Human Resources and Business Environment (HRCI - PHR/SPHR)

The Business Management and Strategy - The HR Function and Business Environment course is the 3rd of 20 courses developed as part of the Human Resources Certification Program.

This course examines many of the elements of an organization's corporate strategy, key strategic business concepts, analysis of the business environment, and our first look at the federal legislative and regulatory process. As you complete the following course, keep in mind that in today's business environment, HR professionals cannot afford to be myopic. We need to look at the big picture and then determine the best ways for HR to be engaged in the company's overall strategy. This is how HR will become and remain a key strategic partner.

In topic one, Elements of an Organizational Strategy, we'll focus on interpreting and applying information from various internal sources, like accounting, marketing, and operations, to the development of the strategic plan. We'll be deepening our knowledge of the organization's vision, mission, values, business goals, and objectives, and we'll gain a better understanding of corporate governance and regulatory compliance. Now let's get started.

A strong competitive advantage often translates to customer loyalty, increased profits, and greater value for the organization and its stakeholders. In topic two, Key Strategic Business Concepts, the expectation that HR be a strategic partner in the organization is explored.

To meet that expectation, you as an HR professional must show you have the knowledge, skills, and abilities, or KSAs, necessary to fill such an important role. The organization must know where it is before it can provide strategies on where to go. In topic three, Analyzing the Business Environment, I'll highlight the importance of an organization understanding where it is today.

Two tools used for this type of analysis are the SWOT analysis and SLEPT analysis. Together these tools enable you, as an HR professional, to contribute important information to the organization's strategic plan. HR professionals should strongly consider participating in both the legislative and rule-making processes. In topic four, Legislative and Regulatory Process, we'll discuss the steps necessary for Congress to pass a bill into law and the subsequent rule-making process.

The value of including the impact of proposed and enacted laws and regulations in our analysis should become apparent. Because of the significant impact, HR professionals should strongly consider participating in both the legislative and rule-making processes.

That’s it! Now, go ahead and push that “Take this course” button and see you on the inside!