HR function and strategic partnerships

BOOK—Human Resource Information Systems: Basics, Applications, and Future Directions (4th edition) by
Michael J. Kavanagh & Richard D. Johnson (ISBN-13: 978-1506351452)

Case Study Questions
1. How does this position help the HR function become a strategic partner of the
2. From the position description, identify the traditional, transactional, and transformational
HR activities that this position is involved with.
3. Using the key responsibilities identified for this position, explain why and how the HRIS
function plays a pivotal role in the organizational model as described in this chapter.

In a four page paper, discuss the relationship between human resource planning activities and the organization’s strategic development and implementation. Describe the eight elements of the staffing process. Examine the relationship between the eight elements of the staffing process and the four activities related to human resource planning.

Explain the relationship between the four activities of human resource planning and the organization’s strategic planning, development, and implementation.

The Family and Medical Leave Act requires all covered employers to provide
employees with 12 weeks of leave in a 12 month period. This may be for the birth, adoption,
or placement of a foster child. A person can also apply for FMLA leave to care for a spouse,
child or parent who has a serious health condition (Pesonen, 2015). An employee may also be
able to succeed for FMLA leave if he or she suffers from serious health condition. The same
case applies to those circumstances that arise of active military duty or deployment of a
family member (Arleo et al., 2016). Care related to a spouse, child, parent, or a member who
has sustained illness or injury on duty for the Armed Forces. In this case, the leave can reach
maximum of 26 weeks.


FMLA has both negative and positive impacts on teamwork. It is required that the
duties of the employees who have gone on FMLA leave should be allocated to other
employees until the other employees return to work at the end of their leave. Employees learn
the art of helping each other when one is in need. Employees have to take up the roles and job
descriptions of those going on leave (Arleo et al., 2016). The implication is that each
employee is ready to assist others as they would also get the same treatment if they are need.
Research shows that FMLA provides employees with job protection even in those situations
where they are sick or they have to take care of their loved ones (Pesonen, 2015). However,
despite the positive impacts of the act on teamwork, there are negative impacts as well.
Employees tend to have reduced morale if they have to take up roles meant for others.

Increase in roles that one has to undertake means that they will have reduced job satisfaction.
Most of organizations tend to experience reduction in productivity as some of the tasks are not
handled due to lack of personnel. The reduced productivity means that the employees in the
organization may feel as if they are not meeting their objectives or targets, which is
demoralizing for the employees and affect teamwork in a negative manner (Kornfeld, 2018).
The negative impact on teamwork is more pronounced in those employees who do not enjoy
the leave. This means that employees may be biased towards those who frequently take or
apply for the FMLA leave. The reduced morale by those who feel being used by the
organization reduces the effectiveness of teamwork in the organization.

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