This programme can run as an online or classroom training
(Available also for Customised Training by Duration, Venue & Fee)
Among other responsibilities, three key proficiency areas are central to the roles of an HR Business Partner. They are:
Gathering information from Line areas to address short to medium term people requirements
Championing and facilitating the implementation and integration of HR processes in the Line areas
Guiding Line managers in Talent Management actions and succession.
The readiness for these and other HR Business Partner’s responsibilities is what this course addresses.
Origins of HR Business Partnering
Planning the HR Business Partnering Model
Making the Case for HR Business Partnering
- Current situation
- Opportunities or problems
An audit of HR Business Partnering Skills and Competencies.
Assessing Readiness for HR Business Partnering
- How it works in practice
- Benefits of HR Business Partnering
Assessing the Readiness of the HR Function
- How it is viewed in the organization
- Structural changes that may be needed
Identifying and Mapping Key HR Processes
- Services provided for line managers
- Services provided to senior management
- Alignment with customers and other stakeholders
- Decision on improvements.
Implementing HR Business Partnering
Guiding Line Leaders in Talent Management Actions
Onboarding New Employees in the Business Units
Adherence to HR Policies and Procedures in the Line Areas
Building Competences for Line performance
Gathering information from Line Areas for the Corporate HR
Managing the Grievances and Performance Processes
Providing Solutions to Employees’ and Line Leaders’ Queries
Managing Employee Grievances.
HR Business Partner Competencies
Strategic Partner Role
Change Agent Role
Administrative Expert Role
Employee Champion Role.
Assessing HR Business Partnering Outcomes
- Partner understands the business and its strategy
- Speaks the business language
- Acts with confidence
Demonstrating Added Value
- Networks effectively
- Manages internal politics well.