The Evolving Role of HR in the Contemporary Business World

CIPD
The evolving role of
HR in the
contemporary business
world

Table of Contents
INTRODUCTION................................................................................................................................3
1.0 An analysis of some of the key forces which shape the HR agenda e.g. models of the HR
function, HR strategies, insights and solutions to support business performance, business ethics
and accountability............................................................................................................................3
2.0 Compare at least three different tools for analysing the business environment........................6
3.0 Assess at least four different factors which impact on an organisation’s business and its HR
function............................................................................................................................................8
4.0 Discuss the key stages in strategy formulation & implementation and explain role of HR and
contribution to ethics/ accountability.............................................................................................10
5.0 Present examples of how business performance can be evaluated and provide three
indicators. Also, examine role of HR in business planning & change management.....................12
6.0 Briefly explain how at least four various sources and contextual data of firm that can be
accessed and utilised for planning purposes..................................................................................13
CONCLUSION..................................................................................................................................16
REFERENCES...................................................................................................................................17
Books & Journal:...........................................................................................................................17

INTRODUCTION
The corporate world is dynamic in nature, and business organisations are on-going and
surviving in the changing environment of market. The HR plays an important role for the success
and growth of business organisation. There are various micro and macro environment factor which
imposes direct impact on the activities and function of the organisation. CIPD which is a proficient
association for managing the HR professional which is located in Wimbledon, London, England.
The charted institute of Personnel and Development deal in variety of products such as certification,
authorization, CDP HR as well as L and D training. This report shows the various issues related to
business as well as micro and macro factor that imposes direct impact on the business firm and also
shows the influence of HR on the operation and function of business organisation.
1.0 An analysis of some of the key forces which shape the HR agenda e.g. models of the HR
function, HR strategies, insights and solutions to support business performance, business ethics
and accountability.
In this section, I examined that HR is time consuming process and to make it
understandable David Ulrich model has been used so that investigator find easier to understand the
concept. The main aim of HR is optimum utilisation of resources in order to increase the
productivity of business organisation. There are different function which is performed by HR
Manager such as recruitment, selection, conducting training session as well as performance review,
subordinate investigation and many more. According to David Ulrich, the chief administration
person of HR has the capability to including the changes of human resource that is adopted in
present context.
1.1 Models of HR Function
In this, reason for mobility of HR personnel from traditional to Strategic partner is discussed.
BASIS Traditional Personnel Strategic Partner
Focus Main focus is on helping and
solving employee problems
In this, recruitment and
development of talent as well
as personnel are considered.
Stability To continue the operation
without any problems,
management and traditional
personnel do not accept the
change.
Strategic partner adopt and
adjust according to the change
and react accordingly. For
example- CIPD changes their
exams patter with changing
mode of educational criterias.
People This consider people as cost This considers people as asset

who only work and complete
their task without any
interaction to entity.
of firm and positive
relationship is maintained.
The above table depicts the difference between personnel tradition and strategic partner in
which I realised that main difference is that traditional personnel do not accept the change whereas
constant change is acquired by strategic partner which helps them to deal with uncertain situations.
1.2 HR Strategies
It is important for every firm and HR manager of the company to prepare strategies and
tactics so that competition is faced in appropriate manner. So, to understand this, model has been
divided into approaches and which are mentioned below-
Approaches of Effective HR strategies and improved performance-
Best Practice Approach- This states that whenever strategies are to be adopted and implemented,
HR has the right to adopt those tactics for organisational development at every phase. So, it is to be
done with proper research and consideration because governmental activities are also involved.
Best Fit HR: External Fit- In this, most suitable strategies and tactics are matched up with
business environment and according to organisational need as well as requirement.
Best Fit HR: Internal Fit- In this, it involves that strategy of HR depends upon structure
configuration of firm weather it deliver positive result or not. So, CIPD examine and analyse
internal environment of business properly.
Inside out Approach- This states that every firm have unique strategy and HR manager of
company keeps it confidential to defend them-selves from rivals.
Best Fit HR: Business life-cycle- Every organisation follow systematic procedures to carry out
functions and operations. So, this approach states that strategy of HR is to be done according to
business life cycle by step by step.
HR system: The HR manager of CIPD recruit, select as well as conducting effective
training session in order to increase their skill and knowledge to perform their work in better way.
HR system is essential so that tasks, roles and responsibilities are assigned to every in proper