hr business partnering by atif

8/3/2019 HR Business Partnering by Atif

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HR Business Partnering

&Competencies

required for a Strategic HR Business Partner

Atif Rahman


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HR Business partnering

Definition

History

Benefits

HR Business partners competencies

Definition

Six competencies

Six roles and their separate categories


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HR Business Partnering

The term itself is often used as a way of describing a method oforganising the HR Functions.

HR Business Partners works with the business to add real strategic

value by understanding the business, having insight into peoples

challenges and the ability to make effective links between two. Theystart the process by building relationships with all the key stakeholdersin the Management team and get under the skin of the Business.

CIPD defines it as:

HR Business Partner enables HR to get closer to the business, to help

the organisation make the most of its people and to implement itsstrategy.

The aim therefore is to use HR and People Management morestrategically, making real contributions to Organisational Success.


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HISTORY:

Human Resources Championswas published In 1997 by Mr. DaveUlrich of University of Michigan in which it was addressed that insteadof what HR did, practitioners should focus on what HR could deliver forbusinesses - that is focus on outcomes.

The four outcomes he thought most important for HR were:

1. Strategy Execution,

2. Administrative Efficiency,

3. Employee Contribution and

4. Capacity for Change.

CURRENTLY most large Organisations have either already gonedown this route or are looking at implementing it and the smaller onesare doing it to varying degrees.


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BENEFITS:

For Organisations:

It allows resources to be focused on real business need, rather thanthose prioritised by HR.

It enables people to provide a competitive edge for the business,focusing on their Talents and Abilities.

It provides better use of the People Resources overall and takes onless of a policing role, so that the focus is on helping managers to

take and implement pragmatic solutions.

For HR & HR Professional:

It allows HR to become proactive, rather the reactive, in relation tobusiness needs.

It enables HR to become more influential within the business.

It enables HR Partner to become closer to business decision-makers.


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The competencies may define as personal characteristic/ behavioursthat differentiate superiors from average performers.

The competencies required of a strategic HR Business Partner arebased on a Model put forward by Ulrich and Beatty (2001)

They were getting frustrated with the lack of Strategic Behaviour within

HR and as a result they put forward Player Model according to which

HR as a function has several roles to play within the business.

There are six Roles:

1. HR Architect

2. HR Builder

3. HR Facilitator

4. HR Coach

5. HR Conscience

6. HR Leader

HR Business Partner Competencies


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1. HR Architect:

Creating the blueprint, designing the systems and processes to makethe best use of people.

The separate categories are: Commercial architect, organisationalarchitect and strategic architect.

2. HR Builder:

Building theses processes and systems in practice.

The separate categories are: Bridge-builder, value-builder and actionbuilder.

3. HR Facilitator:

Facilitating others to build processes, systems and teams to ensurethat they operate well in practice, and encouraging change.

The separate categories are: Change facilitator, implementation

facilitator and relationship facilitator.


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1. HR Coach:

Coaching senior management in areas such as the impact of their

behaviour on other and what people are really thinking.

The separate categories are: Development coach and feedback coach.

2. HR Conscience:

Acting as a sounding-board and conscience to senior executive interms of the impact of their decisions.

The one and only category is: business conscience.

3. HR Leader:

Setting an example of how to lead a function, setting objectives,managing performance, demonstrating and publicising successes.

The separate categories are: Functional leader, performance leaderand transformational leader.


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The End

hr business partnering by atif

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