hr as businesss partner
TRANSCRIPT
8/2/2019 HR as Businesss Partner
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Submitted To:
Prof.Pradeep Kamat
Presented By :Sakina Siraj Bootwala
Roll No :02 (HR)
Year :MMS 3rd Semester
HR as a BusinessPartner
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Statistics of HR Transformation
50% of organizations are in the middle of transforming their HR functions;
12% completed their HR transformations in thepast year;
Another 10% intend to begin the process in thenext year.
(Global HR Transformation Study, 2006,Mercer Human Resource Consulting)
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HR Transformation
Process of Recreating the HR function so asto enhance HR contribution to the business
It involves a shift from the internal operations(transactional, inward) activities to a more
market perspective related performance.
Over the years role has been evolving, butwithin its HR (Personnel) box. Currenttransformation is breaking outside the box
Now HR transformation deals with issues of Organisational Renewal, ChangeManagement, Business Success, Businessintellegence, Culture, Behavioral Change.
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Transformation Wave
5-10 years ago: focused on improvingtechnology and service delivery, technologyshift gives new aspects
Competition, Time to market, Intranet,Restructuring/Rightsizing, Outsourcing
This was the role of HR as a Consultant. Roledid not transform the HR function into a
business partner
Now HR is being called up to deliver
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Transformation Wave
HR Business Partnering model often started off as a CostSaving initiative, responding to a Business Directive. Thiswas the Driving force of the model in the 90’s.
Led to the introduction of IT Driven HR Services, Self-
service forms processes etc.
What started as a Cost Reduction/Competition Programended up as a Revitalisation of the whole HR Activity
Now HR is the driving the vision-strategy targets
Closer follow up related to market changes
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Changing Role of HR
H R
R O
L E / C O N T R I B U T I O N
LOW VALUE HIGH VALUE
TRANSACTIONAL
CONSULTANT
BUSINESS
PARTNER
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Changing Role of HR
TRANSACTIONAL
Inform
Police
Control
Reactive
CONSULTANT
Advise
Solutions
Inward
Reactive
BUSINESS
PARTNER
Integrate
Strategy
OutwardProactive
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What is HR as a business partner??
Must manage people (TalentManagement)
Identify skills required within people inthe organisation (Competency Profiling)
Develop and supply quality executives(Leadership Development)
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What is HR as a business partner??
Motivate and retain key players(Human Capital) so that they performat their best
Maintaining and improving company’simage and being an attractive employer
ExemplifyBe involved at the sharp end of the
business, (time to market etc)
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Understanding the business
Being concerned with the bottom lineand impact of any decision onprofitability.
The business environment (SWOT,competitor moves, market share, etc.)
Understanding customers, customerprofiles (segments) and their needs.Why ?
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HR as Capacity building force
HR as Change Manager(Opportunities-Steering)
HR as Relationship Builder
HR maintaining Human Capital
Four Key Roles of HR as aBusiness Partner
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HR as Capacity builder
Participate in formulation of list of organisational and individual competencieslinked to the corporate goals or strategiesand support systems
Develop access to information and has keyrole in information dissemination (analyzeshifts in market and draw conclusions on HR
need
Identifying, nurturing, developing anduntapping human talent.
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HR as Knowledge Facilitator
This assumes HR is involved in theformulation of the Organisation’sVision, Mission and Business Strategy;
Must be part of the Management toadvise on what is possible given thestock of talent and capacities availablein the oganisation;
Propose Strategies that best attractsand retains the talent that will deliveron the Business Objectives.
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HR as Relationship builder
Both internal and external customers followmarket demand
Supply Chain Management ,in telecoms this
is important for maintenance of brandimage and brand integrity…
Branding ? is a powerful tool for promotingCulture. A growing school of thought is that
Branding is as much an HR responsibility asit is a PR function because of its power toattract and retain employees.
Managing diversity
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HR as Relationship Builder:Managing Diversity
Many organisations now operating indifferent cultural environments and markets
and different owners requirements;MTN is in Africa, the Middle East. Vodafone
is in UK, Europe, South Africa, Kenya.France Telecom has just won the bid for
Telkom Kenya, and will bring their ownmanagement styles and culture.
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HR as Human Capacity builder
Career Management
Facilitate progression of staff based ontheir competencies, desires andcontribution to organizational goals
Capacity Building (job design) inanticipation of future needs
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CONCLUSION
As Human Capital Related Issues Continue toChallenge on Organizations overall Strategy, The
Human Resources manager must become a
familiar face in the Management Team and a
potent force in the boardroom.
Findings however reveal a troubling gulf
between the needs of the business and the ability
of HR to respond.This is forcing companies to rethink their
approach to the recruitment, training and
development of HR
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