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HTTPS://WWW.TRAININNG.COM/WEBINAR/-91LIVE?CHAN 2019 - Being Seen as a Human Resource Strategic Business Partner

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Category Learning destination for professionals courses, world class professionals trainings, professionals training courses

Deadline: November 06, 2019 | Date: November 06, 2019

Venue/Country: Online Event, U.S.A

Updated: 2019-09-17 18:42:28 (GMT+9)

Call For Papers - CFP


The role of the HR business partner is more important than ever, now that there are more demands on HR to add value. And more leaders are realizing that by making better use of their employees, they can better achieve the profitability goals of the business.

In addition, more of the transactional HR work is being outsourced, so HR is not only able to focus more on the strategic side of the business, but is also being asked to make a strategic contribution and develop people strategies that clearly add value to bottom-line results. This is the role of the human resources business partner.

A strategic HR business partner works closely with other business leaders influencing strategy, steering its implementation, and making the best use of the organization's people. The HR business partnerrole is more of a consultative role. Human resource business partners have clients within the organization to whom they provide services and build relationships focused on the vision and objectives of the organization with much less focus on compliance and administration.

Why should you Attend

Research shows considerable agreement between business leaders and HR professionals as to the preferred vision for HR:

Business leaders want HR to be making visible, meaningful contributions to the business strategy

HR professionals want to be managing the organization's HR processes so that they have a significant impact on the success of their organizations

Unfortunately however, there are many HR departments that are seen as processing transactions vs. turning their internal customers strategies into the HR department’s priorities in order to deliver desired outcomes

Today's HR business partners need to be:

Internal customer focused - knowledgeable of their customers expectations and needs

Strategic - offering services aligned with their customer’s expectations and the business strategy

Change-oriented - continuously improving those HR services for their customers’ benefit

And technically competent

Making the significant transition from the traditional to the strategic HR role is best accomplished by adhering to an HR Internal Service Improvement Process that involves:

Identifying HR's primary customer(s)

Seeking customer feedback utilizing a SWOT analysis, Internal Customer Report Card, Service Level Agreements and/or I/P Matrix

Sharing that customer feedback with the employees in the department

Creating a strategic service improvement plan based on that customer feedback

Developing standards of performance for key HR Moments of Truth & processes

Recognizing and rewarding customer-oriented behaviour from HR department employees

And keeping the HR Internal Service Improvement Process 'alive'

Areas Covered in the Session

Utilizing a Strategic Frame of Reference to Develop an HR Strategic Plan Supporting Your Organization's Business Plan

Strategic Business Partner vs. Traditional Role of HR

Developing Your HR Frame of Reference

Drafting Your HR Department's Mission Statement

The Challenges and Significance of the Internal Service Provided by You and Your Department

What is Value to Your Internal Customers?

The Challenges of Delivering HR Services vs. Producing Products

What is Value and How can We Deliver Greater Value to Our Internal Customers?

The differences between manufacturing and service providing jobs like HR?

Creating a 'SWOT' for Your HR Department

Closing Any HR Service Gaps: a Process to Cause Your Internal Customers to Feel That They are Receiving What They Need & Expect

Understanding Your Customers Expectations

How Do Your Internal Customers See You? An Internal Customer Report Card

The Gaps Model of Service Delivery

Creating Standards of Performance

Performing to Your Standards of Performance

Avoiding False Expectations

Questions Upon Which to Build Your Service Improvement Plan

Improving HR's Service through an Importance/Performance Matrix

The Aspects of Your HR Service Most Important to and Valued by Your Internal Customers

Quality The Most Important Dimensions of HR Service

A Model for Strategic Leadership

Drafting Your HR Department’s Vision Statement

Aligning Your HR Processes with Your Organization's Business Plan

Organizational Success Factors - with Samples

Employee Competencies - with Samples

Utilizing Talent Management Practices

Utilizing Your HR Processes to Enhance Employees Competencies

Effectively Carrying Out Your Daily Role as a Coach and Counsellor - to Your HR Team, Managers and Employees

When and How to Coach?

When and How to Counsel?

Common Coaching and Counseling Opportunities

Crafting Your Frame of Reference

Who Will Benefit

HR Professionals New to the Field - Seeking a comprehensive view of the subject with multiple initiatives and techniques they can apply immediately

Experienced HR Professionals - Seeking a Refresher

Speaker Profile

Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines

Implementing Strategic HR Initiatives: Executive Search, Conducting HR Department Audits, Enhancing Recruiting, Interviewing & Selection Processes, Installing Performance Management Programs, Conducting Training Needs Assessments, Installing HR Metrics, etc. Maximizing Leadership Effectiveness: Facilitating Team Building Initiatives, Designing and Facilitating 360 Performance Assessments, Executive Coaching, Measuring and Enhancing Employee Engagement and Performance, etc.

Strategic Planning: Facilitating Strategic Planning Events, Establishing Succession Plans, Installing Business Performance Metrics, etc. Enhancing Customer Loyalty: Conducting Customer Satisfaction Surveys, Facilitating Customer Advisory Councils, Developing Standards of Performance and Scripts for Key Customer Touch Points, etc. The Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, EMC, State Farm, Marriott, N.C.I. YKK and Freddie Mac to

Align corporate organizational structures with their strategic initiatives - while insuring value creation for their customer bases Ascertain customers’ primary needs and perceptions of organizations’ performance relative to that of their competitors Develop and implement customer loyalty enhancement processes - based on specific customer feedback - that delivered sustainable advantages in the marketplace

Implement performance management programs, executive coaching, compensation systems and other HR processes to strategically direct and reward desired employee behavior Prior to founding his own firm 25 years ago, Pete had 15 years of experience -at the plant, divisional and corporate levels - in Human Resource and Quality functions. Pete held leadership positions - to include the V.P. of Human Resources and Quality - with Allied Signal, Imperial Chemical Industries, Reynolds Metals, Charter Medical and Access Integrated Networks.

Pete also frequently develops and facilitates a variety of leadership development programs including: Strategic Planning, Moving from an Operational Manager to a Strategic Leader, Strategic HR Management, The Fundamentals of Human Resource Management, Recruiting, Interviewing & Selection, Employment Law and Utilizing HR Metrics. Employees from over 3,000 organizations have benefited from Pete’s experience and perspective. Pete is co-author of Leading Your Organization to the Next Level: the Core Disciplines of Sustained Profitable Growth.

Pete holds a B.A. degree in Psychology from Emory and Henry College and Masters degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University

Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
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