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Hello Class,             From my experience working with HR representatives, I believe they are focusing on the right things. Our HR department was significantly reduced and there is one representative doing all the functions of staffing, talent development and employee and labor relations, but I don’t believe its enough support for an entire organization. The response time is delayed and not timely as having actual support in person, since this representative is only in the office once a month. An example of activities where HR is a strategic partner with its organization is “creating an HR strategy that aligns with this sense of open communication can have the major benefit of helping stakeholders feel like their opinions are valued and meaningful to the company's owners and executives (Bradley, J., 2019).” This improves teambuilding across an organization and employees work better together as long as they feel valued and the communication is transparent. “With HR at the planning table, HR can forecast how many people will be needed and with what skills (Nielsen, L., n.d.).” This allows your organization to have support in either promoting new positions or determining who to be trained or if you need to outsource for specific positions to support your business need. Some examples where they have not been in line strategically, are not being sufficient in providing the services necessarily in a timely manner. 

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