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: Communicating Your Strategic Plan
Module: Strategic Planning
Does your organization have a strategic plan? Hopefully you are thinking “of course we do!” My follow up question would be, “have you read it?” Do you know where your organization is headed in the next 1-2 years? Yogi Berra has famously been quoted as saying “if you don’t know where you’re going you’ll end up somewhere else.” This quote by the Yankee great is so famous and I’m sure you’ve heard it 100s of times, but so appropriate for this discussion.
Strategic plans should be the most socialized document in your organization. I’m shocked more times than I care to admit when I hear that organizations indeed have a strategic plan, but the leadership has intentionally decided to not communicate the plan to their C-Suite managers let alone their front-line employees.
As of the time of this recording, preparations are being made to celebrate and remember the 75th anniversary of the liberation of Europe in 1944, specifically the D-Day invasion. In studying this event for a number of change management courses I teach, I am amazed at the brilliance of the allied leaders at crafting the strategy that eventually resulted in a liberated Europe.
I’m immensely more amazed at the implementation of this strategy to the lowest ranked soldiers, sailors, and marines involved in the operation. Could you have imagined what would have happened if the overall strategy of this mission was not communicated down to the lowest level of the military?
That is for another discussion, but the point here is that YOU, as the HR business partner in your organization, have a responsibility to communicate to your leadership the importance of communicating your organization’s strategic plan to all employees.
For those of you that are watching this and are admitting that your organization does not currently have a formal strategic plan document, you may be wondering how to get started crafting such a document. Let’s focus our attention on that for a few moments.
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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...