Implementing Techniques Utilized by Strategic HR Business Partners

About the Course

In addition, more of the transactional HR work is being outsourced, so HR is not only able to focus more on the strategic side of the business but is also being asked to make a strategic contribution and develop people strategies that clearly add value to bottom-line results. This is the role of the HR business partner.

At its most strategic, an HR business partner works closely with other business leaders, influencing strategy, steering its implementation, and making the best use of the organization's people.

The HR business partner role is more of a consultative role. Human resource business partners have clients within the organization to whom they provide services and build relationships focused on the vision and objectives of the organization with much less focus on compliance and administration.

Course Objective

Models & techniques for HR professionals to use in delivering improved service to their internal customers

Ways in which HR can be an essential, viable, value-producing member of the leadership team

A methodology for developing & implementing a strategic HR plan that is linked to and supports your organization’s business plan

 Research shows considerable agreement between business leaders and HR professionals as to the preferred vision for HR:

business leaders want HR to make visible, meaningful contributions to the business strategy

HR professionals want to manage the organization's HR processes so that they have a significant impact on the success of their organizations

Unfortunately, however, there are many HR departments that are seen as processing transactions vs. turning their internal customers' strategies into the HR department’s priorities in order to deliver desired outcomes

Today's HR business partners need to be:

internal customer-focused - knowledgeable of their customers’ expectations and needs

strategic - offering services aligned with their customer’s expectations and the business strategy

change-oriented - continuously improving those HR services for their customers’ benefit

and technically competent

Making the significant transition from the traditional to the strategic HR role is best accomplished by adhering to an HR Internal Service Improvement Process that involves:

identifying HR's primary customer(s)

seeking customer feedback utilizing a SWOT analysis, Internal Customer Report Card, Service Level Agreements and/or I/P Matrix

sharing customer feedback with the employees in the department

creating a strategic service improvement plan based on customer feedback

developing standards of performance for key HR Moments of Truth & processes

recognizing and rewarding customer-oriented behavior from HR department employees

and keeping the HR Internal Service Improvement Process ‘alive’

Who is the Target Audience?

All levels in the HR , SHRM Associations, HR Groups on LinkedIn

Basic Knowledge

No Prerequisite required.