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Develop corporate disciplines to leverage resources

Develop corporate disciplines to leverage resources

Develop corporate disciplines to leverage resources

Question: Please respond with 200 words and 1 direct question

According to Entrepreneur “With human nature being what it is, employees will test limits and act “creatively” in workplace situations, so you need a strategy for developing, communicating and enforcing a set of policies” (Entrepreneur, 2005). “Firms don’t change; people do, and it is people who change organizations. HR, therefore, has a major responsibility to facilitate the change process” (Schneier, 2005). “Many of the critical issues facing organizations today are human issues. HR must lead in addressing these issues. Leading means building organizations that consistently and predictably outperform their competitors” (Williams Joyce, 2005)

The components of the challenges are Radical change in competitive landscape, New demands on strategy, Tension in the internal Governance system, and pressures on management broadband capability which all lead to corporate value creation. “The challenge for HR is whether it can build layers of horizontal capabilities and metrics that encourage intense inter business collaboration and the sharing of risk, opportunity, and reward. HR may have to take the lead in symbolically demonstrating that it can resolve its own internal governance tensions to allow this to happen. Organizations need to develop corporate disciplines to leverage resources, not just to allocate them” (Hewitt, Losey, M., Meisinger, S., & Ulrich, D.).

For HR to become a strategic partner, the challenge begins by addressing the new reality that strategy is as much about discovery as positioning and that partnerships imply mutual agenda building-not just translating targets into processes. This challenge potentially impacts everything the HR function does to develop individuals and organizations, appraise and evaluate behavior, and reward performance” (Hewitt, Losey, M., Meisinger, S., & Ulrich, D.)

Works cited

Entrepreneur. (2005, April 10). Retrieved from The Importance of an HR Policies & Practices Strategy: http://www.entrepreneur.com/article/76982

Hewitt, G. (Losey, M., Meisinger, S., & Ulrich, D.). Connecting Strategy an HR: Establishing a New Logic of Partnership. In T. f. tomorrow, The future of human resource management: 64 thought explore the critical HR issues of today and tomorrow (p. 215). Hoboken, NJ: Wiley and Sons.

Schneier, R. W. (2005). Workforce Strategy: A Missing Link in HR’s Future Success. In M. M. Losey, The Future of Human Resource Management; 64 Thought Leaders explore the critical HR issues of Today and Tomorrow (pp. 199-217). Hoboken, NJ: Wiley and Sons.

Williams Joyce, N. N. (2005). What Really Works? HR”s Role in Building the 4+2 Organization . In M. M. Losey, The Future of Human Resource Management; 64 Thought Leaders explore the critical HR issues of Today and Tomorrow (p. 216). Hoboken, NJ: Wiley and Sons.

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