Business Partners and the Three-legged stool by Marchington,M. and Wilkinson,A. Harvard Case Solution & Analysis

Business Partners and the Three-legged stool by Marchington,M. and Wilkinson,A. Case Solution

Role OF Social Media and HR managers:

Apart from the above discussion, there are certain trends that have also shifted the role of HR mangers which includes the emergence of Social Media. In the past, the HR managers remained reluctant to use the social media to interact with the potential pool of the customer and also to develop the brand image in the mind of employees and stakeholder, however in the recent period, the changing role of HR managers has made them utilize the platform to attract the skilled work forces and also creates a strong brand positioning and image, making the organization an interactive entity, rather than monotonous (Page, 2017).

Employee experience and HR managers:

In addition to the usage of technology in developing the HR strategies and plan, the role of HR managers has changed from administratively handing the employee issues to creating a great experience for the employees in the organization. Such made the HR manager, the strategic leaders in the organization to decide the right factors that creates value for the employee in the job and also maintains their interest in the long-term. In the past, the HR remained the isolated part of the organizations, however, now it has become more engaging and interactive with the employees and the other top management, making the HR manager develop the right practices in creating value for the employee (Thomas, 2018).

What do you consider have been the main internal and external drivers for that change?

Well by analyzing the overall changes, the role of HR Function and HR managers in the market, it can be said that there are certain external and internal factors making the HR to shift from traditional roles to the new changed roles.

External Factors


The level of competition in the industry has continually effected the ability of the organization to hire the potential candidates. Such skilled labors offer organization the competitive edge in the market enabling the origination to sustain in the long term. Since it is a developed fact that employees seek out for the organization to work and polish the skills, the role of HR has changed to make the organization smooth and beneficial in terms of taking care of the employees to attract the potential employees. In addition, since the skill set of the employees is the main competitive edge for the company, the increasing competition has made it difficult for such employees to sustain in the organization. HR role also includes to continually invest in development and training of these employees and offering the motivation, leading to retained employee base in the market.

Apart from this, another perspective of the changing HR role is the level of competition on employee level, making the employees to reach the organization through different channels instead of organization attracting the poll of employees. Though, such is not the general case in every region, perhaps, the increased access and ability to connect with the organization has made the HR managers to reduce the recruitment selection cost, making the managers to strategically reduce the overall cost of the recruitment and making the organization to invest in other projects, leading to increased market penetration and overall profitability.


The legislation has a great impact on the HR activities in different regions. It is due to the fact that, the increased pressure from the government to offer the employees sustained jobs and the satisfactory development environment makes the HR managers to invest in the skill development of the employees, leading to the changing role of the managers to interact and invest the efforts in motivating and managing the employees effectively.

In addition to this, the changing acts of the US government such as the legal protection and the civil right along with the equal opportunity acts has also made the HR managers to shift the role from monotonous to dramatic Hr managers, making them change the environment and also making them strategically place and compensate the employees (Power, 2012).

Technological Changes:

The technological changes have also changed the role of HR mangers in the market, it is due to the fact that technology has integrated the overall operation and function of the organization, making it analyze the future demand and supply and also to forecast the change that may change the market and may affect the firms.

In addition, the technology has also streamlined the operation and functions, making the HR managers to play the role of strategic leader to maintain the skill pool to remain competitive in the market. (Ulrich, 2011).

Internal Factors:


Evidently, the amount of compensation is the utmost technique which drives the business by attracting the employees. In the over saturated market, when number of available jobs are lower than more qualified candidates and when there is unemployment in the economy, the compensation being provided to employees is less than when there is a shortage of candidates and the company tend to compete with other market rivals for the purpose of recruiting employees.

The compensation structure has been critically and continually evaluated by the conducting industry and locations, specific salary surveys would ensures that the wages are the competitive enough to retain and attract key staff but low enough that the business would remain competitive in financial terms. It has to be ensured by the HR that internal compensation should be fair (Gallo, 2011).

Employee relation:

Internal procedures and policies have a considerable impact on HR activities, for instance; if the firm is highly committed from within for promoting, it must be ensured by HR that the employees receive appropriate development and training to be ready when the time comes for the promotion. The HR is greatly responsible for monitoring the number of employees who are eligible for the retirement, not only this, the HR should make sure potential replacement and employees should be trained for the purpose of avoiding the sudden business knowledge departure.

Level of growth:

One of the most influential internal factor primarily responsible to drive change, is the rate of projected and current growth rate of company. Companies experiencing rapid expansion and aggressive growth tends to need its Human Resources departments to keep focusing on the staffing and recruitment. The stagnant companies most probably place a greater focus on relentless efforts on improving the company’s workplace and culture, employee retention through enhancing compensation, upgrading the description of job and fringe employee benefits programs.

Use of technology:

Another noticeable internal factor is the willingness of company management and human resources to use upgraded technology for the purpose for adding numerous key human resource functions, which would influence how the department would allocate its resources and time. For instance; the companies primarily engaged in having greater use of the tools including online benefit management, where the company’s employees would be able to make appropriate changes to their benefit plans according to them, would provide HR manager with more time to keep focusing on the certain key areas like training or recruiting and employee development..............


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