Topic: Discussion – Evolution of HR

Order Description
Below is a Discussion a Discussion assignment; the topics and resources.
Please write up a 1 page discussion using some of the resource’s below.
Due by 5/3/16
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.
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With these thoughts in mind:

Post by Day 3 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.

Course Text
• Becker, B., Huselid, M. A., & Ulrich, D. (2001). The HR scorecard: Linking people, strategy, and performance. Boston, MA: Harvard Business School Press.
o Chapter 1, “HR as a Strategic Partner: The Measurement Challenge”

In this chapter, the authors discuss the importance of HR as a strategic partner and the metric challenges that HR professionals typically face. The HR system/High-Performance Work System is also introduced.

Articles
• Lawler, E. E., III, & Boudreau, J. W. (2009). What makes HR a strategic partner? People & Strategy, 32(1) 14-22. Retrieved from the Walden Library using the Business Source Complete database: https://web.ebscohost.com.ezp.waldenulibrary.org/ehost/detail?sid=d769ecfc-d361-4949-b608-5d04fa945744%40sessionmgr114&vid=1&hid=110&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1zaXRl#db=bth&AN=38508831

In this article, the authors present data from a study on the role of HR in large U.S. corporations. In particular, the study examines the strategic role of the HR function.
• Leibs, S. (2007). Measuring up. CFO, 23(6), 62–66. Retrieved from the Walden Library using the Business Source Complete database:
https://web.ebscohost.com.ezp.waldenulibrary.org/ehost/detail?sid=70c8c5a8-63c6-42d5-a01d-92cfcbf42536%40sessionmgr114&vid=1&hid=110&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1zaXRl#db=bth&AN=25470066

This article focuses on the importance of using metrics in organizations and includes some useful HR-related examples.
• Lockwood, N. R. (2006). Maximizing human capital: Demonstrating HR value with key performance indicators. HRMagazine, 51(9), 1–10. Retrieved from the Walden Library using the Business Source Complete database:https://web.ebscohost.com.ezp.waldenulibrary.org/ehost/detail?vid=11&hid=110&sid=16134628-7e3a-41bd-891c-d27076957278%40sessionmgr115&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1zaXRl#db=bth&AN=22275685

In this article, the author discusses metrics that can demonstrate the value of human capital to the success of the organization.