(Available also for Customised Training by Duration, Venue & Fee)
Programme Description
Among other responsibilities, three key proficiency areas are central to the roles of an HR Business Partner. They are:
1. Gathering information from Line areas to address short to medium term people requirements
2. Championing and facilitating the implementation and integration of HR processes in the Line areas
3. Guiding Line managers in Talent Management actions and succession.
The readiness for these and other HR Business Partner's responsibilities are what this course addresses.
Course Contents
DAY ONE
Introduction
• Origins of HR Business Partnering
• The roles and styles of Business Partnering
- Understanding Dave Ulrich model.
Planning the HR Business Partnering Model
• Making the Case for HR Business Partnering
- Current situation
- Opportunities or problems
- Options
• 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.
DAY TWO
Implementing HR Business Partnering
• Stakeholder Mapping and Analysis
- Clear identification of stakeholders - Management & Line Managers
- Clear definition of the objectives
- Power and influence of each stakeholder
• Drawing Up an HR Business Partner Roles
- Primary interface between Line and HR
- Champion HR initiatives in the business unit
- Implement organization's HR policies
- Communication and employee engagement
- Driver of the people implications of business strategy
• Effective Integration Between Roles and Structure
- Clear objectives and criteria
- Clearly defined working protocol and cooperation
- Delivering focused and cost effective service
- Identification and timely feedback to management
• HR Business Partner Competencies
- Effective communication and teamwork
- Prioritizing work
- Strategic Partner
- Change Agent
- Administrative Expert
- Employee Champion.
DAY THREE
Assessing HR Business Partnering Outcomes
• Gaining Credibility
- Partner understands the business and its strategy
- Speaks the business language
- Acts with confidence
• Demonstrating Added Value
- Professional HR expertise shows
- Networks effectively
- Manages internal politics well
• Measuring HR Business Partner Effectiveness
- Partner delivers results
- Partner is pragmatic
- Gains trust and is discreet
• Employee Engagement
