Implementing the Techniques Utilized by HR Strategic Business Partners
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Speaker : PETE TOSH
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When : Monday, February 10, 2025
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Time : 01 : 00 PM EST
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Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:
- Implementing Strategic HR Initiatives
- Maximizing Leadership Effectiveness
- Strategic Planning:
- Enhancing Customer Loyalty
The Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe and the Middle East.
Pete held leadership positions — to include the V.P. of Human Resources and Quality — with Allied Signal, Imperial Chemical Industries, Reynolds Metals, Charter Medical and Access Integrated Networks.
Employees from over 3,000 organizations have benefited from Pete’s experience and perspective. Pete is co-author of Leading Your Organization to the Next Level: the Core Disciplines of Sustained Profitable Growth.
Pete holds a B.A. degree in Psychology from Emory and Henry College and Masters degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University.
This webinar has been approved for 1.00 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
For any further assistance please contact us at support@grceducators.com
The role of the HR business partner is more important than ever, now that there are more demands on HR to add value. And more leaders are realizing that by making better use of their employees, they can better achieve the profitability goals of the business.
In addition, more of the transactional HR work is being outsourced, so HR is not only able to focus more on the strategic side of the business, but is also being asked to make a strategic contribution and develop people strategies that clearly add value to bottom-line results. This is the role of the HR business partner.
At its most strategic, an HR business partner works closely with other business leaders influencing strategy, steering its implementation, and making the best use of the organization's people.
The HR business partner role is more of a consultative role. Human resource business partners have clients within the organization to whom they provide services and build relationships focused on the vision and objectives of the organization with much less focus on compliance and administration.
Areas Covered
Utilizing a Strategic Frame of Reference to Develop an HR Strategic Plan Supporting Your Organization’s Business Plan
- Strategic Business Partner vs. Traditional Role of HR
- Developing Your HR Frame of Reference
- Drafting Your HR Department’s Mission Statement
The Challenges and Significance of the Internal Service Provided by You and Your Department
- What is Value to Your Internal Customers?
- The Challenges of Delivering HR Services vs. Producing Products
- What is Value and How can We Deliver Greater Value to Our Internal Customers?
- The differences between manufacturing and service providing jobs like HR?
- Creating a ‘SWOT’ for Your HR Department
Closing Any HR Service Gaps: a Process to Cause Your Internal Customers to Feel That They are Receiving What They Need & Expect
- Understanding Your Customers’ Expectations
- How Do Your Internal Customers See You? An Internal Customer Report Card
- The Gaps Model of Service Delivery
- Creating Standards of Performance
- Performing to Your Standards of Performance
- Avoiding False Expectations
- Questions Upon Which to Build Your Service Improvement Plan
- Improving HR's Service through an Importance/Performance Matrix
The Aspects of Your HR Service Most Important to and Valued by Your Internal Customers
- The Most Important Dimensions of HR Service
- A Model for Strategic Leadership
- Drafting Your HR Department’s Vision Statement
Aligning Your HR Processes with Your Organization’s Business Plan
- Organizational Success Factors - with Samples
- Employee Competencies - with Samples
- Utilizing Talent Management Practices
- Utilizing Your HR Processes to Enhance Employees’ Competencies
Effectively Carrying Out Your Daily Role as a Coach and Counselor - to Your HR Team, Managers and Employees
- When and How to Coach?
- When and How to Counsel?
- Common Coaching and Counseling Opportunities
Crafting Your Frame of Reference
Who Should Attend
- HR Professionals New to the Field - seeking a comprehensive view of the subject with multiple initiatives and techniques they can apply immediately
- Experienced HR Professionals - seeking a refresher
Why Should You Attend
Research shows considerable agreement between business leaders and HR professionals as to the preferred vision for HR:
- business leaders want HR to be making visible, meaningful contributions to the business strategy
- HR professionals want to be managing the organization's HR processes so that they have a significant impact on the success of their organizations
Unfortunately, however, there are many HR departments that are seen as processing transactions vs. turning their internal customers' strategies into the HR department’s priorities in order to deliver desired outcomes
Today's HR business partners need to be:
- Internal customer focused - knowledgeable of their customers’ expectations and needs
- Strategic - offering services aligned with their customer’s expectations and the business strategy
- Change-oriented - continuously improving those HR services for their customers’ benefit
- And technically competent
Making the significant transition from the traditional to the strategic HR role is best accomplished by adhering to an HR Internal Service Improvement Process that involves:
- Identifying HR's primary customer(s)
- Seeking customer feedback utilizing a SWOT analysis, Internal Customer Report Card, Service Level Agreements and/or I/P Matrix
- Sharing customer feedback with the employees in the department
- Creating a strategic service improvement plan based on customer feedback
- Developing standards of performance for key HR Moments of Truth & processes
- Recognizing and rewarding customer-oriented behavior from HR department employees
- And keeping the HR Internal Service Improvement Process ‘alive’
Topic Background
This webinar will provide:
- Models and techniques for HR professionals to use in delivering improved service to their internal customers
- Ways in which HR can be an essential, viable, value-producing member of the leadership team
- A methodology for developing & implementing a strategic HR plan that is linked to and supports your organization’s business plan
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$160.00
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