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: Train Problem-Solving & Decision-Making
Module: People Development
Let’s take a step back to our first case study. What would the decision quad chart look like for Mary? Take some time and role play in your mind how this employee may solve her own problem.
First, articulate the problem. Second, determine two or three possible COAs. Third, weigh out the strengths and weaknesses of each. Then make and implement a recommendation that is best for the organization.
There are many reasons organizations may not decide to train the skills of problem solving and decision making. Perhaps they have regulatory or legal concerns that employees will make wrong decisions for which they will be liable.
Maybe they desire a stronger hold on what employees are able to do, and the best way to do that is to train them only on the organization’s desired behaviors.
Regardless of the reason, if employees do not hone these skills, they will continue to seek out organization-developed training from which to “pull” or wait for it to be “pushed” out to them.
Perhaps a decision quad chart should be performed to determine if training problem-solving and decision-making is good for your organization? It’s another opportunity to demonstrate the value you can bring to your organization as an HR Business Partner.
You completed 0% of this lesson
You completed 0% of this course
Lessons Not Completed:
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...