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Strategic Role of the HRM Function The amount of time that the human resource management function devotes to administrative tasks is decreasing, and its roles as a strategic business partner, change agent, and

employee advocate are increasing. HR managers face two important challenges: shifting their

focus from current operations to strategies for the future and preparing non-HR managers to develop and implement HR practices. To ensure that HRM contributes to the company’s

competitive advantage, many HR departments are organized on the basis of a shared service

model. The shared service model can help control costs and improve the business relevance and

timeliness of HR practices. A shared service model is a way to organize the HR function that includes centers of expertise or excellence, service centers, and business partners. Centers of

expertise or excellence include HR specialists in areas such as staffing or training who provide

their services companywide. Service centers are a central place for administrative and transactional tasks such as enrolling in training programs or changing benefits that employees

and managers can access online. Business partners are HR staff members who work with

business-unit managers on strategic issues such as creating new compensation plans or development programs for preparing high-level managers. Walgreens provides employee

relations, recruiting, and HR data services through a shared services team. Walgreens

introduced a website, myHR, that employees can access to get answers to their questions about benefits, HR policies, and talent management. It provides confidential personalized information

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5/24/24, 6:25 PM Strategic Role of the HRM Function

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