HR as a Strategic Partner

Habitat for Humanity

Martha E. Crimes
Walden University
How the organization's strategic planning might benefit from
using a system-thinking approach which would include HR
• Habitat for Humanity is a non-profit organization that
builds affordable housing for families that otherwise could
not afford to have one built. This organization will benefit
from using a system-thinking approach which would
include Human Resources (HR) by allowing the to:
• effectively examine complexities
• test their mental models (how they think about or see a
problem).
• define an overall vision, mission and goals
• building competency in managing and facilitating
multifunctional teams
• encourage a culture of openness and honesty
When organizations utilize systems thinking it b breaks the cycle
of addressing rather than the causes, it opens their minds to new
ways of examining challenges, and will lead to a more innovative
and effective solutions.

Systems thinking recognizes that the increasing complexity and

interdependence of the organization creates new challenges that
require a shift in one's approach to problem solving, idea
generation and decision-making.

Once Habit for Humanity utilizes system thinking it will improve

Benefits and contributions HR might bring as a strategic
partner
• Boudreau, Lawler, (2009) undertook an interesting debate
that, just calling HR a strategic partner and actually
understanding the competencies requires and
mobilization needed to actual execute that role are two
different things.”
• HR needs to recruit the right employees while aligning
corporate values to their recruitment strategy.
• Have a well-developed competencies of their workforce,
and their relevance to the organization core business.
• HR initiatives should fully support the overall strategic
plan.
• Use of technology information effectively
• Effective leadership through appointment of the right
HR head.
• Serving the business needs of the organization.
• Removing ineffective HR practices that do not
contribute to the success of the organization.
• By spending more time in the organization's planning,
designing and development process
• By becoming a part of the business team, involved in
planning at the highest level.
Becker et al (2010) states, “Being a strategic
partner require that HR professionals comprehend
HR metrics role in the organizations strategic planning
and implementation of strategies
• HR metrics can help pinpoint where human capital
exists and allows the HR staff to monitor the trends.
• HR metrics can also be used to assess, plan and
improve HR as well as to contribute to achieve an
organization business strategies and objectives.
• HR metrics provide quantitative measurements for
department activities as well as productivity and
employee-related issues throughout the work force.
• HR metrics are useful in justifying reasons for HR to
participate in higher level decision making and the
return on investment (ROI) for HR activities.
• Organizations use HR metrics to determine the amount
of funding to allocate for employee compensation and
benefits, and human resources functions.
• By studying HR metrics over time will help predict
leaders capabilities.
• HR metrics can also be used to assess whether an
organization is operating efficiently and effectively as
possible.
• HR metrics can also show if an organization is having
difficulty retaining their most valued talent.
How HR Metris might be the drives of Organizational
Change
In order for HR to be a strategic partner it needs to develop its
talent through
rotation. Where metrics are concerned HR needs to be able to
measure the impact of their programs and processes. To enable
agility in the workforce HR will need to implement some changes.

– HR need to make changes to its mission and mandate, thus,

the organization will need to adopt a new mission and mandate
focused on improving employees' performance, and helping the
organization as needed.
– HR need to help employee's discover their talent flow to tasks
where its needed.
– By fostering internal and external workers mobility within and
How HR metrics contribute to the Organization's Future
Success

Although HR is the most critical asset of an

organization. HR metrics only contributes to an
organization performance and provide insight into their
productivity assessment and resources appraisal.
• HR metrics typically are concerned with employees
attitudes, turnover, skills levels, costs, and training
programs.
• HR metrics are useful but do not predict the future
success of an organization as it relates to human
capital and strategic decision making.
 Conclusion

HR can be made a strategic partner in an organization

when the HR manager spends time in the organization
planning,, designing and development processes. Having
business partner skills is strongly related to HR's role.
Metrics are also important and useful, but does not foretell
the future success of an organization. HR races many
challenges, but they must redesign their professional tools
and processes to be able to measure data and facts and to
ensure a competitive edge.
 References

Becker, B.E., Husselid, M.A., and Ulrich, D., (2010). The

HR Scorecard:
Linking people, strategy, and performance. Boston,

Massachusetts.
Lawler, E.E., and J.W. Boudeaue (2009). Achieving
Excellence in Human
Resources Management: An assessment of Human
Resources
Functions. Stanford, CA: Staford University Press.