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: Examples of Mission & Vision Statements
Module: Setting the Foundation
Let’s look at a couple examples of Mission and Vision statements of my favorite organizations and two that I frequent often. Howard Schultz in his book, Onward, reveals that it is Starbuck’s mission “to inspire and nurture the human spirit – one person, one cup, and one neighborhood at a time.” Notice, Schultz’s mission is not to “make money selling coffee,” but rather “to inspire and nurture.”
Starbucks vision statement is more revealing on how they will do this. It reads, “To establish Starbucks as the premier purveyor of the finest coffee in the world while maintaining our uncompromising principles while we grow.” I like this vision statement as it not only describes to customers and shareholders how they will accomplish their mission, but also staying true to their principles (or their values).
Let’s look at one more company…another favorite of mine, Harley Davidson. Harley’s mission statement reads: “We fulfill dreams through the experiences of motorcycling, by providing motorcyclists and to the general public an expanding line of motorcycles and branded products and services in selected market segments.” What a great mission! Again, not only to make money but “fulfill dreams.” They certainly have fulfilled mine!
Harley’s vision statement reads, “Harley-Davidson, Inc. is an action-oriented, international company, a leader in its commitment to continuously improve our mutually beneficial relationships with stakeholders (customers, suppliers, employees, shareholders, government, and society). Harley-Davidson believes the key to success is to balance stakeholders’ interests through the empowerment of all employees to focus on value-added activities.”
Again, a great example of a mission statement and vision statement.
So now I’m going to ask you, what is your organization’s mission? Do you know why it exists? What are your organization’s values? What do they believe? Do you know the vision of your organization?
I’m always amazed at the amount of HR professionals that can’t answer those questions. The first step in understanding your role as an HR professional within your organization’s strategic plan is to first know your organization vision, mission and values so that you can align not only your team but yourself to those, if you are able to.
Knowing your organization’s vision, mission and values is a benefit because you can quickly socialize how your role aligns directly with them. For example, if you were a payroll specialist at Starbucks and you met the CEO, Howard Schultz, in the elevator you would have a great response for him if he asked you what you “did” for his company.”
Perhaps you could say, as a payroll specialist, “Howard (they go by first names at Starbucks), I inspire and nurture my neighborhood of partners by ensuring their pay is accurate and on time so that our baristas can inspire and nurture our customers.”
Or if you were a learning strategist at Harley-Davidson, and the same question was asked of you by their CEO, you could say, “I fulfill the dreams of motorcyclists and to the general public by providing learning solutions to our stakeholders that ultimately create value-added activities.”
Have you done this activity? Maybe this would be a good time to pause this video, reflect on your organization’s vision, mission and values and complete this exercise of writing out how you personally and your HR team align with them.
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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...