Hr Business Partner: Roles, Responsibilities And Competencies
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INTRODUCTION
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 effectively.
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COURSE OBJECTIVES
By the end of the course, you‘ll be able to:
- Describe the full implications of the modern role of the HR business partner in becoming the
- Identify the four roles of the HR business partner
- Apply the four roles of the HR business partner and their associated responsibilities
- ‘architect of the talent machine’
- Recognize how the role of HR business partner can add value to the organization and contribute to the achievement of planned objectives
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COURSE AUDIENCE
This course is made for
- HR professionals responsible for aligning business objectives with employees and management in designated business units.
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COURSE OUTLINE
Day One
- Overview of traditional HR functions
- HR now and then
- Competency based HR
Day Two
- HR modern day definition: business results, not just HR results
- Anatomy of the HR challenge
- HR management risk
Day Three
The fundamental Ulrich model: four roles to play
- Strategic partner
- Administrative expert
- Employee champion
- Application of the Ulrich model: four jobs for an HR business partner
- Impact on the business of the different jobs of the HR business partner
- Example of the responsibilities associated with an HRBP process
Day Four
- Data judgment
- Business acumen
- Knowledge of business strategy, market challenges and customer needs
- Focus on the organization’s financials
- Leading vs. lagging indicators
- Talent management acumen
- Succession planning
- Talent acquisition
- Talent retention
- Business acumen
Day Five
- Operations manager
- Mastering HR theory and adapting it to unique situations
- Managing competing personalities in the organization
- Managing conflict between managers
- Responding to organizational changes
- Resolving problems in the execution of business plans
- Flawless implementation of HR policies, procedures and systems
- Communicating organizational culture to employees
- Assessing employee attitudes
- Tracking trends in employee behavior
- Employee mediator
- Managing conflict between employees
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