Paper on Organizations need both strategic HR managers an operational HR managers

Strategic HR and operational HR management are different sides of an organization. Strategic HR management predicts outcomes and ensures that a firm has enough qualified personnel to achieve its goals and objectives. On the other hand, operational HR, regards the day-to-day operations of an organization that are essential to realizing the needs of human capital.  However, both of these HR components are fundamental in any organization that seeks to accomplish its objectives because they help to coordinate human capital towards organizational success. While operational HR involves day-to-day management of human resources on a national scale, strategic HR management is a connection between an organization’s strategies and its resources, aims and objectives.

Strategic HR functions involves the expansion of an organizations functions beyond administrative roles, such as payroll processing, and across borders (Bailey, Mankin, Kelliher, & Garavan, 2018). Hence, strategic HR managers must think and formulate strategies that permit employees to contribute to enterprise success internationally. Additionally, strategic HR managers must develop an effective international workforce which is challenging for competitors to emulate. By developing effective communication strategies, strategic HR mangers can motivate strategic teams as a competitive advantage. Strategic human resource management aims to advance competitiveness, innovativeness, and advance flexibility.

A HR partner on a national scale has different roles. These include employee’s benefits, worker compensation, and the overall management of workers in an organization. However, both global and national HR managers have a duty to ensure that an organization’s workforce works towards achieving organizational goals and objectives. In a nutshell, firms that effectively manage their human resources better, both on a national or global scale typically outperform competitors in adapting to changes, identifying global business opportunities, and sharing innovativeness in the organization.

References

Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource management. Oxford University Press.

Wood, G., & Kispál-Vitai, Z. (2017). Strategic human resource management–concepts, practices and trends. Strategic human resource management—an international perspective, 83-84.