HR as a Strategic Business Partner: Challenges and ... as a Strategic Business Partner: Challenges and Opportunities ... HR as a Strategic Business Partner: Challenges and ... Figure 2.1 A linear strategic HRM

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<ul><li><p>HR as a Strategic Business Partner: Challenges and </p><p>Opportunities </p><p> : </p><p>By </p><p>Ali Eldin Loutfi Abd Alla Ibrahim </p><p>ID: 201312125 </p><p>Dissertation submitted in partial fulfilment for the degree of </p><p>MSc in human resources management </p><p>Faculty of Business </p><p>Dissertation Supervisor </p><p>Dr. Tamer F. Elewa </p><p>March - 2015</p></li><li><p>i </p><p>DISSERTATION RELEASE FORM </p><p>Student Name: </p><p>Ali Eldin Loutfi Abd Alla </p><p>Ibrahim </p><p>Student ID: </p><p>2013112125 Programme: </p><p>MSc HRM Date: </p><p>May 2015 </p><p>Title: HR as a Strategic Business Partner: Challenges and Opportunities </p><p>I warrant that the content of this dissertation is the direct result of my own work and </p><p>that any use made in it of published or unpublished copyright material falls within the </p><p>limits permitted by international copyright conventions. </p><p>I understand that one copy of my dissertation will be deposited in the University </p><p>Library for permanent retention. </p><p>I hereby agree that the material mentioned above for which I am author and copyright </p><p>holder may be copied and distributed by The British University in Dubai for the </p><p>purposes of research, private study or education and that The British University in </p><p>Dubai may recover from purchasers the costs incurred in such copying and </p><p>distribution, where appropriate. </p><p>Electronic Submission Copyright Statement </p><p>Please choose one of the following two licenses and check appropriate box. </p><p> I grant The British University in Dubai the non-exclusive right to reproduce </p><p>and/or distribute my dissertation worldwide including the users of the repository, in </p><p>any format or medium, for non-commercial, research, educational and related </p><p>academic purposes only. </p><p>Public access to my dissertation in the Repository shall become effective: </p><p> Immediately 24 months after my </p><p>submission </p><p> 12 months after my submission 48 months after my </p><p>submission </p><p> I grant The British University in Dubai the non-exclusive right to reproduce </p><p>and/or distribute my dissertation to students, faculty, staff and walk-in users of BUiD </p><p>Library, in any format or medium, for non-commercial, research, educational and </p><p>related academic purposes only. </p><p> Signature: </p><p>Ali Eldin Loutfi Abd Alla Ibrahim </p></li><li><p>ii </p><p>Abstract </p><p> Several studies in the field of HRM concentrate on the importance of HRBP to the </p><p>business performance. This research focuses on the relationship between achieving </p><p>HRBP and its challenges in a UAE medical organisation. </p><p>The quantitative based approach was used to research the problem through collecting </p><p>data from HR professionals, senior managers, line managers and medical </p><p>professionals working in a medical UAE based organisation. The study has used a </p><p>self-administered questionnaire to examine the relationship between variables. The </p><p>questionnaire was adapted from previous research findings, Human resource-role </p><p>assessment survey by Ulrich &amp; Conner (1996) and Ulrich HRBP model (1997). The </p><p>survey was sent by emails to 342 employees and out of them 259 completed the </p><p>survey. Cronbachs alpha correlation and 2-tailed significance tests were employed to </p><p>examine the hypothesised relationships. The results show that there is an empirical </p><p>evidence of statistical relationship between the HRM practices synergy and HRBP </p><p>performance. In addition, a positive relationship between HR business partners role </p><p>understanding and HRBP performance is detected. HRPs business knowledge shows </p><p>a significant relation to HRBP performance as well. The last finding indicates a </p><p>significant relationship between the management support and HRBP performance. </p><p>The new findings of this research stand as a new gadget for a competitive advantage </p><p>to apply HRBP in any organisation and an annexure to the HRBP literature. </p><p>Keywords: HRBP, HRBP Performance, Business Knowledge, HRM, Role </p><p>Understanding, Synergy between HR Practices </p></li><li><p>iii </p><p>. </p><p> .</p><p> . . </p><p>( 6911 ) </p><p> 351 243 . (9116 )</p><p> . . </p><p> . </p><p> .</p><p> . </p><p> . </p><p> . </p></li><li><p>iv </p><p>Acknowledgement </p><p>In the Name of Allah, the Most Gracious, the Most Merciful </p><p>All praise is due to Allah, who empowered me with purposefulness and strength to </p><p>accomplish this Dissertation. </p><p>Who does not thank people has not thanked Allah; hence I extend my thankfulness </p><p>and gratitude to my Mom &amp; Dad who taught me since an early age the value and </p><p>essence of learning. A profound thanks to another person who put a magic touch in </p><p>my life and helped me achieving my educational and professional growth is my </p><p>patron and elder brother Mr. Mohammed Rashid Al Falasi. Profound thanks to my </p><p>role model, mentor and supervisor Dr. Tamer Elewa who helped me a lot through </p><p>guidance, advising and support to complete this dissertation. Heartfelt thanks to my </p><p>tender-hearted wife and two little kids, Eyad and Youssif who never departed my </p><p>mind all the way through and a look at them always gives me the power and </p><p>inspiration. </p></li><li><p>Table of Contents </p><p>Page </p><p>Dissertation release form ............................................................................................. </p><p>Abstract ....................................................................................................................... </p><p>Acknowledgement ..................................................................................................... iv </p><p>Chapter 1 </p><p>Introduction </p><p>1.1 Purpose of the Study ..............................................................................................1 </p><p>1.2 Research Questions ................................................................................................1 </p><p>1.3 Context of the Study ..............................................................................................2 </p><p> 1.3.1 Background ................................................................................................2 </p><p> 1.3.2 Research Introduction ................................................................................5 </p><p>1.4 Research Problems .................................................................................................8 </p><p> 1.4.1 Main Problem ............................................................................................8 </p><p> 1.4.2 Sub-problems .............................................................................................9 </p><p>1.5 Significance of the study .......................................................................................9 </p><p>1.6 Assumptions ........................................................................................................10 </p><p>1.7 Structure of the Dissertation ................................................................................10 </p><p>Chapter 2 </p><p>Literature Review &amp; Research Hypotheses </p><p>2.1 Introduction ..........................................................................................................12 </p><p>2.2 HRM Origins &amp; History ......................................................................................12 </p><p>2.3 Old HRM Practices ..............................................................................................13 </p><p>2.4 New HRM Practices ............................................................................................14 </p><p>2.5 HRM Approaches ................................................................................................14 </p><p>2.6 HRM Measurement Tools ...................................................................................15 </p><p>2.7 Strategic Human Resource Management (SHRM) ..............................................15 </p><p> 2.7.1 Definitions &amp; Background .......................................................................16 </p></li><li><p> 2.7.2 SHRM Theory .........................................................................................17 </p><p> 2.7.3 SHRM Approaches ..................................................................................18 </p><p> 2.7.4 SHRM Critiques ......................................................................................19 </p><p> 2.7.5 SHRM Barriers ........................................................................................20 </p><p>2.8 Human Resources Business Partnering (HRBP) .................................................22 </p><p> 2.8.1 Definitions &amp; Background .......................................................................22 </p><p> 2.8.2 HRBP Origins ..........................................................................................24 </p><p> 2.8.3 Ulrichs HRBP Model .............................................................................25 </p><p> 2.8.4 HRBP Barriers .........................................................................................27 </p><p> 2.8.4.1 Lack of Synergy between HRM Practices ....................................28 </p><p> 2.8.4.2 Understanding the Role of Human Resources Business Partners 30 </p><p> 2.8.4.3 Lack of Business Knowledge among HR Professionals ...............31 </p><p> 2.8.4.4 Lack of Support from the Top Management &amp; Line Managers ...32 </p><p>Chapter 3 </p><p>Research Design &amp; Methodology </p><p>3.1 Introduction ..........................................................................................................35 </p><p>3.2 Research Design ..................................................................................................35 </p><p>3.3 Research Population &amp; Sampling ........................................................................36 </p><p>3.4 Conceptual Framework ........................................................................................37 </p><p>3.5 Study Instrument ..................................................................................................39 </p><p>3.6 Methods of Analysis ............................................................................................39 </p><p> 3.7 Ethical Considerations .........................................................................................40 </p><p>Chapter 4 </p><p>Descriptive Statistics &amp; Measures </p><p> 4.1 Introduction ..........................................................................................................41 </p><p> 4.2 Descriptive statistics ............................................................................................41 </p><p>4.3 Measures ..............................................................................................................43 </p><p> 4.3.1 The Synergy between HRM Practices ....................................................46 </p></li><li><p> 4.3.2 Business Knowledge.............................................................................. 47 </p><p> 4.3.3 Role Understanding ................................................................................47 </p><p> 4.3.4 Management Support ..............................................................................47 </p><p> 4.3.5 HRBP Performance ................................................................................48 </p><p> 4.3.6 Control Variables ....................................................................................48 </p><p>Chapter 5 </p><p>Data Analysis &amp; Findings </p><p>5.1 Introduction ..........................................................................................................50 </p><p>5.2 Scale Reliability Analysis ....................................................................................50 </p><p>5.3 Descriptive Analysis ............................................................................................51 </p><p> 5.3.1 Frequencies and Distributions ................................................................51 </p><p> 5.3.2 Correlations .............................................................................................55 </p><p>5.4 Hypotheses Interpretations ..................................................................................58 </p><p> 5.4.1 Hypothesis 1 ...........................................................................................58 </p><p> 5.4.2 Hypothesis 2 ...........................................................................................58 </p><p> 5.4.3 Hypothesis 3 ...........................................................................................59 </p><p> 5.4.4 Hypothesis 4 ...........................................................................................59 </p><p>Chapter 6 </p><p>Discussion </p><p> 6.1 Discussion ............................................................................................................61 </p><p> 6.2 Limitations &amp; Future Research ............................................................................64 </p><p>Chapter 7 </p><p>7. Conclusion &amp; Recommendations .............................................................66 </p><p>References .................................................................................................................68 </p><p>Appendices................................................................................................................76 </p></li><li><p>List of Tables </p><p>Table 4.1 Descriptive Statistics .................................................................................43 </p><p>Table 4.2 Reliability Statistics ...................................................................................44 </p><p>Table 4.3 Item-Total Statistics ...................................................................................46 </p><p>Table 5.1 Scale Reliabilities ......................................................................................51 </p><p>Table 5.2 Descriptive Statistics of Main Variables ...................................................51 </p><p>Table 5.3 Normality Measures ..................................................................................55 </p><p>Table 5.4 Correlations between all Variables ............................................................56 </p><p>Table 5.5 Correlation between the Dependent and Independent Variables ...............57 </p><p>List of Figures </p><p>Figure 1.1 Turnover rate in hospital Z in 2010 &amp; 2011 ...............................................6</p><p>Figure 1.2 Profit Ratios in Hospital Z in 2010&amp; 2011 ................................................7 </p><p>Figure 2.1 A linear strategic HRM model .................................................................17 </p><p>Figure 2.2 Ulrich, D, (1997) Human Resource Champions ......................................25 </p><p>Figure 3.1 Conceptual Framework ............................................................................38 </p><p>Figure 5.1 Histogram Synergy between HRM Practices ...........................................52 </p><p>Figure 5.2 Histogram Business Knowledge ..............................................................52 </p><p>Figure 5.3 Histogram Role Understanding ................................................................53</p><p>Figure 5.4 Histogram Management Support .............................................................53</p><p>Figure 5.5 Histogram HRBP Performance .....................................</p></li></ul>