Learn
Think
Apply
HR Business Partnering Practitioner Development
The role of the HR Business Partner (HRBP) is to work in partnership with key stakeholders to achieve their strategic ‘people’ objectives. As HR departments continue to battle to maintain a solid reputation of adding value to the organisation, HR professionals must be well equipped to deal with challenges and resistances. This means that HR employees must be highly skilled if they are to successfully win over their business clients and deliver the people strategy.
The fundamental skill set of a successful BP is different to traditional HR roles – including consultancy skills, change management, stakeholder management, and strong influencing capabilities. HRBP’s need to be business savvy, credible individuals with the ability to form deep, strong relationships and really get ‘under the skin’ of the organisation.
This role change and accompanying skill-set needs to be explicitly recognised, and time be invested in professionals that are becoming business partner
Why Enrol?
- Understand the relationship between Strategic HR, HR Business Partners and OD practitioners, and the value each contributes to the organisation
- Develop an understanding of the field and nature of OD
- Assess your own organisation’s interpretations and implementation of strategic HR and OD
- Obtain data to initiate and manage organisational change through understanding and evaluating the organisation at a systemic level
- Recognise and influence the underlying dynamics and strategic decisions and activities using The Consequence Leadership Model™
- Explore different OD intervention tools and techniques and learning why, when and how to intervene at different systemic levels
- Be more choice-full in response to underlying dynamics or chaotic and complex situations
- Develop the capability and confidence for using one’s Self as an agent of change
Description
Syllabus
- Mapping the Domain of HR
- The HR Business Partner Role
- Mapping and analysing the HR function
- Process Consulting
- H.R.’s Strategic Contribution
- Ulrich’s ‘Line of sight’ model of HR interventions
- Organisational Culture and culture management
- H.R. Levers and measuring HR impact
- Planning what to do next – developing a Personal Development Plan
Who Should Attend?
This programme has been developed for practitioners or leaders who want to work in partnership with their clients to focus on resolving organisational and people issues and delivering measurable results. This could include:
- Internal and external consultants
- HR Professionals
- Leaders who want to enhance their understanding of organisational and people issues and who want to work in close partnership with key decision-makers
- HR Business partners who are new to their role or who would like to develop their skills to support the organisation’s wider aims and objectives
- Business Partners across other back office functions
Send Enquiry
Related Development Programmes
Description for this block. Use this space for describing your block. Any text will do.
The Fundamentals of Project Management
“Building your essential Project Management toolkit”
Effective Facilitation
“Harnessing the Productivity of Groups through Effective Facilitation”
Effective Change Management
“Achieving High Performance in Times of Change”
