Critical Human Resource Business Partner (PowerPoint PPTX)

Critical Human Resource Business Partner PPT

Contents
1. Future ready HR Business Partner
2. HR Business Partner Metrics
3. HR Management Cycle
4. HR Strategy and Business Result
5. Manpower Planning Framework
6. Manpower Planning Factors
7. Technique to Determine Number of Recruits
8. Recruitment from External Resources
9. Recruitment Source & Yield Pyramid
10. Basic Concept & Types of Selection Tests
11. Cognitive Ability Test, Personality Test & Interview
12. Training Process
13. Assessing Training Needs
14. Competency Analysis
15. Competency Profile Per Position
16. Training Matrix for Competency Development
17. Enhance Training Effectiveness
18. Type of Training Program
19. Evaluation of Training Effectiveness
20. Why Performance Appraisal?
21. Performance Management Cycle
22. Problems & Bias in Performance Appraisal
23. Performance Appraisal (Competencies & Performance Results)
24. Career Planning and Development
25. Typical Career movement
26. Career Stage & Career Anchors
27. Career Management and the First Assignment

The definition of a HR business partner is an experienced human resource professional who works directly with an organization's senior leadership to develop and direct an HR agenda that closely supports organizational goals. Rather than working primarily as part of the internal human resources department, the HR business partner works closely with senior leadership, perhaps sitting on the board of directors or collaborating regularly with the C-suite.

Placing a human resources professional in close contact with executive leadership makes HR a part of the organizational strategy. The business partner model for human resources is becoming more and more popular among business organizations.

The role of the HR business partner is to make sure human resource policy and procedure throughout the organization fit the needs, goals, and aims of the organization and its top leadership. There is less focus on administration, compliance, and management. Rather than performing the day-to-day trainings or dealing with policy wording or the details of benefits packages and hiring, the HR business partner works with the big picture.

The person in this position determines and steers the objectives of the human resources department of the organization, focusing more on developing strategy rather than implementing policy. The HR business partner ensures that HR strategy fits into the organization's overall business strategy.

The HR business partner is not a vice president, nor is this person a human resource manager. Instead, an HR business partner is more of a consultant who works in human resources, building relationships and providing resources in departments throughout the organization.

A strategic business partner is a leader who is included in conversations about the future, mission, goals, and overall strategy of a company or organization. A strategic business partner, while not a member of the C-suite or executive leadership team, has a voice in their HR conversations. A strategic business partner is a consultant whose opinions and ideas are valued. The HR business partner is generally considered to be a strategic business partner that can offer recommendations, make decisions, and carry out goals.

To be valued as a strategic business partner and merit an invitation to conversations about the organization's future, a human resources professional must have a certain set of skills and knowledge. This professional must understand all areas and departments of the business, and how HR can benefit these aspects. The individual is skilled in listening to problems and ideas, and in clearly articulating solutions.

Regards,

UJ Consulting

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