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How does transformation of HR roles act as a strategic partner in a mid-size private New York hospital?

Annotation  References
How does transformation of HR roles act as a strategic partner  in a mid-size private New York hospital?
Anson, B. R. (2000). Taking Charge charge of Change change in a Volatile volatile Healthcare     healthcare Mmarketplace.
Human Resource Planning, 23(4), 21-33.
Change is never easy and even more difficult when complex situations exist especially in the healthcare industry. This article discussed the impact for what HR roles and responsibilities should be when managing organizational change. Emphasis is placed on HR functions in an organization to be a strategic partner and for the HR professionals to serves as “change agents.” Critics argue that HR has been slow to manage, and implement change and to take the ideal state of the organization culture to a practical state. Key action steps for managing culture changes are presented. The crucial need of finding the balance approach between centralized and decentralized decision-making was made apparent. Because of the effectiveness of the HR department the hospital was able to maintain its outstanding service and reputation. The author has more than 20 years of experience in Human human Resourcesresources, specializing in Organizational organizational Developmentdevelopment.
Ulrich, D., Younger, J., & Brockbank, W. (2008). The twenty-first-century HR organization.
Human Resource Management, 47(4), 829-850.
A wellAn effective HR department can add tremendous value to any organization. The HR department brought value to an organization through recognizing the need for HR to be structured with the organization structure of the business, and the importance of laying out the roles (specifically five) and the responsibilities of HR.  HR roles and responsibility responsibilities vary depending on how the an organization is structured. Organizations can operate as either as an allied/diversified structure, or holding company, or single/functional business. Single/functional HR approach is normally for start-ups and small companies. While allied/diversified approach is more for a mid-sized organization. The pros and the cons to the each structure are recognized in the article.  Emphasis on why HR must have clear strategy that delivers results and value. The authors, Dave Ulrich, Jon Younger and Wayne Brockbank, have a considerable about of depth and experience in the field of HR. All three authors are partner of the RBL Institute and have consulted with more than 100 of the Fortune 500 companies.
Bell, B. S., Lee, S., & Yeung, S. K. (2006). The impact of e-HR on professional competence in
HRM: Implications for the development of HR professionals. Human Resource     Management, 45(3), 295-308.
Like all industries, technology is has  changed and still changing how HR does business and the basic competencies of what an HR department must have to be effective. Technology can present HR with ample opportunities to become more efficient in every aspect of the field of HR.  This article examines the impact that technology has on HR roles and responsibilities and the linkage with electronic human resources (e-HR). E-HR competencies play a part of the knowledge  of the business. The delivery of the HR practices can help organizations deal with changes in management and policies. Information technology is playing a crucial role is driving innovations and opportunities for HR to become more efficient and ultimately bring value the customers of the organization. Some of the top fortune Fortune 500 companies use e-HR to be more efficient in all aspects from interviews to training for example. HR professionals can focus attention on being a strategic business partner through e-HR tools. Although some companies invest in IT to reduce the HR role, studies have shown that e-HR can be a value added to the organization. All three authors have extensive knowledge and expertise concerning development of organizations.
Tyagi, R. K., & Sawhney, M. S. (2010). High-Performance performance Product product Managementmanagement: The Impact impact of
Structurestructure, Processprocess, Competenciescompetencies, and Role role Definitiondefinition. Journal Of of Product Innovation Management, 27(1), 83-96. doi:10.1111/j.1540-5885.2009.00701.x
Organizations tends to focus more on creating their products better and more efficiently, yet this article points out the need for more focus on creating an effective product management organization. The lack of job roles and job descriptions can hamper the process of evaluating the performance of a product manager. “There is relatively little literature on the organizational structure, human resource practices, and product management processes that can be key enablers or inhibitors for product managers” (Tyagi & Sawhney, 2010, page). The article addresses some of the boundaries and interfaces that challenge product managers face, and offers recommendations on eliminating the internal boundaries wherever possible. How interpersonal skills are one of the important sources of product manager competencies and knowledge.
Mattson, B. W. (2000). Development and validation of the critical outcome technique. Human
Resource Development International, 3(4),
The value of any human resource development (HRD) program is not the easiest to verify.  This article offers the critical outcome technique (COT) to provide validation to a HRD program. There are two case studies presented, the outcomes from a communication development program and the outcomes from a management development program. Through data and research, recommendations on how to improve the HRD program are also presented. COT is a five step process: Outcome definition, outcome inquiry, outcome verification, outcome valuation, and outcome report (Mattson, 2000).
Total possible points    Grading Area    Points Earned
15 pts (10%)    Appropriate business case study    0
15 pts (10%)    Develops an appropriate management research question/topic    12
15 pts (10%)    Uses proper grammar and spelling    11
15 pts (10%)    Uses correct APA format for references    10
90 pts (60%)    Annotated reference list is detailed and thorough (not just a cut-and-paste of the articles’ abstracts)    50
100% or 150 points total        83
The assignment required a case annotation plus a minimum of five reference annotations. There are only five annotations here in total. I believe it is the annotation of the case study article you plan to use since none of the annotations make reference to a hospital setting? Because of that, I am unable to include an evaluation of it here. If you want to submit that quickly (by July 10), I will revise the grade for that section of this assignment.  If I am wrong about the case study not being included as an annotation, it is another article that is not here.
None of the annotations included here follow the format outlined in the assignment. I encourage you to work with Rachel and to take more time editing your work. The number of grammatical and other errors here probably do not represent the best of your abilities.

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