Summary Of Key References:
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1. |
Hüffmeier, J., Zerres, A., Freund, P.A., Backhaus, K., Trötschel, R. and Hertel, G., 2019. Strong or weak synergy? Revising the assumption of team-related advantages in integrative negotiations. Journal of Management, 45(7), pp.2721-2750. |
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How this reference informed my response… |
· This reading helped me to understand about the importance of team work. · It even provided with the knowledge that effective teams within an organisation can provide additional benefits to the negotiation process. · The HRBP can help the organisation to develop trust for their employees so that they can be involved within the negotiation process. |
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2. |
Keegan, A., Bitterling, I., Sylva, H. and Hoeksema, L., 2018. Organizing the HRM function: Responses to paradoxes, variety, and dynamism. Human Resource Management, 57(5), pp.1111-1126. |
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How this reference informed my response… |
· This reading demonstrated the trait of organising the human resource function within an organisation. · It also offered me with the knowledge oof how the HRBP takes care of the tension- centred perspective. · There are several theories included in this reading which gave me a detailed understand of the situation. |
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3. |
Wach, B.A., Wehner, M.C. and Kabst, R., 2021. Performance implications of the HR business partner model and the mediating role of internal efficiency: a comparison between Germany and the United Kingdom. The International Journal of Human Resource Management, pp.1-38. |
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How this reference informed my response… |
· This journal has used Ulrich’s framework of the HHRBP model and it suggests that both operational HRM role and strategic HRM roles can add a good value to the firm. · It has even discussed in details about the relationship between organisational performance and role of HRBP. |
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4. |
Yusliza, M.Y., Othman, N.Z. and Jabbour, C.J.C., 2017. Deciphering the implementation of green human resource management in an emerging economy. Journal of Management Development. |
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How this reference informed my response… |
· This journal has given me the idea of how the electronic human resource management, green employee empowerment and role of HRBP can impact the green HRM practices within the firm. · The findings made by the authors stated that the green employee empowerment within the firm can have a vital impact on the relationship of several dimensions within the firm. |
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5. |
Person-Scott, S., 2019. Increasing the Sustainability of Action Learning in the Beta Corporation. |
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How this reference informed my response… |
· This reading gave me the idea of implementing action learning in development of leadership and how human resource business practitioners can help in achieving it. · It also helped me to understand how the HR leaders help to develop understanding among the key stakeholders of the company. |
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6. |
McCracken, M., O’Kane, P., Brown, T.C. and McCrory, M., 2017. Human resource business partner lifecycle model: exploring how the relationship between HRBPs and their line manager partners evolves. Human Resource Management Journal, 27(1), pp.58-74. |
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How this reference informed my response… |
· This reading has provided me with the information that HRBP should be more strategic and less transactional. · The researchers have even examined how the HRBP model plays an important role for the HRBP within an organisational setting. · The HRBP model suggests that the relationship between both the parties are complex, dynamic and dependent. |
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7. |
Antony, T. and Merila, A., 2019. How Do Companies Integrate and Adapt to the HR Business Partner Organizational Model?. |
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How this reference informed my response… |
· This reading focuses on three element which are HR business partners, HR shared services and Centres of Excellence. · It has provided me with an understanding of the strategic business partner work that the HRBP undertakes with nth company. · It demonstrated that the HRBP must have the skills of an effective team player. |
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8. |
Geimer, J.L., Zolner, M. and Allen, K.S., 2017. Beyond hr competencies: removing organizational barriers to maximize the strategic effectiveness of HR professionals. Industrial and Organizational Psychology, 10(1), pp.42-50. |
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How this reference informed my response… |
· It provided me the knowledge of characteristics that must be present within the HRBP in order to enhance the organisation’s strategic effectiveness. · I understood from this reference that environment and competencies must be provided with equal attention by the HRBP to maximize the impact of talent and business outcomes. |
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9. |
Šindelková, K., 2022. Evaluation of Level and Quality of HR Business Partnering in HR Department of Production Company. In SHS Web of Conferences (Vol. 135). EDP Sciences. |
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How this reference informed my response… |
· It made me understand about the level and quality of HRBP required in HR departments of a production company. · The HRBP must have different skills, abilities and qualities in order to be an effective HR business partnering. · This study has demonstrated innovative techniques used by HRBP to enhance the transformation in individual corporate process. |
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10. |
Sun, M.Z., 2019. Application Status and Problems of HRBP Mode in China. Advances in Economics, Business and Management Research, 109, pp.653-656. |
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How this reference informed my response… |
· This reading focuses on the transformation of human resource management in order to attain the organisational development. · The application of HRBP and their effective skills has been discussed in the reading. · I understood about the transformation of a firm by applying effective skills of HRBP. |
Figure 1: Job Posting of HR BP in Conva Tec, Australia
The human resource business partner is a strategy contact between the business and the human resource department. These human resource professionals have a thorough understanding of the business and the guarantor that HR department helps the organization to make a positive impact. Although, the HR Business Partner as a function is changing constantly. Among all the HR professionals, the human resource business partner are the ones who face customers directly. This means that these individuals are in direct touch with the line managers. An effective human resource business partner is able to deliver value within the organization and drive the process of decision- making. As HRBP is a strategic role, they are mainly present in large organizations. The HRBP has a range of responsibilities within an organization that demonstrates a range of cross- functionality. Apart from these, the HRBP have the responsibility to reduce silos within the organization. The major skills required within a HRBP are as follows:
- Communication- The individuals in HRBP role must have an effective communication skill, both verbal and written as they are responsible in communicating to different type of situations which can range from presentations to the executive, to negotiations, to crisis situation or the infrequent conflicts that arise within the organisation. In the current business scenario, intercultural and digital communication experience is also required for the role of HRBP.
- Self- motivated team player- The individual applying for the role of HRBP within an organisation must be a self- motivated team player as they will have to take the responsibility of being a strategic contact between the human resource department and the overall organisation. They must have the capability to build a plan and attain the objectives, challenge themselves to learn new things and they must also be surrounded with the motivated people within the organisation.
- Emotional intelligence-The individual must have emotional intelligence skills which includes the capabilities to allow themselves to understand as well as manage their emotions in different type of situations that might occur within the workplace. The emotional intelligence skills are related to several benefits which includes decision- making abilities, achievement of an objective and overall success in life.
- Self- personality-This is another skill that should be included in the HRBP and it includes self- awareness, determination, equality, eagerness and integrity. The candidate’s personality must affect the people within the organisation to react to different type of situations, work effectively, communicate with each other, resolve conflict and more. Their personality must have the traits which can be regarded as an example within the organisation.
- Cross culture competence- The multinational organisations strive on a worldwide scale for talent, both in the regional offices as well as in their headquarters. Therefore, the candidates applying for the role of HRBP must have an intense sense of cultural awareness within the regions of their operation. It comprises of a detailed understanding of the different labour laws, compensation structures and the business practises within the region of organisation’s operations.
References:
Antony, T. and Merila, A., 2019. How Do Companies Integrate and Adapt to the HR Business Partner Organizational Model?.
Geimer, J.L., Zolner, M. and Allen, K.S., 2017. Beyond hr competencies: removing organizational barriers to maximize the strategic effectiveness of HR professionals. Industrial and Organizational Psychology, 10(1), pp.42-50.
Hüffmeier, J., Zerres, A., Freund, P.A., Backhaus, K., Trötschel, R. and Hertel, G., 2019. Strong or weak synergy? Revising the assumption of team-related advantages in integrative negotiations. Journal of Management, 45(7), pp.2721-2750.
Keegan, A., Bitterling, I., Sylva, H. and Hoeksema, L., 2018. Organizing the HRM function: Responses to paradoxes, variety, and dynamism. Human Resource Management, 57(5), pp.1111-1126.
McCracken, M., O’Kane, P., Brown, T.C. and McCrory, M., 2017. Human resource business partner lifecycle model: exploring how the relationship between HRBPs and their line manager partners evolves. Human Resource Management Journal, 27(1), pp.58-74.
Person-Scott, S., 2019. Increasing the Sustainability of Action Learning in the Beta Corporation.
Šindelková, K., 2022. Evaluation of Level and Quality of HR Business Partnering in HR Department of Production Company. In SHS Web of Conferences (Vol. 135). EDP Sciences.
Sun, M.Z., 2019. Application Status and Problems of HRBP Mode in China. Advances in Economics, Business and Management Research, 109, pp.653-656.
Wach, B.A., Wehner, M.C. and Kabst, R., 2021. Performance implications of the HR business partner model and the mediating role of internal efficiency: a comparison between Germany and the United Kingdom. The International Journal of Human Resource Management, pp.1-38.
Yusliza, M.Y., Othman, N.Z. and Jabbour, C.J.C., 2017. Deciphering the implementation of green human resource management in an emerging economy. Journal of Management Development.
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