Failure on Stage

Kunert, Sebastian; Fuhrmann, Harry

doi:10.1007/978-3-319-72757-8_21

Cited by 1 publication

(2 citation statements)

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“…While some know all about the different departments, feel comfortable contacting them directly, and only use their HRBP as a last resort, others are less knowledgeable and always use their HRBP. Even though all HRBPs acknowledge that their work must involve some operational duties, there is agreement that line managers should refrain from dealing directly with various aspects of economic crises in Israel (Kunert, 2018). Instead, they should employ the HRBP as the role is to deal with financial problems.…”

Section: Arithmetic Averagementioning

confidence: 99%

“…Earthquakes, hurricanes, and other natural disasters are usually characterized as sudden shocks. HRBP management is affected in many ways, such as skill shortages, the well-being of staff, and rising unemployment (Kunert, 2018). Last but not least, the COVID-19 pandemic unexpectedly struck the world in 2020, forcing many businesses to shut down.…”

Section: Introductionmentioning

confidence: 99%

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The Role of the Human Resources Business Partner (HRBP) Manager in Dealing with Economic Crises in Organizations in the Public Sector in Israel

Qassoom¹

2023

Preprint

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This article sought to develop an understanding of the Human Resource Business Partner (HRBP) manager's role in addressing economic crises in Israeli public sector businesses. Understanding the HRBP's role in addressing the economic crisis in Israel has been one of the critical goals. Results have also supported the idea that HRBP managers share rather than own business strategy and vice versa(Cavusgil, Knight, & Riesenberger, 2020). The results verify that the execution of the HRBP function has been a critical aspect of integrating HR with the business at the Authority for National-Civic Service in dealing with economic crises. However, the change in focus from HRBP assistance to business partnering highlighted in this thesis also indicates that the reinvention of HRBP is typically a continual and fragmented process, both in the literature and in practice(Storey, Ulrich, & Wright, 2020). As a result, the HRBP post at the Authority for National-Civic Service comprises a high level of individualism. It is affected by professional and contextual criteria, such as seniority and the specific business unit under which it acts. Finally, the HRBPs at the Authority for National-Civic Service can reach the position of trusted advisers and perform mainly on a strategic level, even with individual and contextual variances recognized. The business partners have a crucial role in boosting overall HR performance, so continuing focus on creating and sustaining interactions with managers and HRBP professionals in other areas is encouraged(Youndt, Snell, Dean, & Lepak, 2019).

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Section: Arithmetic Averagementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%