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Learning Goal: I’m working on a writing discussion question and need an explanation and answer to help me learn. Reply to another student response and include a minimum of two references for each question(1&2).Question 1: What does Strategic HR mean?A strategic business partner looks at the bigger picture when it comes to figuring out how to proceed with an ever-changing work environment. There are several variables that can affect an organization’s productivity and success. A strategic business partner must take all of those variables to help guide the organization in a direction of positive growth. As stated by Sims and Bias, “HRM is now expected to sit at the senior leadership table and recommend processes, approaches, and organization or business solutions that improve the ability of the organization’s people to effectively contribute.” It’s important for the HR strategy to be aligned with the business strategy because the main goal is for an organization to continue to grow, succeed, and evolve. If the HR strategy did not follow the business strategy it would cause an environment of confusion in what employees are supposed to be working towards. Strategies are meant to be results oriented and created to get an organization in the direction to meet their mission, vision, and goals. “All the elements of HR – selection, placement, job design, and compensation – need to be aligned with the company’s strategy so that the right employees are hired for the right jobs and rewarded properly for the contributions to furthering the company’s goals” (Lumen Learning, n.d.). HR managers need to have good people skills and be able to communicate well both written and verbally. HR managers with good people skills will have better chance at creating a network of highly skilled employees and teams that can take on the challenges their organization will face. They also need to have technological skills to be able to keep up with the quickly evolving technology advances. HR managers also must be able see the big picture when developing policies and procedures that will effectively add strategic value to the organization. Another important skill for HR is conflict resolution to help with how to handle grievances in the workplace. The skills mentioned help to create a HR department that is focused on taking care of the people and its organization. “The goal of HR is to ensure that an organization has the right skills, abilities, and knowledge to implement its strategy” (Lumen Learning, n.d.). References:Lumen Learning (n.d.). The Changing Role of Strategic Human Resource Management. Retrieved from https://courses.lumenlearning.com/principlesmanagement/chapter/16-2-the-changing-role-of-strategic-human-resource-management-in-principles-of-management/Ronald R. Sims. (2019). Human Resources Management Issues, Challenges and Trends: “Now and Around the Corner.” Information Age Publishing. Question 2: Thoughts about HR Functions in today’s world The HR functions have changed significantly over the last several decades. In the past, HR was strictly an administrative office that handled employee paperwork, dealt with orientation, benefits, compensation and data entry for employee files. Now, HR functions still handle the mentioned, but their scope has grown and evolved into so much more that paperwork and data entry. As a clinical manager, I have noticed the shift of priorities within my organization evolve from focusing only on output and productivity to focusing on the staff members and their skills development. In recent years, more effort and focus has been put into how to take care of the employees and giving staff members the opportunity to be creative and innovative to create a better work environment. This in turn improved customer satisfaction, increased productivity, employee satisfaction, and improved retention. In our class readings it was stated that, “Allowing employees time to be creative on the job not only helps attract the types of employees these companies want, but also benefits the company when employees come up with innovative ideas and strategies” (Lumen Learning, n.d.). It also mentioned that, “Todays, HR managers need to think less about enforcing compliance rules and tracking simple metrics and more about how policies will help achieve strategic goals” (Lumen Learning, n.d.). I believe that HRM roles will continue to evolve as we speak. Now that the constraints put on the workforce with the global pandemic continue to subside, businesses are continuing to discover more creative ways to do virtual office work and utilize new technological advances. This will create new challenges for HRM on how they recruit, select, train, develop, compensate, create safety/health measures, and employee/labor relations. References:Lumen Learning (n.d.). The Changing Role of Strategic Human Resource Management. Retrieved from https://courses.lumenlearning.com/principlesmanagement/chapter/16-2-the-changing-role-of-strategic-human-resource-management-in-principles-of-management/Ronald R. Sims. (2019). Human Resources Management Issues, Challenges and Trends: “Now and Around the Corner.” Information Age Publishing.