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Human Resource report “Role of
Human Resources department as a
business partner of the
Company(NOKIA)”

Prepared by: NAME
Lecturer: NAME
Study: COURSE
ACADEMIC YEAR
Faculty Number:
Date:

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Table of content:
1
...
1
...
2
...
Business partners issues and structure
4
...
Common elements of
the business partner role
...
Challenges of the HR business partnering model
...
Measurement used in HR business partnering
...
Business partner knowledge, skills and abilities
...
Pros and cons business partner model
...
Conclusion
10
...
What is HR business partnering?
In the HR business partner model, the human resource department participates in strategic
planning to help the business meet present and future goals
...
The business partner model relieves pressure from management to polish
employee job skills for efficiency and productivity, as well as identifying, developing and
tending key employees for advancement
...
If the HR
department is already overworked with everyday employee relation issues, there may not be
adequate time and personnel to devote to partnering with the business for additional functions
...
In theory, the
HR business partner model is designed to positively impact the business on all levels over time
...
In the training and development process, HR is able to
pinpoint which employees need particular training and ensure that it is carried out
...
Whether to
grow the business or to make it more competitive, productive, efficient, or to solve problems,
change in the business standard is often necessary
...
Proponents of the model
recognize that the personal success and job satisfaction of the individual is one of the keys to
business success, and a well-run HR partner model is ideally suited to focus on both the needs
of the individual and the company
...
Expecting a one-person HR office to handle generalist duties on top of recruiting,
interviewing, training, reviews and strategic planning will result in frustration and possible
program failure for all involved
...


2
...
The
model is the solution, not the diagnostic
...
Then look at
company’s organisational solution
...
This may turn out to look like the business partner
model or a variant of it
...
2 Implementing the HRBP model
Whether a business is a start-up or already well established, business implementation
becomes the responsibility of all the employees
...
To implement a plan properly, managers
should communicate clear goals and expectations, and supply employees with the resources
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needed to help the company achieve its goals
...

Making workers feel valued also helps maintain or improve employee retention
...
When executed properly, business implementation can increase interdepartmental
cooperation
...
Business
implementation helps unite departments, open the lines of communication, create a diverse
culture within the organization and increase efficiency and productivity
...
Business implementation is important for moving a
company forward
...


3
...
The
success is also reflected in excellent financial performance and their market share worldwide
...
Nokia’s corporate philosophy is focused on ‘The Nokia
Way’ reflecting equality amongst employees, openness to people and sharing new ideas
...
Applicants
are selected on the basis of their skills and knowledge in relationship to the job’s technical
requirements (person–job fit) and on the basis of the fit between a candidate and Nokia’s
culture (person–organization fit)
...
Training and development is mainly facilitated
through intranet with eLearning opportunities and personal coaching by more experienced
Nokia employees
...
Every answer from the
HR department on these questions is openly published on the intranet
...
Teleworking, mobile working, flexible working
hours, study leaves and sabbaticals are illustrations of the latter HR practices applied to
motivate Nokia’s employees
...
Key Roles and key responsibilities of the HR business
partner the company
...
Challenges of the HR business partnering model
To continue building on its global success NOKIA needs to identify, retain and develop
talented employees with the potential to drive the business forward
...
This would not only improve staff
retention by offering greater career progression but would also reduce costs and reliance on
external recruitment agents
...
Most importantly it can now readily identify
the talented individuals who are keys to its future success
...
It is a bonus scheme that rewards length of service further talented individuals to
stay with the company
...
Once seen as a place where
employees go when they're in trouble, the HR department can be a forum for employees to air
their concerns with management, the organization or co-workers without fear of
discrimination or retaliation
...
But HR is generally considered a costly
department to run because it's not revenue producing
...
The challenge for HR managers is to convince the
business partners that having happy employees and hiring the "right" people can earn the
business more money in the long run
...
Measurement used in HR business partnering
...
NOKIA’s HR wants to contribute to the overall success of the
organization and the attainment of the organization’s most important goals
...

Here are specific examples of factors that Human Resource departments measure
...
The more specifically the Human Resource measures fits the company
goals, the better HR measure serve to themselves and NOKIA company
...
Business partner knowledge, skills and abilities
Technology makes our lives easier and most people love it; and so do our shareholders
...
The problem with this recent evolutionary adaptation is that it's slowly replacing
one of our first—the ability to communicate face to face
...
The problem doesn't lie in the act of communicating it lies
in our preferred medium
...


Knowledge
• A body of information needed to perform a task
...

Skills
• Skills are the proficiency to perform a certain task
...

Abilities
• Abilities are an underlying, enduring trait useful for performing tasks
...

Dwight D
...
In addition, HR managers are
responsible for developing and administering training programs within an organization that
are effective in strengthening employees’ talents and reducing their weaknesses
...
The programs also require an element of motivation and a
system to determine if the programs are effective at achieving the goal of promoting the
organization’s business strategy
...
Pros and cons business partner model
...

Some possible pros:






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Shared cost of start-up
...

Shared business risks and expenses
...

Mutual support and motivation
...
If your partner skips town, you'll be liable for all the debts, not just
half of them
...

You do not have total control over the business
...

A friendship may not survive a partnership
...
Rockefeller's famous
words: "A friendship founded on business is a good deal better than a business founded on
friendship
...
Conclusion
Nokia applies specific HRM practices that focus on attracting and retaining good
employees
...
Empirical research shows that these
practices enhance employee satisfaction, organizational commitment, employee retention,
employee presence and loyalty
...


10
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(2000)
...
Retrieved
February 7, 2011
www
...
com/global/about-nokia/
Corporate Leadership Council’s HR–Line Support Effectiveness
Society of Human Resource Management (SHRM)
Kloeg, M
...
(2002) Nokia, the Inside Story
...


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