Question :Madu, B. C. (2009). An examination of the competencies required in the transformation of the human resources professional to an executive management strategic partner in the 21st century. (Order No. 3366453, Capella University). ProQuest Dissertations and Theses, , 113-n/a. Retrieved from https://search.proquest.com/docview/305162448?accountid=8289. (305162448).
McDermott, L. (1996). Ok, we need to redesign. so where do we start? The Journal for Quality and Participation, 19(2), 52. Retrieved from https://search.proquest.com/docview/219130186?accountid=8289
Peoples, L. T., & Sanders, N. F. (1994). Health care system redesign: A strategic management framework. Hospital Materiel Management Quarterly, 16(2), 1. Retrieved from https://search.proquest.com/docview/234272049?accountid=8289
Sherbert, E. G. (2001). The impact of work redesign on job satisfaction, organizational commitment, employee absenteeism and turnover: A longitudinal study. (Order No. 3031348, Nova Southeastern University). ProQuest Dissertations and Theses, , 211-211 p. Retrieved from https://search.proquest.com/docview/251735743?accountid=8289. (251735743).
Tinnila, M. (1995). Strategic perspective to business process redesign. Management Decision, 33(3), 25. Retrieved from https://search.proquest.com/docview/212087315?accountid=8289
1. What is the appropriate manner for a HR professional to transition to the strategic role as executive partner on HR related issues? Should a job redesign be undertaken if it will improve efficiency even if the employees do not want it?