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: What about Your Organization?
Module: Setting the Foundation
Does your company have a reason for its existence? Does your organization have a clearly articulated vision or mission statement that communicates to your customers and employees to the lowest level why you and they are here?
If you’re the HR Manager for a bank and the reason for its existence is simply to “provide quality banking products with world class customer service,” then guess what? So does every other bank in the country.
How do you and your fellow business leaders expect a teller or personal banker that recently “fell into this job” to be inspired to “provide quality banking products”? Realistically, they won’t. They may do a good job for you with customers in front of them, but to expect them to go above and beyond is simply unrealistic.
They aren’t motivated by simply “providing quality bank products.” Every bank does that, and there will always be a bank that does it cheaper or faster. Everyone says they have “world class customer service.” Everyone. That is not enough in today’s competitive marketplace to squeak out an edge.
The difference is a highly motivated, highly engaged workforce that believes in your organization’s vision and mission. Your reason for existence.
If you hire “warm bodies,” because you must have that person in the teller window or the manufacturing line, then you will not have the engaged workforce I am referring to. As HR Pros, we know it is much better to hire the right person first that will commit to fulfilling the vision and mission than to hire the warm body. Although hiring managers have to understand, it may take a little bit longer, but, in the long run, it will be well worth the investment.
Having a strategy that all employees can support will result in a more engaged workforce and ultimately a larger bottom line. Next, let’s define some terms relevant to the “strategy conversation.”
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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...