Relevance of Hr

| It should not be difficult for HR to be relevant in an organization such as the U of R and the line of sight should be quite clear although sometimes people can lose sight of it. Although the U of R is an educational institution they are still business who is providing a product (education) to a customer (students). The complexities within HR at the University may lie between the various levels of employees at the University but the University does have one common purpose which is to educate. Management must be sure that all of their employees are aware of how their role in the institution fits into the overall strategic plan and impacts the success of the organization. The U of R has a comprehensive strategic plan and as long as HR’s strategy aligns with the strategic plan of the University then the University should be recognized for superior quality instructors and support staff who provide students with a high quality experience. |

U of R presents an excellent example of how relevant HR can be within an organization. In my opinion, the important question is this: is the U of R a successful venture? Is the university efficiently run by competent Staff? Is the HR department a recognised Partner in strategy formulation within this organisation? If we are to agree with Boselie et al's position that, there is growing evidence that human resource management practices can positively affect organizational performance, then it is not difficult for HR to be relevant to U of R.

We have seen how it became necessary for U of R to expand talent pool for the Kenneth Levene Business School and department of nursing for instance, to meet business needs and cater for the growing demand in this particular area. Even though this may have had a multi-departmental and multiple level involvement, what cannot be contested is the fact that HR was involved.

To be recognised by stakeholders, HR needs to be known for attracting and retaining competent talent necessary to further U...