HRM as a strategic business partner: insights from selected private commercial banks in ethiopia

M. Solomon, Ketema Yehualashet
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引用次数: 1

Abstract

The HRM function is evolving from an administrative function that focuses on legal compliance to a strategic function that requires HR to be a strategic partner in improving business performance. However, there are still organizations that consider HRM merely a cost driver rather than a value-adding function. This study attempts to examine whether HRM is playing its strategic role to enhance competitive advantage in the selected private commercial banks and to assess the contributing factors for HRM to execute its function as a strategic partner. Data was collected by using a selfadministered questionnaire that was designed and distributed to employees of the HR department in the selected private commercial banks. The results of the study confirmed that HR involvement, mindset, competence, and role balance are enablers and contributors for HR to become a strategic partner. Furthermore, the finding indicates that mindset and competence can impact the role of HR as a strategic partner at large. It was further found out that the current status of HRM as a strategic partner is at its moderate level because its enablers do not exist at a higher level. Accordingly, the role of HRM as an administrative expert is still dominantly played as compared with that of a strategic partner, but it is observed that HRM is progressing towards a more strategic function than the administrative function. To realize the full strategic partnership of HRM therefore, HRM work units of private banks are recommended to exert more effort to continue with the current progress in shifting HRM function from routine administrative function towards strategic function by capitalizing on the enablers of HR strategic business partners such as mindset, competence, HR involvement, and role balance.
人力资源管理作为战略商业伙伴:来自埃塞俄比亚选定的私人商业银行的见解
人力资源管理职能正在从注重法律合规的行政职能演变为要求人力资源成为提高业务绩效的战略合作伙伴的战略职能。然而,仍然有组织认为人力资源管理仅仅是一个成本驱动因素,而不是一个增值功能。本研究试图检验人力资源管理是否正在发挥其战略作用,以提高选定的私人商业银行的竞争优势,并评估人力资源管理执行其作为战略合作伙伴的功能的贡献因素。数据的收集采用一份自我管理的问卷,该问卷设计并分发给选定的私人商业银行人力资源部门的员工。研究结果证实,人力资源参与、心态、能力和角色平衡是人力资源成为战略合作伙伴的推动者和贡献者。此外,研究结果表明,心态和能力可以影响人力资源作为战略合作伙伴的角色。进一步发现人力资源管理作为战略合作伙伴的现状处于中等水平,因为它的推动者在更高的层次上不存在。因此,与战略合作伙伴相比,人力资源管理作为行政专家的角色仍然占主导地位,但可以观察到人力资源管理正在向战略功能而不是行政功能发展。因此,为了实现人力资源管理的全面战略伙伴关系,建议私人银行人力资源管理工作单位通过利用人力资源战略业务伙伴的心态、能力、人力资源参与和角色平衡等推动因素,继续努力实现人力资源管理职能从常规行政职能向战略职能的转变。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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