Mastering HR as a Strategic Business Partner
Explore the evolution of HR into a strategic business partner role, addressing challenges, mindset shifts, and the crucial link between human capital and organizational success. Discover why HR is vital for competitive advantage and how to drive business success through talent management.
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Presentation Transcript
POSITIONING HR AS A BUSINESS PARTNER
Agenda History of HR HR as a business Partner Mindset of a Business Partner Success and challenges of the model
Human Capital is considered to be one of the most critical things in an organization that is not replicable; systems are replicable. Human Resource is the custodian of this critical resource. Why then is HR not considered a critical team in the organization? What opportunities does HR have to change this perception?
History of HR Strategic Administrative (Link between business needs and human capital decisions) (Focus on managing people) Transactional / Compliance (Focus on service delivery and compliance to legal requirements)
Factors affecting business and Factors affecting business and impacting HR impacting HR Shifting workforce demographics Evolution of jobs jobs requiring more interdisciplinary skills Globalization Digitalization
Mindset of a Business Partner HR begins with the business. HR activities are tied to the business. Develop a deep understanding of organization. Knowledge of external business issues/factors determines the relevance of internal operations Clearly articulate how HR contributes to competitive advantage
HR success as a business HR success as a business partner partner Business success is largely depended on getting the right people, doing the right job, with the right skills and at the right time. Talent drives strategy And that is what HR is all about!
HR success as a business HR success as a business partner partner Change of HR language Adopt technology Embrace rapidly changing environment Sharpen our business acumen
Challenges of the Business Challenges of the Business Partner Model Partner Model HR departments that are focusing mainly on administrative/transactional hr. activities Lack of skills/knowledge that enables the department perform as a partner Business cushioned from competition that do not see the need for change
