Build credibility as an HR leader that influences, impacts, and advances your business.
Ask ten different people what it means to be an ‘HR Business Partner’ (HRBP), and you will probably get eleven different answers.
There are tons of roles, all with the title of HR Business Partner, underpinned by different job profiles. There is an apparent variation regarding role accountability and expectations.
This course aims at providing attendees with a clear understanding of what is precisely meant by HR business partnership based on best practices in the field of modern HR management. Moreover, the course introduces the various skills and competencies that HR business partners must develop in themselves to add value and contribute to business objectives.
The most effective HR professionals today possess an entirely new set of competencies, ranging far beyond human resource functions. This intensive course builds the business and financial acumen necessary for HR professionals to have a meaningful impact on the future of the industry, beyond just talent management.
This course will be facilitated as a workshop whereby the facilitator will engage attendees to identify the various roles and responsibilities that modern HRBPs are expected to play, as well as the necessary competencies that they should develop in themselves to play the role to excellent effect.
Many organizations, though, have experienced problems with installing the HR Business Partner model by filling the role with HR generalists, who are long on tactical skills but short on strategic skills, especially in Organizational Structure and Design. When this happens, the partnerships prove frustrating on both the Business unit side and the HR side.
What this demonstrates, more than ever, is that the HR Business Partner needs to possess a whole new set of competencies, some of the related to the business side of their job and some of them related to the HR side of their job.
The seminar will focus on the true competencies needed to become a true “business partner.”
For those who are new to the role, the seminar will help with planned interventions to develop the required competencies. For those who are currently in the role, the seminar will help with enhancing those competencies.
This certification has been approved for 18 Businessrecertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through the HR Certification Institute.
Participants who fully attend this course and complete the test on the last day will receive a Strategic Axis Professional Certificate (SAPC). SAPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.
This course is endorsed by HRCI.
HRCI endorsement is the industry recognized benchmark for high-quality HR training programmes.
Supported by their quality assurance system, endorsement confirms that our training programme is professionally designed and delivered to exacting standards.
Traditional definition of HR: get, keep, grow
Overview of traditional HR functions
HR now and then
Lagging HR indicators: is HR hitting the wall?
HR modern day definition: business results, not just HR results
Anatomy of the HR challenge
HR management risk
The corporate talent system; an integrated approach
Attracting and acquiring talent
Understanding and planning talent
Managing and developing talent
What is HR business partnering?
a brief history of partnering with illustrative case studies
partnering’s promise – how it delivers benefits
partnering’s problems – when partnering struggles
partnering journeys – review of partnering paths taken
organizations that have successfully implemented partnering
What makes a great HR business partner
Development of HR business partner
Operating as an HR business partner
Becoming a trusted advisor to both employees and managers
Developing your HR communication skills
Selecting and hiring the right people
Creating a positive work environment
Understanding your role in the evaluation cycle
Conducting training needs analysis and taking relevant action
Guiding employees to manage their career path
Developing your coaching skills (active listening, efficient use of questions, etc.)
Managing employee behavior issues
Understanding the latest HR trends
Organizational Effectiveness and Development
Standardization of HR processes and procedures
Lean Human Resources
Using technology to increase effectiveness and efficiency
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