Human Resource Practitioner Relationship Analysis

HR professional role as a strategic partner is more strategically oriented. Strategic HR practices is defined as the process that connect the HR practices to business strategy. In other words, strategic HR is the basis for line managers to create and implement effective HR strategies. HR practitioners has to managing the strategic human resources by establish partnership role with senior and line managements of the organization to contribute to strategy execution. According to Friedman (2009), HR practitioner as a strategic partner must be positioned at a high organizational level. HR practitioners participate in senior management teams as their partner. Connection with other departments allow HR professional to contribute in designing organizational strategy. They get involve in the process rather than only follow the strategy presented by senior leadership. As strategic partner HR professional align the HR with business strategy to ensure the organization’s operational effectiveness. They focus on examines the specific HR strategic activities and develop organization structure to support

Effective and clear communication process between top level and low management level can assist the HR practitioner to avoid risk in the organization (Mitsakis, 2014). Good communication skills play a very important in an organization. This is because as the strategic partner, the human resource professional has to clearly communicate the financial value and human resource policies with the managers and other members of the organization. At the same time, the human resource practitioner also has to deliver the organization vision and mission clearly to guide the employee in order to achieve business goals. This is because a good communication skill able to advocate manager to select suitable strategy and avoid misunderstanding occurs. This can increase the management team’s standard of strategic