Line managers and HRM

This document discusses the HR Business Partner Model, its advantages and disadvantages, and its impact on HR's relationship with front line business. It also emphasizes the importance of paying attention to the model for businesses to increase productivity.

Line managers and
HRM

Table of Contents
Introduction......................................................................................................................................1
MAIN BODY...................................................................................................................................1
HR Business Partner Model.........................................................................................................1
Advantages of the model.............................................................................................................1
Disadvantages of model...............................................................................................................2
Impact of role upon HR's relationship with front line business...................................................2
Conclusion.......................................................................................................................................2
References........................................................................................................................................3

Introduction
Human resource management could be defined as the the process of managing all the
staff members who are working within the organisation. Present discussion is based upon
analysis and assessment of HR Business partner Model along with its advantages and
disadvantages.
MAIN BODY
HR Business Partner Model
This model was introduced by Dave Ulrich and the concept of modern HR was also
developed by the researcher. According to this model human resource manager plays different
roles within the organisation as it can help to carry out all the operations in systematic manner.
Discussion of all the roles is as follows:
 Strategic partner: Under this role HR will be focused with the development of strategies
for future so that the planned objectives could be attained. Apart from this, all the staff
members who are working within the enterprise are also focused so that the current
holistic could be understood (Oppel, Winter and Schreyögg, 2017).
 Change agent: Human resource manager also plays role of change agent as all the
changes which will be carried out in future will be supported by decisions of HR. For this
purpose future thinking and current holistic understanding are focused.
 Administrative expert: Under this role HR managers pay attention towards operational
activities and day to day operations of the entity so that it could be assured that all the
desired goals are accomplished systematically or not.
 Employee champion: While playing this role the HR manager tries to improve current
holistic understanding so that the strategies for appropriate execution of day to day
operations could be supported.
Advantages of the model
The main advantage of this model is that it facilitates the staff members to perform all the
day to day activities in systematic manner. Apart from this, it benefits the business as HR plays
multiple roles to support the organisation.
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Disadvantages of model
This model results in capability shortfalls because the implementation of this model
results in end number of responsibilities of HR which may affect the capability of operating
business.
Impact of role upon HR's relationship with front line business
Role of strategic partner leaves impact upon relation of HR with front line business
because the strategies will be required to be followed by whole business. Change agent's role
also leaves impact upon the relation because if any type of change will be made by the HR then
the front line business have to comply with it. Roles of administrative expert and employee
champion results in implication upon relationship of HR with the front line business because it is
highly focused with day to day activities (Nwachukwu and Chladková, 2017).
Conclusion
From the above discussion it has been concluded that for all the businesses it is very
important to pay attention towards Human Resource Business Partner Model because it can help
to increase productivity of the organisation as well as staff members.
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References
Books and Journals:
Oppel, E. M., Winter, V. and Schreyögg, J., 2017. Evaluating the link between human resource
management decisions and patient satisfaction with quality of care. Health care
management review. 42(1). pp.53-64.
Nwachukwu, C. E. and Chladková, H., 2017. Human resource management practices and
employee satisfaction in microfinance banks in Nigeria. Trends Economics and
Management. 11(28). pp.23-35.
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