environment while at the same time providing a high standard of customer service which customers would come to expect from such an establishment as Castleknock Golf Club. HR plays a vital role in an organisation, focusing on its mission statement and culture which are essential for its existence. Understanding the organisation's purpose , identifying strengths and weaknesses, its competitors and implementing new strategies helps a business......

Words: 3347 - Pages: 14

Guest Model of Hr

...Guest Model of Hr P1.1 – Explain Guests model of HRM Guest (1987) shows a model of HRM that is commitment based, which is distinct from compliance-based personnel management. According to Guest, HRM is: * linked to the strategic management of an organization * seeks commitment to organizational goals * focuses on the individual needs rather than the collective workforce * enables organizations to devolve power and become more flexible * Emphasizes people as an asset to be positively utilized by the organization. Guest (1987) sees HRM as a distinct approach to managing the workforce and argues that, although personnel management will also select and train staff, it is the distinct approach in the selection and training that matters. HRM’s approach should be linked to high performance and commitment rather than compliance. Guest (1997) recognizes that, although empirical evidence is only just beginning to show the link between HRM and performance, evidence is already suggesting that HRM works. The view from industry is also suggesting that HRM is taking on a strategic role in industry. The CIPD (2003) HR survey identified HR issues as now being regularly discussed at executive boards and HR managers seeing their role as that of a strategic business partner, with the HR function now focused on achieving key business goals and developing employee capabilities. P1.2 - Compare the differences between storey’s definitions of HRM, Personnel and IR......

Words: 311 - Pages: 2

Guest Model of Hr

...Business Strategy Executive Summary: Every organization has specific goals and objectives. To meet them in the coming days an enterprise prepares different strategy. Organization’s profits leading to ultimate growth are backed up by appropriate strategy of the organization. Strategic management process is also considered here to understand strategy planning and its implementation. Strategic planning process must involve identifying the organization’s current mission, vision, objectives and goals; SWOT analysis: Internal analysis and external analysis; Strategy formulation; Strategy implementation and the evaluation of strategy. An organization to make a strategy appropriately must fulfill all of the elements in the process. Table of Contents Executive Summary: 2 Introduction: 4 Task 1 The process of strategy planning: 4 Task 1.1 Strategy contexts and terminologies: 4 Task 1.2 Issues involved in strategic planning: 5 Task 1.3 Discourses of different strategic planning techniques: 6 Task 2 Formulating new strategy: 7 Task 2.1 Organizational auditing of Tesco: 7 Task 2.2 Environmental auditing of Tesco: 8 Task 2.3 Significance of stakeholders’ analysis: 9 Task 3. Approaches to strategy evaluation and selection: 10 Task 3.1 Plausible alternative strategies relating to substantive growth, limited growth or retrenchment: 10 Task 3.1.1 Corporate strategy: 10 Task 3.1.2 Competitive strategy: 10 Task 3.1.3 Functional strategy: 11 Task 3.2......

Words: 3439 - Pages: 14

Hr as Business Partner

...HR as a Business Partner Introduction Human Resources (HR) is a vital component of any business, but is often seen as a cost centre for a company which manages and operates various functions such as recruitment, payroll, compliances and other administrative HR functions. Of course, these are activities, which the HR team undertakes, performs, and perceivably does not present itself as a division that does not count towards the company revenues. However, strategic HR has an immense contributory role that drives business forward through aligning of the goals of HR to business results Linking HR to Business Results Most business have specific goals they aim to achieve. These could range from increasing revenue, to increasing profitability or improving operational efficiency. How can HR contribute towards achieving these goals? The approach would be to define priorities which and targets which result in the outcome. For example, to increase the revenue of the company, you require experienced sales professional in untapped markets. A specific target for the HR team would be to increase the senior workforce count from X to Y in the new market. It would then require the HR to develop talent strategies for the workforce, if the company is taking the merger route, it would need to focus on managing the people, and refocus supporting the high growth market business units In case of increasing profitability, HR would evaluate cost reduction strategies with minimal impact......

Words: 558 - Pages: 3

Importance of Hr in Business

...of HR Running Head: Importance of HRM in International Business Importance of HRM in International Business [Name of Author] [Name of Institution] 1- Outline Importance of human resource management is now globally recognized and business growth is related to better management of human capital of a company. The present research proposal, henceforth, sets ground to investigate the importance of managing, running, and stabilizing human resource in order for the growth of business. It aims to contribute to the existing research of human resource management (HRM) by organizing secondary sources and relating it specially to the expansion of business across borders that has come to be known as multinational companies operating in a number of different countries (INVESTOR, 2008). The paper also examines various facets and implications of across border business activities that aim to take place majorly due to HR issues such as mergers, acquisition, and so on (Chapman, 2001). Another important aspect of HR and business spreading over the international boundaries is cultural aspects of a specific region, country, or state that a business venture must come to recognized as a valid component. It is important to realize that in the flourishing of withering of a business local culture plays a decisive role. Related to this is the issue of workplace culture where, as in today’s global workplace, workers come from different cultures and backgrounds to work together. Hence it is...

Words: 1095 - Pages: 5

Business Model

...You’re holding a handbook for visionaries, game changers, and challengers striving to defy outmoded business models and design tomorrow’s enterprises. It’s a book for the… written by Alexander Osterwalder & Yves Pigneur co-created by designed by Alan Smith, The Movement An amazing crowd of 470 practitioners from 45 countries design by Alan Smith, The Movement www.thmvmnt.com photography by Rannie Turrigan Toronto, Canada Euro values are calculated at ¤ 0.70 to the U.S. dollar. illustrations by Paper, print and finishing: Modderman Drukwerk Amsterdam, The Netherlands www.modderman.nl © 2009 Alexander Osterwalder & Yves Pigneur Text is set in HTF Whitney This book was Self Published ISBN: 978-2-8399-0580-0 and HTF Mercury with plenty of handwriting. additional illustrations by XPLANE: The visual thinking co. Portland, OR USA www.xplane.com JAM Visual Thinking, Amsterdam, Holland www.jam-site.nl www.rannieturrigan.com Business Model Generation A Handbook for Visionaries, Game Changers, and Challengers Written by Alexander Osterwalder and Yves Pigneur Design Alan Smith, The Movement Editor and Contributing Co-Author Tim Clark Production Patrick van der Pijl Co-created by an amazing crowd of 470 practitioners from 45 countries Co-created by: Ellen Di Resta Michael Anton Dila Remko Vochteloo Victor Lombardi Jeremy Hayes Alf Rehn Jeff De Cagna Andrea Mason Jan Ondrus Simon Evenblij Chris Walters Caspar van Rijnbach benmlih Rodrigo Miranda Saul Kaplan Lars......

Words: 10972 - Pages: 44

Business Models

...Business Models When stating up a business, there are many different business models that can be chosen. Some of the most popular models are: Sole Proprietorship, Partnership, Limited Liability Partnership, Limited Liability Company, S Corporation, C Corporation and Franchise. When deciding which business model is most appropriate, there are two major elements to consider: taxation and liability. Each of the above business models has advantages and disadvantages in these two areas. This paper will discuss the pros and cons of each business model and provide a scenario that illustrates when a particular model would best be utilized. Sole Proprietorship In simple terms, sole proprietorship refers to a business that is run by a single person. The sole proprietor enjoys all the profits as well as bears all the risks of the business (everymanbusiness, 2011). Pros Being one of the simplest of all business models, a sole proprietorship can be set up with very little effort. There is no special paperwork or extra fees involved in creating a sole proprietorship. In some states it is required to register the business, however, in other states it is not. The owner has the right to make all management decisions concerning the business, including hiring and firing employees (Cheesmen, 2011). Maintaining a sole proprietorship is much simpler than any other business model. Taxes are simplified with sole proprietorship as the business, and individual are......

Words: 1981 - Pages: 8

Hr to Be a Strategic Partner to the Business?

...think it is important for HR to be a strategic partner to the business? Within a business the Human Resource department is a strategic partner, also there will be appropriate utilization for the human resources in any company, in order to direct the business to achieve it appropriate goals. Utilizing this can result into an asset, or advantage for all individuals involved. In my opinion it is important for HR to be a strategic partner for a business because HR partners help Motivate, and help retain worthy hard working employees for the company. This is achieved by the right Training curriculums in order to aid in enhancing employee’s skills set or provide new skills that are necessary to help improve the company’s capability and functionality at that given time. Also it help’s in architecting incentive plans for employees in order to motivate them and somewhat modify in working environment.   HR is strategic partners due to the fact that there are boundaries between the employees and employers. Guidance is given between the two entities in respect to dealing with matters in an appropriate matter according to company standards or rules. They also participate incorporating the company beliefs on the importance of the corporation’s plans in its entirety. HR instilling in every individual the corporation’s policies and procedures throughout and making sure that it is being followed to its entirety. In all HR is a great strategic partner in any company because......

Words: 765 - Pages: 4