2.The various ways in which the HR department can measure that strategic partnership is adding value to the organization are as follows:
Profitability: The increase in the profitability is a measurable parameter that highlights whether value is being added due to the strategic partnership (Jackson, Schuler & Jiang, 2014). If the HR department observes that the profitability has been increased significantly, then the partnership is considered as a successful one. However, if the profitability of the business organization is decreased then the partnership relation is an unsuccessful one.
Employee satisfaction: The job satisfaction is essential for any employee and these results in employee retention. If the HR observes that the employee satisfaction is significantly increased after the strategic partnership, then it could be concluded that the partnership was a successful one, and value has been added by working in partnership (Snell, Morris & Bohlander, 2015). However, decrease in the employee satisfaction and employee deflection highlights the fact that working in partnership was not an effective one. Thus, employee satisfaction and employee retention is a measure of the effectiveness of the working in partnership.
Objective fulfillment: The fulfillment of the objectives of the organizations highlights the fact that the partnership is a successful one. If it is observed that the organizational goals are not fulfilled successfully, then the partnership does not add value to the organization. The partnership is indented to enhance the business of the organizations, hence objective fulfillment highlights that the partnership has added value to the organization.
Armstrong, M., & Taylor, S. (2014). Armstrong's Handbook Of Human Resource Management Practice. Kogan Page Publishers.
Bucker, J., Van Der Heijden, B., Benschop, Y., Peters, P., Schouteten, R., & Poutsma, E. (2016). Sustainable Organizations And The Role Of HR: HR Related Interventions Towards Sustainable Change Processes.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An Aspirational Framework For Strategic Human Resource Management. The Academy Of Management Annals, 8(1), 1-56.
Snell, S. A., Morris, S. S., & Bohlander, G. W. (2015). Managing Human Resources. Nelson Education.
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