Whitney Cotton posted Dec 13, 2019 10:22 AM
Whitney Cotton posted Dec 13, 2019 10:22 AM
I have worked in human resources for nearly two years with various departments. Initially, I started working in military compensation and then civilian recruitment and staffing. Prior to starting it all sounds good as if a company will do its’ best for their employees and the consumers; however, that is not always the case. Sometimes there is favoritism that prevents leaders from doing the right thing.
From my experience working in military compensation, everything seemed great in the beginning until we had a separation in leadership. We were all divided in sections completing various tasks, all along while others were steady leaving for new employment. We were informed we would be changing how we were doing things immediately with very minimum training. Many employees complained it would not work, but their voices were small in number. Overall, it led to a dysfunction in staffing and moral. We were not meeting quotas. Eventually, the company had to go back to the drawing board and reevaluate the plan of approach.
Currently, I work with civilian HR. The department I work in processes civilian new hires, transfers, etc. Our department performs as they should and focus on the right thing. Sometimes there can be discrepancy in transfer in paperwork which could cause delay in hiring, but it is usually an easy fix. The thing I like best about the job is the employee engagement program. We have courses being taught in various departments to cross-train employees.
An example of activities where HR is a strategic partner with its organization are creating team building programs that are desirable to the team. Some activities include health awareness, cross training, and lunch and learns. “To truly be partners to the business we must identify those critical points of the business where the strategy succeeds or fails, and provide relevant talent solutions (Mundy, J., 2014).”
There are times when HR is not in line strategically by focusing in one particular area or only training top level employees. Eventually, those employees will retire and the company will need people who have experience, well-rounded and know the company to lead it. An explanation of strategic leadership, “Reviewing performance and recognizing the potential of leaders are strategic keys to a company’s future. In best-practice organizations, the ability to deliver the results outlined in the strategic plan is balanced with an appreciation of a person’s potential for further growth and development (Fulmer & Genson, 2018).”
References
Fulmer, R. M., & Genson, MBA, S. (2018, April 3). HR’s Strategic Partnership with Line Management – A Peer-Reviewed Academic Articles: GBR. Retrieved December 13, 2019, from https://gbr.pepperdine.edu/2010/08/hrs-strategic-partnership-with-line-management/
Mundy, J. C. (2014, July 23). Why HR Still Isn’t a Strategic Partner. Retrieved December 13, 2019, from https://hbr.org/2012/07/why-hr-still-isnt-a-strategic-partner.
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