HR Business Partnership

By

ACKNOWLEDGEMENT

I would like to thank to my supervisor supporting me throughout my project and giving his valuable suggestions. Finally thanks to all my friends and family for their utmost support and inspiration.

DECLARATION

I, (Your name), would like to declare that all contents included in this dissertation stand for my individual work without any aid, & this dissertation has not been submitted for any examination at academic as well as professional level previously. It also representing my very own views & not essentially which are associated with university.

Signed __________________ Date _________________

ABSTRACT

Human resources professionals are playing an increasingly important role in today's complex and highly competitive organizations. The demands placed on the human resources functions continue to undergo many changes, with emphasis on the strategic alignment of human resources roles and competencies to organizational mission. This demands the alignment of the identified key roles and competencies of human resources professionals with specific focus on those roles and competencies most important in enhancing individual and organizational success. As the HR practitioner's role continues to evolve, top leadership is further recognizing the value of HR in facilitating organizational change. For these things to happen, HR professionals will be expected to understand business strategy and possess the competencies and skills required. HR professionals will need to acquire and develop new competencies that will match their new roles in order to deliver new synthesis that contributes to organizational bottom line. In this context, HR professionals who can build and deliver critical human resources strategies, architecture, and practice will be uniquely positioned to make significant contributions to the strategic and competitive capability of their organizations

TABLE OF CONTENTS

ACKNOWLEDGEMENTii

DECLARATIONiii

ABSTRACTiv

INTRODUCTION1

1.1 Research Problem and Goal of Study1

1.2 Review of literature1

1.3 Research problem3

1.4Outline3

SECTION A: HUMAN RESOURCE BUSINESS PARTNERSHIP5

2.1 Transformation of the HR role5

2.2 Factors for change in Human Resource Management8

2.3 The HR function of the future: new roles and a changing focus9

2.4 Current Economic Climate and HR Strategies10

2.5 HR strategy11

2. 6 Integration of Human Resource Management into Planning and Decision Making Process11

2.7 HR Business Partner Model12

2.8 Hr Business Partner Role19

2.9 Summary27

SECTION B: HUMAN RESOURCE BUSINESS PARTNERSHIP AT WOLSELEY UK29

3.1 Company history29

3.2 Operations30

3.3 Core brands33

3.4 Strengths and Strategy36

3.5 Interview37

3.6 HR Business Partner Model in Wolseley UK - Business Transformation37

3.7 Human Resource Transformation Programme39

3.8 The outcome of Human Resource Transformation Programme43

3.9 Ethical Principles at Wolseley44

3.10 Challenges and Recommendation for Wolseley UK47

3.11 Conclusion50

SECTION C: LEADERSHIP IN HUMAN RESOURCES52

4.1 Leadership in Human Resources52

4.2 McKinsey 7-S Framework55

4.3 Theme III: The McKinsey 7-S Framework56

4.2 Rosen and Brown Model60

4.3 Roles for the Human Resources Leader61

4.4 Hilborn's Six Domain Model64

4.5 Leadership Wolseley UK69

4.6 PR - The Performance Review Cycle (Management Scheme)70

4.7 Team Review71

4.8.1 Competency 1: Management & Leadership72

4.8.2 Competency 2: Managing Customers and Relationships72

4.8.3 Competency 3: Communication72

4.8.4 Competency 4: Making Decisions73

4.8.5 Competency 5: Delivering Results73

4.8.6 Competency 6: Growing the Business74

4.8.7 Competency 7: Personal Drive74

4.9 Conclusion75

REFERENCES76

APPENDICES82

Appendix A82

Appendix B: list of Tables86

Appendix B: list of Figures102

INTRODUCTION

1.1 Research Problem and Goal of Study

The goal of the study was to establish the current role of Human resource as business partner in an ...