HR Business Partner: Roles and Responsibilities
September 08 – September 12\ 2024 : Kuwait
September 16 – September 20\ 2024 : Dubai
October 06– October 10 \2024: Dubai
November 10—November 14\2024 \ Dubai
Introduction
HR Business partnering is now a popular and widespread approach to organizing the HR function and there is an ongoing debate over what the role involves, how it should be put into practice and the challenges faced.
This three-day course aims to develop the knowledge and skills of business partners to enable them to build credibility to influence key business stakeholders. Participants will familiarize themselves with the changing face of HR business partnering, explore key themes for today’s HRBP and build the capabilities required to successfully operate in today’s workplace
. Participants will develop the Understanding the payroll regulatory and compliance environment
Ü Confidence in managing the payroll department
Ü Skills to identify risk and implement controls
Ü Ability to integrate the payroll division with the HR and finance department
Objectives
Participants attending the training seminar will:
Ü Describe the full implications of the modern role of the HR business partner.
Ü Recognize how the role of HR business partner can add value to the organization and contribute to the achievement of planned objectives with other departments.
Ü Identify the 5 roles of the HR business partner
Ü Apply the 5 roles of the HR business partner and their associated responsibilities
Ü Develop and demonstrate the competencies required for an effective HR business partner performance
Who Should Attend?
Ü HR professionals responsible for aligning business objectives with employees and management in designated business units.
Course Methodology
The course uses self-assessments and a wide mix of business cases that promote healthy discussions around the importance of managing multiple tasks, deadlines and priorities. Participants will benefit from role plays covering workplace challenges related to handling tasks, deadlines and priorities. They will learn how to deal with conflicts that may arise as a result. Interactive team exercises are also used with each team presenting their findings and comments.
This interactive training course includes the following training methodologies as a percentage of the total tuition hours:
- 30% Lectures, Concepts, Role Play
- 30% Workshops & Work Presentations, Techniques
- 20% Based on Case Studies & Practical Exercises
- 20% Videos, Software & General Discussions
Pre and Post Test
Outline
DAY 1:
Traditional HR: service provider
Ü Traditional definition of HR: get, keep, grow
Ü Overview of traditional HR functions
Ü HR now and then
Ü Competency based HR
Ü Lagging HR indicators: is HR hitting the wall?
DAY 2 :
The new HR: from service provider to ‘architect of the talent machine’
Ü HR modern day definition: business results, not just HR results
Ü Anatomy of the HR challenge
Ü HR management risk
- The corporate talent system; an integrated approach
Ü Attracting and acquiring talent
Ü Understanding and planning talent
Ü Extending talent
Ü Managing and developing talent
DAY 3 :
The fundamental HR business partner model (Ulrich model)
Þ Definition of HR business partner
- The fundamental Ulrich model: four roles to play
Þ Strategic partner
Þ Administrative expert
Þ Employee champion
Þ Change agent
- Application of the Ulrich model: four jobs for an HR business partner
Þ Strategic partner
Þ Operations manager
Þ Emergency responder
Þ Employee mediator
Þ Impact on the business of the different jobs of the HR business partner
Þ Example of the responsibilities associated with an HRBP process
Þ The SHRM job description for the HR business partner role
DAY 4 :
Skills and competencies for HR business partners – part one
Ü Data judgment
Ü Knowledge of business strategy, market challenges and customer needs
Ü Focus on the organization’s financials
Ü Leading vs. lagging indicators
Ü Demonstrating strong business analytics
Ü Workforce planning
Ü Succession planning
Ü Talent acquisition
Ü Talent retention
Ü Business acumen
Ü Talent management acumen
Ü Strategic partner
Day 5
SMART HR KPIs
Ü Aligning HR KPIs with organizational KPIs
Ü Use of HR KPIs in measuring the impact of HR initiatives that contribute to the bottom line.
Ü Understanding how HRBPs can support the business
Ü Understanding the talent needs of the business
Ü Adjusting HR strategies to respond to changing business needs
Ü Identifying talent issues before they impact the business
Ü Identifying and implementing critical HR metrics
Fees:
The Fee for the seminar, including instruction materials, documentation, lunch, coffee/tea breaks & snack is: 3.750USD$
Schedule:
08:30 – 10:15 First Session
10:15 – 10:30 Coffee Break
10:30 – 12:15 Second Session
12:15 – 12:30 Coffee Break
12:30 – 14:00 Third Session