Question

Justify how HRM practitioners: 1. could become strategic partners; 2. enrich compliance and enforcement; 3. improve management advocacy and, 4. act as an employee advocate within two important strategic spheres related to the management of people, namely remuneration and exit management.   

Answer 1

1. The workforce or human asset is the most critical asset for any company and can be considered as the foundation on which a company’s competitive advantage is built. HRM can emerge to be the strategic partners of the company when they develop a comprehensive plan to facilitated manpower planning and management. Manpower planning and management is quite critical for the company and facilitates the overall functioning and operations of the company. Manpower planning and management strategy must be in alignment with the business strategy as well as the culture of the company. This way, HRM can contribute to the overall strategy development of the company.

2. HRM act as the watchdog as well as facilitators of rules, ethics as well as compliances in the company. Under talent management, the HRM needs to handle the overall lifecycle of employee with the company. While facilitating the same, the HRM can keep a tab on whether the employee is adhering to the rules and norms of the workplace and is complying with the compliances or not. Discipline actions can be taken against the defaulters.

3. HRM acts as a link between the management and the employees. All the decisions and interventions taken by the management are communicated to the workforce through the HRD. To establish trust and good faith between the employee and the company, HRM tries to align the interests of the employees with that of the company. In every policy and procedure, the HRM highlights the employer perspective to the employees and hence acts as management advocate.

4. As HRM acts as a link between management and employees, it is the voice of the workforce to the employers. Employee feedbacks and concerns are collated and presented to the management by the HRM. HRM conducts benchmarking study to have a tab on the best remuneration practices followed by the industry. HRM is also responsible for keeping talent with the company and enhancing their overall retention. If a good talent is leaving the company, the HRM will advocate and vouch for his skills and expertise to the management and convince them to retain him. This way HRM acts as employee advocate in front of the management.

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