Question 1: The need for HR to be a strategic partner to sustain competitive advantage is widely espoused, but appears to be less often enacted. IT, Finance and even Marketing are all facing similar challenges.
1. What is it about these functions that lend themselves to this criticism?
2. Is it deserved, or simply a result of the fact that they are not part of "operations" end of the business? Why?
Question 2: Assume the role of a business user being supported by HR, and answer both questions:
1. How is it advantageous to understand HR's internal structure, focus and key processes?
2. Provide examples from within your own organization to support your answer.