hr business partner (hrbp) the future of … business partner (hrbp) “the future of talent...
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PHILIPPINES :: MALAYSIA :: VIETNAM :: INDONESIA :: INDIA :: CHINA
HR BUSINESS PARTNER (HRBP)
“The Future of Talent Management”
• Modern Human Resources Model
• David Ulrich’s HR Model
• Roles & Responsibilities of HR Business Partner (HRBP)
• How does HRBP Work?
• Benefits of HRBP
• Risk of HRBP
• HRBP Critical Role
• Transforming to HRBP Model
LEARNING BITES
HR Business Partner
Employee Advocate
ChangeAgent
HR ProcessExpert
Inspiration
EngagementTalent
Acquisition
Performance
Rumors
Collaboration Competitive Advantage
SharingIdeas
Fun Leadership
InfluencingOthers
Administration
BrandDevelopment
MODERN HUMAN RESOURCES
WHAT BUSINESS LEADERS EXPECT
“Define and deliver financial and customer goals”
“Provide insight to improve decisions and deliver results”
“Emerge practices such as work process design, internal communications, organizational design, design of physical setting, executive leadership development…”
Source: Dave Ulrich & Wayne Brockbank “Role Call” article People Magazine
DAVID ULRICH’S MODEL
HR MODEL
HR BUSINESS PARTNER
CHANGE AGENT
EMPLOYEE ADVOCATE
ADMIN EXPERT
The Change Agent participates in the company wide projects, which affect
employees and change the corporate culture. The Change Agent leads the
The Change Agent participates in the company wide projects, which affect
employees and change the corporate culture. The Change Agent leads the
The Administration Expert is the widelyrecognized expert in the area of Human
Resources Management and runs effective HR Processes.
The HR Business Partner is the HR Front Office employee, who acts as the sales
person for internal and external clients of Human Resources. The HRBP deals with
HR Back Office and HR Centers of Excellence.
KEY ROLES & RESPONSIBILITIES OF HR BUSINESS PARTNER (HRBP)
• Acting as a single point of contact for internal clients
• Helping to HR CoEs to deliver state-of-the-art HR Processes
• Leading change management projects for internal clients and Human Resources
• Setting challenging HR goals with a close cooperation with HR and internal clients
• Acting as the project manager for large cross functional change management projects
• Developing succession plans and manage the performance management cycle for internal clients
• Designing cross-functional development programs in co-operation with Training Specialist
HOW DOES HRBP WORK?
EXECUTIVES
MANAGERS
EMPLOYEES
HR BUSINESS PARTNER
HR Back Office
HR Centers of Excellence
TalentDevelopment
HR Reporting
TalentAcquisition
Compensation&
Benefits
BENEFITS OF HRBP
• Single point of contact for internal clients and keeps track of all requests and open items.
• Chooses the right negotiation approach to implement common HR solution.
• Understands the business of the internal clients and represents the interests of the client in
Human Resources.
• Adjust HR schedule to reach goals and avoid frustrating the internal client.
• Design custom tailored solution in case of the urgent need of the internal client.
• Build cross functional teams working on complex organization wide solutions.
• Know top talents and implement cross functional talent development programs.
RISK OF HRBP
• Forget to represent HR at a client; he can start representing the client in Human Resources.
• Can change goals & objectives to support one internal client and not the entire organization.
• Does not have to recognize the priorities right and HR can work on difficult projects, which
are not beneficial for the company.
• Can overload CoEs and can put all priorities in a danger.
• Not able to negotiate with other to achieve a win-win solution.
• Cannot agree with CoE to the solution to be presented to the internal client.
• Pushes an issue by saying “it is for the client”.
WHY IS HRBP A MISSION CRITICAL ROLE?
• The skilled HR Business Partner helps to internal clients find the best solution without HR.
• The HRBP can help to utilize workforce the optimal way.
• Balance ideas of the HR Management Team with the feedback provided from the business.
• Help to set the goals and objectives of HR to reflect the real needs of the company.
• HRBP knows employees of the internal client and can find the right development programs for
them and can move them internally to new positions.
• HRBP can lead projects and utilize knowledge gained from internal clients.
TRANSFORMING TO AN HRBP MODEL
TRADITIONAL HR TRANSITION PHASE HR BUSINESS PARTNERSHIP
STAKEHOLDERS:
ACTIVITIES:
RESULTS:
STRUCTURES:
Employees Regulators
Benefits, Policy, Wage, & Salary Administration, Labor Relations
Conformance / Equity Stability
Functional Hierarchy
Employees Regulators
Benefits, Policy, Wage, & Salary Administration, Labor Relations
Conformance / Equity Stability
Functional Hierarchy
Self-sufficient Employee
In sourcing, Outsourcing, Reengineering HR Process
Blurring of Staff/Line Work
Strategic use of Technology
WhERE are you in terms of the transition?
What are the key transition issues?
WHAT DOES IT TAKE: A SHIFT IN COMPETENCIES
“TRADITIONAL” HR HR BUSINESS PARTNERSHIP
Form Processing Skills
Administrative & Policy Knowledge
Sees Self as Ensuring Compliance
Attention to Details
Achievement Orientation
Diagnostic Skills
System & Policy Knowledge
Sees Self as Enabling Other’s Success
Flexibility
Customer Service and Learning Orientation
SKILLS
KNOWLEDGE
SOCIAL ROLE
SELF - IMAGE
TRAIT
MOTIVE
In Partnership with: Worldwide Accredited:
2014 JANUARY SEMINAR
This 4-day course will covers the science of talentanalytics which is a critical factor for the strategicrole of Human Resource Business Professional. Theentire course will cover the key set of knowledge andskills that HR Professionals must own in order to shiftfrom being a service provider to a partner capable offull participation in business strategic outcomes.E-mail Us: training@eccigroup.com
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