The business-partnering model and its impact on both the HR function and HR practice.

By

ACKNOWLEDGEMENT

I would take this opportunity to thank my research supervisor, family and friends for their support and guidance without which this research would not have been possible.

DECLARATION

I [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

Signed __________________ Date _________________

ABSTRACT

The Business partnership is the strong commitment of the companies that are sharing a common vision with common business objectives. It also involves the pooling of resources and expertise. It is an agreement of companies to create and share the best value. Through the 1950s, the HR function was largely responsible for organizing the company social events, hiring or staffing, and documentation of paperwork. In order for the business to succeed it is necessary that proper planning should be done. If planning is good than there is no issue for the business as it is necessary that the business should focus on strong planning. The study is important because it can help current and future human resources professionals; in particular, the HRE, to better understand the power of dialogue and the impact of meaningful conversations intended to attack the organizational issue.

TABLE OF CONTENTS

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

CHAPTER 1: INTRODUCTION1

Background of the Study1

Company Overview1

Significance of the study3

Purpose of the study3

Research Aims and Objectives3

CHAPTER 2: LITERATURE REVIEW5

Evolution of the Human Resources Function5

Criticism of evolution of new HR roles8

Role of HR in Business9

Critics associated with business partnership model10

Business Partnership12

Objectives of the Business Partnership12

Achieve Cost Synergies12

Improving Customer Relations12

Lessons13

Development of partnership concept around the globe13

HR as a strategic business partner: involvement and influence14

HR Practioners role in Strategic Business Partners16

Strategic Partnership entails20

Successful Business partnership model entails20

Success and Failure of Business21

CHAPTER 3: METHODOLOGY24

Overview of Qualitative and Quantitative Research Approaches24

Overview of the Mixed Method Research Approach25

Benefits and Disadvantages of Mixed Method26

Research Method and Design Appropriateness27

Source of the information27

Data Analysis28

Qualitative Data Analysis28

Quantitative Data Analysis28

Questionnaires28

Sampling29

Interviews29

Access29

Informed Consent29

Confidentiality30

Validity and Reliability30

Research Ethics31

Ethical Issues of Investigation32

Possible Constraints of the Dissertation32

CHAPTER 4: DISCUSSION AND ANALYSIS34

Survey Analysis34

Qualitative Analysis42

Evolution of New roles and their criticism43

HR Practioners role in Strategic Business Partners44

HR Strategic Partner to the Business46

Business Partnership47

Success and failure of business48

CHAPTER 5: CONCLUSION50

REFERENCES53

APPENDICES56

Questionnaire56

CHAPTER 1: INTRODUCTION

Background of the Study

This project will analyze the nature and impact of the new forms of HR function and practice in relation to business partnering model. The business partnership is an extremely powerful lever of transformation organizations, whether public or private companies. It allows access to more innovation, more value, more diversity, service and products, without necessarily adding to the weight of the investment or structures. Therefore, be more efficient and ultimately more agile on the ground to create global and thus share an optimum value. Over the past decade or so, the human resources (HR) function has been trying to reinvent and rebrand itself as a strategic business partner (Vosburgh, ...