Advanced - HR business partner roles ,responsibilities and procedures
Introduction
The role of the HR Business Partner is to work in partnership with key internal and external stakeholders to achieve their strategic ‘people’ and business’ objectives. This entails how effectively the organization can utilize it’s human resource talent (talent asset), to deliver the best quality of innovation and productivity, customer experience, and ultimately the best financial and longevity results for the organization.
This HR business partner development programmed is a practical course that will enable learners to develop the mindset of an effective strategic partner, as well as the skills, behaviors and tools required to enhance their approach. The fundamental skill set of a successful BP is different to traditional HR roles – and, this HR business partner course focuses on consultancy skills, change management, stakeholder management, and strong influencing capabilities, as well as the requirement for HRBP’s to be business savvy, credible individuals with the ability to form deep, strong relationships and really get ‘under the skin’ of the organization.
IACT course will enable participants to explore new knowledge and techniques through:
Þ Participants will develop the Understanding the payroll regulatory and compliance environment
Þ Confidence in managing the payroll department
Þ Skills to identify risk and implement controls
Þ Ability to integrate the payroll division with the HR and finance department
Objectives
Participants attending the training seminar will:
Ü Understand the relationship between Strategic HR, HR Business Partnering, as well as Organisation Development and Effectiveness, and the value each
contributes to the organisation
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
Ü Understand the interplay between the Business Strategy and the Human Resource Talent and how to enable the greatest level of synergy, thereby enabling high levels of productivity and ultimately delivery of strategic goals
Ü Draw on the integral understanding of the business and the strategy (gleaned
during the programme), the HRBP will understand how to drive the culture to ensure alignment of the organisation’s goals, with employee mindsets, behavior's and
motivations
Who Should Attend?
HR Directors (HRD)
Internal and External Consultants
HR Professionals
OD Practitioners
Change and Transformation Specialists
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
Þ Traditional definition of HR: get, keep, grow
Þ Overview of traditional HR functions
Þ HR now and then
Þ Competency based HR
Þ Lagging HR indicators: is HR hitting the wall?
Þ Framing the Context: The Role of HR Business
Partnering
Þ Mapping the Domain of HR
Þ The HR Business Partner Role
Þ Mapping and Analysing the HR function
Þ Process Consulting
DAY 2 :
The new HR: from service provider to ‘architect of the talent machine’
Þ HR modern day definition: business results, not just HR results
Þ Anatomy of the HR challenge
Þ HR management risk
Þ The corporate talent system; an integrated approach
Þ Attracting and acquiring talent
Þ Understanding and planning talent
Þ Extending talent
Þ Managing and developing talent
DAY 3 The fundamental HR business partner model (Ulrich model)
Þ Definition of HR business partner
Þ The fundamental Ulrich model: four roles to play
Þ Strategic partner
Þ Administrative expert
Þ Employee champion
Þ Change agent
Þ 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
Þ Data judgment
Þ Knowledge of business strategy, market challenges and customer needs
Þ Focus on the organization’s financials
Þ Leading vs. lagging indicators
Þ Demonstrating strong business analytics
Þ Workforce planning
Þ Succession planning
Þ Talent acquisition
Þ Talent retention
Þ Business acumen
Þ Talent management acumen
Þ Strategic partner
Þ SMART HR KPIs
Þ Aligning HR KPIs with organizational KPIs
Þ Use of HR KPIs in measuring the impact of HR initiatives that contribute to the bottom line.
Þ Understanding how HRBPs can support the business
Þ Understanding the talent needs of the business
Þ Adjusting HR strategies to respond to changing business needs
Þ Identifying talent issues before they impact the business
Þ Identifying and implementing critical HR metrics
DAY 5
Skills and competencies for HR business partners – part two
Operations manager
Þ Mastering HR theory and adapting it to unique situations
Þ Flawless implementation of HR policies, procedures and systems
Þ Communicating organizational culture to employees
Þ Assessing employee attitudes
Þ Tracking trends in employee behavior
Þ Communicating policies and procedures to employees
Þ Keeping the line manager updated on HR initiatives
Þ Employee mediator
Þ Managing conflict between employees
Þ Managing competing personalities in the organization
Þ Managing conflict between managers
Þ Responding to organizational changes
Þ Resolving problems in the execution of business plans
Þ Emergency responder
Þ Quickly responding to line manager questions
Þ Quickly responding to complaints
Þ Responding to manager’s needs
Þ Responding to employee’s needs
Þ Preparing for different situations
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