Evolution of HR –

Evolution of HR

HR has evolved from mainly hiring and paying employees to perform organizational functions to being embedded within the larger system of the organization’s strategy implementation. Today, HR’s focus is more centered on aligning its functions with the organizational strategy, to create and sustain a competitive advantage. This shift in HR has also created a need for HR professionals with a new set of skills and who can act as competent and successful strategic partners. HR professionals also must be skilled in demonstrating their value if they want to become and remain equal partners. It is often difficult for HR to demonstrate their value as a strategic partner, because HR is often described as an intangible asset that is more difficult to quantify and cannot be tracked through traditional accounting methods.

With these thoughts in mind:

BY DAY 3

Post a cohesive and scholarly response based on your readings and research this week that addresses the following:

How has HR’s role as a strategic partner in organizations evolved?
How have metrics contributed to HR’s role as a strategic partner, if at all?
Discuss whether you think HR as a strategic partner is where it should be today. Why or why not? If the latter, discuss how you think HR can become more of a strategic partner.
What do you anticipate HR’s future role will be in organizational strategic planning?
Be specific, and provide examples with references to the literature.
APA Format

Please use attached source and/or a relevant source.

Solution Preview

For any organization, employees are an integral part of that organization, and the understanding of human resource is vital in the management of organizational ideas, plans and the execution of these plans. One can note that for all these plans to work human resource realizes innovative methods to resolve employee-related concerns (Harrison, 2012). The role of HR in organizations has evolved intensely over the recent years. For example, fresh graduates that are majoring in HR will discover that their profession descriptions are different from the individuals that took the similar position years ago. The traditional role of HR was mainly administrative, which means that HR served as a process-oriented arm of executive managers (Harrison, 2012).

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