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: Case Study: Problem-Solving & Decision-Making Culture
Module: People Development
Let’s consider a case study to illustrate the problem-solving approach to learning and development. Jason was just promoted from a compliance specialist position to a leadership position within the compliance department.
After his initial onboarding, Jason meets the chief compliance officer and is introduced to his new team. One of Jason’s team members, Joe, is unmotivated to fulfill his responsibilities, mainly completing timely compliance reports in accordance with the Bank Secrecy Act.
He is also not staying on track with his career development plan. After an analysis of Joe, Jason realizes he is capable, but not motivated. Jason was never trained in how to motivate an underperforming employee, but he has had training on how to solve problems and make decisions. After dusting off his notes, he intentionally works through the problem-solving and decision-making process.
Jason develops a clear plan and systematic course of action, and determines the best solutions. Once the solution is determined, it is offered to Joe. This is an example of a push method.
To determine the best solutions, Jason lays out his problem statement, courses of action (COA), COA rankings, and recommendations visually in a decision quad chart.
Visualizing the process of problem-solving and decision-making makes it easier to communicate to your leaders and employees the logic you used in drawing your conclusions. Let’s review the process steps.
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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...