HR AS BUSINESS PARTNER TRAINING
OVERVIEW
What is an HR Business Partner (HRBP)?
HR expert who partners with the business unit to streamline processes, management and employees for the achievement of business goals. The HRBP provides effective knowledge about the business unit’s financial position and culture. HRBP plays a vital role in acquiring top new talent, make sure that the existing employees are allocated according to their competencies, experience and worth, with the opportunities and training required for the growth and development of the individual.What does an HR Business Partner do?
HRBP is a consultant building relationships, understanding challenges, gauging opportunities and providing resources. The key responsibilities entail boosting employee morale, advocating for benefits that are competitive and build a strong company culture.COURSE OBJECTIVES
After the successful completion of this comprehensive training course, participants will be able to:- Describe the full implications of the modern role of in HR in becoming the ‘architect of the talent machine’
- Align overall talent strategy to business priorities and objectives.
- Sustain solutions by evaluating impact and iterating.
- Analyze business data to create insight and guide decisions.
- Solve business issues by implementing solutions.
- Learn how HRBP can assist managers to increase employee motivation & retention
INSTRUCTIONAL METHODOLOGY
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. Various methodologies will be used including:- Short lecturettes
- Brainstorming
- Case studies
- Group activities
- Role playing
INTENDED AUDIENCE
The HRBP curriculum is designed for functional leaders, people leaders, and individual contributors seeking to advance their careers by elevating personal proficiencies, leading high-impact HR teams, and executing talent strategies that have a measurable impact on the business. Sample titles include:- Senior HR Business Partner
- HR Business Partner
- HR Generalist
- HR Director
- Talent Development Director
- People Manager
- Talent Analyst
COURSE CURRICULUM
BASICS OF HRBP
- Definition and importance
- HRM(Generic) Vs. HRBP
- History, need and evolution of
- HRBP
DUTIES AND RESPONSIBILITIES OF HRBP
- Strategic planning
- Coaching and mentoring executives on HR issues
- Driving initiatives for employees and management
- Accelerate the growth and development of the department
- Introducing and promoting the use of advanced technology for certain functions
- Employee engagement, satisfaction, and employee retention
STRATEGIC HR METRICS
- Making essential and proactive changes
- Aligning talent strategies with business strategies and goals
- Identifying the thought processes, goals, and strategies that influence the business decisions
- Understand the meaning of being strategic and perform strategically
- Improve credibility and influence significantly through every interaction
- Using the techniques of valuation and evaluation
- Levels of HR Strategy and Business Strategy
BUSINESS ACUMEN, STRATEGY & BASIC FINANCE
- Understanding the business, its financial lexicon and theories
- Identifying and bring in effect the quantifiable benefits of talent initiatives
- Rationalize talent initiatives by exhibiting benefits and ROI
- Communicating the importance of HR/talent initiatives through the lens of the business.
SKILLS REQUIRED match industry competition TO BE HRBP
- Should possess an effective sales attitude
- Must be results-oriented to successfully plan and execute strategies
- Successfully manage teams and think critically and lead projects effectively
- Managing priorities that help leverage time efficiently for overall success
- Should be able to listen, communicate and present Think strategically
- Demonstrate high professionalism to influence employees and enhance engagement
HR DATA & ANALYTICS
- Analyze data arrive at metrics and support refining business objectives
- Drive change using evidence based insights to gain buy-in
- Use models and frameworks (globally prevalent)
- Pay, rewards, hierarchy and processes
- Use methods to assess roles refine guidelines with changing global industry norms
- Benchmark processes and match industry competition
CHALLENGES OF HRBP
- Understand and deliver to the needs of the Customer in time
- Addressing the concerns of line managers and HRD
- Identifying and finding a solution for the cause of problems
MAXIMISING TRAINING AND DEVELOPMENT
- Identifying the need for development
- Applying alternative learning techniques & opportunities
- Increasing the learning efficiency
- Determining impact and ROI of training
EMPLOYEE RETENTION STRATEGIES
- Reviewing organizational
orientation - Engagement & retention
strategies - Preferred employer initiatives
FAQ’S, ROLEPLAYS, CASE STUDIES AND DISCUSSIONS
- An opportunity to meet seasoned HRBP’s and get insights from them
- Discuss industry-related challenges through case-based discussions
- Curate solutions for specific industry/ function related challenges by collaborating with different HR professionals joining the session, gain broader, out of the box perspectives
- Benefit by networking with different HR professionals
Training pictures
