Literature Review
The Role of Human Resource Business Partners To fully understand why it is human resource business partners’ (HRBP) duty to retain generation Z with the use of analytics, it is important to first understand the role of the HRBP and why retention is their domain. The human resource function came about in the late 1800s when there were rising labor tensions between employees and employer (Maugans 2015). The intended role of HR at this time was to work in a role similar to a manager as a “steward of the employee experience” (Maugans 2015, 1) in addition to balancing the legal needs of the company (Maugans 2015). While the above mentioned duties are associated with what is considered the first era of HR, the second era is characterized …show more content…
The role of HRBP is expected to aid in creation of business strategy and helping ensure its successful implementation (Maugans 2015). However, many companies only acknowledge the importance of the HRBP with lip service and continue to subscribe to the administrative, efficiency-driven approach to human resources (Maugans 2015). This does not mean the human resource needs of the modern era has evolved past its second ear functions, but instead, the new era requires that human resources build on its former role to extend its reach to become a strategic decision maker who focuses on the HR function in the context of business needs (Maugans 2015).
Resistance to the Human Resource Business Partner Role
While the role of the HRBP has been gaining support, there are many individual employees and entire organizations that resist the trend because they feel that HR’s role should remain focused on administrative tasks (Talent Pulse 2015). Two main concerns are that HRBPs will be overwhelmed with the responsibilities involved in the dual role and they may struggle with their higher level executive role while maintaining employee focus (Talent Pulse 2015). Additionally, only sixty three percent of organizations have successfully established the HRBP role …show more content…
Having effective and strategic HRBPs has been proven to support overall organizational functionality (Talent Pulse 2015). These organizations also report increased success in multiple areas, such as employee retention and performance (Talent Pulse 2015). Additionally, companies with effective HRBPs have increased overall organizational profitability and revenue growth (Talent Pulse 2015). This is why the Human Capital Institute “examines the development, empowerment, and performance of HRBPs in the workplace” (Talent Pulse 2015, 4) as such an important part of the future business landscape. HCI (Talent Pulse 2015) recommends a transformative HR model that allows for different roles within the HR function, allowing different paths and responsibilities for different HR titles. This model reduces costs of the traditional HR function by increasing the functionality and efficiency of the position (Talent Pulse 2015). Therefore, separating the traditional HR roles from the HRBP role and creating two separate sets of expectations can clarify role expectations, reduce costs, and allow employees the freedom to choose their own path and increase their locus of control over their career (Talent Pulse
The Role of Human Resource Business Partners To fully understand why it is human resource business partners’ (HRBP) duty to retain generation Z with the use of analytics, it is important to first understand the role of the HRBP and why retention is their domain. The human resource function came about in the late 1800s when there were rising labor tensions between employees and employer (Maugans 2015). The intended role of HR at this time was to work in a role similar to a manager as a “steward of the employee experience” (Maugans 2015, 1) in addition to balancing the legal needs of the company (Maugans 2015). While the above mentioned duties are associated with what is considered the first era of HR, the second era is characterized …show more content…
The role of HRBP is expected to aid in creation of business strategy and helping ensure its successful implementation (Maugans 2015). However, many companies only acknowledge the importance of the HRBP with lip service and continue to subscribe to the administrative, efficiency-driven approach to human resources (Maugans 2015). This does not mean the human resource needs of the modern era has evolved past its second ear functions, but instead, the new era requires that human resources build on its former role to extend its reach to become a strategic decision maker who focuses on the HR function in the context of business needs (Maugans 2015).
Resistance to the Human Resource Business Partner Role
While the role of the HRBP has been gaining support, there are many individual employees and entire organizations that resist the trend because they feel that HR’s role should remain focused on administrative tasks (Talent Pulse 2015). Two main concerns are that HRBPs will be overwhelmed with the responsibilities involved in the dual role and they may struggle with their higher level executive role while maintaining employee focus (Talent Pulse 2015). Additionally, only sixty three percent of organizations have successfully established the HRBP role …show more content…
Having effective and strategic HRBPs has been proven to support overall organizational functionality (Talent Pulse 2015). These organizations also report increased success in multiple areas, such as employee retention and performance (Talent Pulse 2015). Additionally, companies with effective HRBPs have increased overall organizational profitability and revenue growth (Talent Pulse 2015). This is why the Human Capital Institute “examines the development, empowerment, and performance of HRBPs in the workplace” (Talent Pulse 2015, 4) as such an important part of the future business landscape. HCI (Talent Pulse 2015) recommends a transformative HR model that allows for different roles within the HR function, allowing different paths and responsibilities for different HR titles. This model reduces costs of the traditional HR function by increasing the functionality and efficiency of the position (Talent Pulse 2015). Therefore, separating the traditional HR roles from the HRBP role and creating two separate sets of expectations can clarify role expectations, reduce costs, and allow employees the freedom to choose their own path and increase their locus of control over their career (Talent Pulse