HR as a Strategic Business Partner
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Transcript of HR as a Strategic Business Partner
![Page 1: HR as a Strategic Business Partner](https://reader033.fdocuments.in/reader033/viewer/2022061114/54613db9af79592b708b5921/html5/thumbnails/1.jpg)
“HR as a Strategic Business Partner”
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“The long-held notion that HR would become a truly strategic
function is finally being realized.”
![Page 3: HR as a Strategic Business Partner](https://reader033.fdocuments.in/reader033/viewer/2022061114/54613db9af79592b708b5921/html5/thumbnails/3.jpg)
![Page 4: HR as a Strategic Business Partner](https://reader033.fdocuments.in/reader033/viewer/2022061114/54613db9af79592b708b5921/html5/thumbnails/4.jpg)
“SMART”
• Goals should be as SMART as possible
• S-Specific
• M-Measurable
• A-Attainable
• R-Relevant
• T-Time-based
![Page 5: HR as a Strategic Business Partner](https://reader033.fdocuments.in/reader033/viewer/2022061114/54613db9af79592b708b5921/html5/thumbnails/5.jpg)
Becoming A Strategic Business Partner
• Knowledge Requirements
• Staying focused on issues that matter to the business
• Delivering capabilities that make a real difference
![Page 6: HR as a Strategic Business Partner](https://reader033.fdocuments.in/reader033/viewer/2022061114/54613db9af79592b708b5921/html5/thumbnails/6.jpg)
Why HR as a SBP?
• To increase productivity of the workforce and thus profitability of the organization.
• To increase revenues or cut costs
• To build competitive advantage
• Effective use of information technology
![Page 7: HR as a Strategic Business Partner](https://reader033.fdocuments.in/reader033/viewer/2022061114/54613db9af79592b708b5921/html5/thumbnails/7.jpg)
Knowledge Requirement (T&D)
Develop new skills as needed. Understand the data, the financials, the market, etc.
Be a true Partner and a true Coach, with honesty, integrity and courage
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Staying Focused On Business Issues
Focus on Business Objectives• Structure activities around key business objectives
Focus on the Performance• Scenario planning on performance of workforce.
Focus on Core Values• Ensure that core values are embedded in key HR
elements, e.g. hiring, job requirements, rewards
![Page 9: HR as a Strategic Business Partner](https://reader033.fdocuments.in/reader033/viewer/2022061114/54613db9af79592b708b5921/html5/thumbnails/9.jpg)
Strategic
HRCompensation/Benefits
Recruiting
Hiring/Firing
Data Reporting
Performance Assessment
Succession Planning
Orientation/Training
Relocation
Policy/Fair Treatment
Talent Planning
Talent Development
Performance Management
Executive Succession
Executive Compensation
HRIS
Shared Services
Acquisition Assessment
Cultural Integration
Quality
Cost Reduction
Process Reengineering
Customer Relationship Management
Product Development
Change Management
Metrics
Team Effectiveness
Strategic Alignment
Globalization
Organizational Architecture
Enterprise Integration
Acquisition Planning
Organizational Learning
Executive Development
Board Relations
HR
HR Generalist
Strategic Business Partner
Operational
Business
Operations Professional
HR Executive
HR Specialist
![Page 10: HR as a Strategic Business Partner](https://reader033.fdocuments.in/reader033/viewer/2022061114/54613db9af79592b708b5921/html5/thumbnails/10.jpg)
• With HR as a Strategic Business Partner, the returns for organizations are inevitable.
• HR is in the driver’s seat to be a Strategic Business Partner so this is the right time to seize the opportunity and be valuable.
![Page 11: HR as a Strategic Business Partner](https://reader033.fdocuments.in/reader033/viewer/2022061114/54613db9af79592b708b5921/html5/thumbnails/11.jpg)
Conclusion
• It is truly said that HR is a Strategic Business Partner because
“It is said that someone who is an expert in every aspect of the HR function will fit the bill so HR is that person.”
![Page 12: HR as a Strategic Business Partner](https://reader033.fdocuments.in/reader033/viewer/2022061114/54613db9af79592b708b5921/html5/thumbnails/12.jpg)