Human Resources Re-Engineering Research Paper Example | Topics and Well Written Essays - 750 words

Human Resources Re-Engineering - Research Paper moralWe are the byplay. Competitive pressure is the main reason for the above phenomenon. As a point of start, instead of imposing rules, it would fetch a better result if the process is started right from knowing what others (employees) want. Also, according to Ulrich, Smallwood and Sweetman (2007), be an effective leader starts with self. Employees should take up the responsibility of streamlining the Human Resources as a business match and the top management should create the necessary ambience atmosphere. A proper intersection of people and business will certainly yield sustainable human capital resources of the organization, as per Ulrich, BrockbankHR can be linked with profitability metrics. They may either partner with Audit staff or give directions for hiring requisite or they can partner with sales & marketing team and work in designing and negotiating wellness care weapons platforms. In order to carry on this process ef fectively, develop a leadership program that includes hands of genteelness of all functional disciplines and insist HR staff to receive basic training on financials so that they can understand impact of cash flow, receivables, billing cycles etc. Encourage them to act in sales strategies, customer visits, technology reviews etc. Hold all members accountable for achieving the companys critical song and include HR employees as full business partners.Following is the example of my current company where 5 of the positions can be re-engineered (according to me) to allow for reductions in work force availability. Here are the total 16 total positions currently in our company. General Manager (1 position), merchandise Manager (1 position), HR Manager (1 position), Accounts virtuoso (1 position), Sales & Marketing (3 positions), Auditing (2 position), Recruiting & Training (3 positions), Payroll Staff (1 position), Accounts Assistants (3 positions).According to the explanation above, H R teams can be partnered with other departments and necessary changes can be made. Recruiting & Training team can be partnered with Sales & Marketing team and gradually, the total 6 positions can be reduced to 4. Clubbing of Recruiting and Marketing team helps in collaboratively working within the company & what is needed outside the company. Auditing staff can be partnered with payroll and method of accounting staff and the total number may be changed from 6 to 4. This combination is because of the similarity between finance and accounts.My current role is one among a team of 3 in Sales & Marketing. There is a potential chance of my position getting disturbed with the above re-engineering. However, for the overall well being of the company, I feel this is the right approach. Also, as long as I am good performer, my position shall be definitely safe. ReferencesThe HR Value Proposition by David Ulrich and Wayne Brockbank (2005)The Leadership Code Five Rules to Lead By by Dave Ulrich , Norm Smallwood, and Kate