HR as a Business Partner
You’ve likely heard that YOU, the HR professional, are a strategic business partner. But what does that really mean? When your fellow team members mention the strategic direction of the company, where do you fit in?
Human Resources brings a great deal of value to an organization. The profession has changed significantly over the past 20 years. Today’s HR Pro is expected to not only wear multiple hats associated to an employee’s life cycle, but also act as a business leader, one who can guide an organization through and around a continually changing economic landscape.
The primary goal of this course is to help you understand what business strategy is and how you, the HR pro, can act as a mighty force multiplier in its implementation. After setting the foundation with key terms, the focus will turn to the importance of communication and explain what expertise you provide in People Development, Organization Structure and Change Management.
Take this course to better understand your value and role as a strategic business partner. As a result, you will lead your team and workforce to the successful implementation of its business plan and achievement of its key performance objectives.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.0 HR (Business) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: Ensure Your Communication of Change Is Effective
Module: Change Management
Be ready for negative feedback. No matter what you do to manage negative reactions to a change initiative, a few change-resistant employees will remain, and could negatively influence other employees as well.
But your initial defense for CAVE people is to ensure you have a solid, well thought-out communication plan for your change initiative. You must answer the following questions in any and all change initiatives:
Number 1, Why is the change happening? What is the driving force causing the change?
You will not get buy-in for the change if you don’t explain why it's happening. Bring your leaders into the communication. In fact, you might want them to lead it depending on the situation.
Number 2, What is changing? (What is the new status quo?)
Explaining the “what” as soon as possible is important. You don’t want the rumor mill to churn even more than it already does.
Number 3, How is it changing?
Similar to “what”, explaining “how” is key to getting ahead of rumors and initiating buy-in.
Number 4, When is the change taking place?
Naturally, you’ll want to highlight timing as well.
And finally, number 5, the WIIFM? (What’s in it for me?)
You know one of the first questions you’ll hear when a major change is initiated at your organization is, “Will I lose my job?”. Explain upfront how it could help your employees and the workforce overall.
If you effectively answer these questions in your communication plan as you ramp up to any change initiative, you should be able to win over a good percentage of CAVE people and other change-resistant employees. Arming the naysayers with answers to the above questions could calm a good number of fears and help them embrace the changes. You might even turn the naysayers into advocates for the change!
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Scott has spent nearly two decades in the human resources, learning and organization development professions. Scott has led multiple organizations and has taught hundreds of students on effectively creating and implementing business strategy, managing change, and designing effective learning solutions.
Scott is also an Associate Adjunct Professor of Training & Development, as well...