(Available also for Customised Training by Duration, Venue & Fee)

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 definition of the objectives
  • Clear identification of stakeholders
  • 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.