A Study of the Relationship between the Roles of Human Resources Business Partners and the Organizational Efficiency of an Information Analytic Services Firm

Abstract

The study’s objectives were to 1) study the level of human resources business partner (HRBP) role at a business data analytics company, 2) study the level of organizational efficiency, 3) study the relationship between the role of HRBP and organizational efficiency, 4) study ways for developing the role of HRBP, and 5) compare the results of data analysis on the relationship between the role of HRBP and organizational efficiency quantitatively and qualitatively. This research was mixed methods. The population for the quantitative approach was 200 employees whose HRBP position was appointed in their departments, and three managerial staff served as key informants. The study’s tools were a structured interview and a questionnaire. For quantitative data analysis used frequency, percentage, mean, variance, and correlation coefficient. Content analysis was used for qualitative data analysis. The results showed that 1) Overall, the role of HRBP was at the highest level. The administrative expert aspect was ranked as number one, followed by Strategic partnerships, Employee champions and Change agents. 2) Overall, organizational efficiency was at a high level. Time aspect was number one, followed by Quality of work, Workload and Operating expenses. 3) The role of HRBP was related to overall organization efficiency with statistical significance at the 0.01 level. Strategic partnerships were related at a high level. Administrative experts and Employee champions were correlated at a relatively strong level. The change agent was related at a moderate level. 4) For developing HRBP roles, communication, attitudes, organizational culture, and digital literacy should be improved. 5) For comparing the mixed methods’ results, the qualitative result supported the quantitative one with the context that HRBP supports shared vision, goals, and organizational culture.