Developing as an HR Business Partner304LON

CW2 Oral Presentation

Student Name: Benjamin L'HermitteStudent ID: 6850399Date: 04/27/2016

IntroductionRole & Qualities of IHRBP

New trends & implications of HRBP

External stakeholders

Personal SW

Training Development Program

Objectives of the presentation

What about me ?

IHRBP: Role, Responsabilities

"You think EFFECTIVENESS with people and EFFICIENCY with things"Stephen Covey

Strategic Partner Change Agent

Administrative Expert

Employee Champion

Ulrich’s Four Role Model

Day to day/Operational Focus

PROCESSES

PEOPLE

Future/ Strategic Focus

IHRBP: Role, Responsabilities

Role

ACTING as an HR REPRESENTATIVE and build a strong relationship with the internal client

ACHIEVE the business GOALS of the company

LEAD HR processes with HR CoEs

Must be PROACTIVE and provide feedback about all HR processes and procedures

LEADING PROJECT for the internal client and HR (with employees' involvement to ensure the universal solution for

the company).

DECISION MAKING POWER

COMBINE existing HR SOLUTIONS with the requests ADJUSTMENT FROM CoEs

Acting as an INDEPENDANT ADVISOR for employees in tought situations

Responsabilities

DEFINING HR GOALS by cooperating closely with the internal client and HR

Ensure that HR PROCESSES COMPLY to the LEGAL and regulatory ASPECT (internal & external)

RECRUIT the KEY TALENT for the internal client

DESIGN succession PLAN for key talents & key job positions (training aspect)

MANAGE complex and DIFFICULT RH PROJECTS cross-functionally

IDENTIFY GAPS, propose and implement changes necessary to cover risks

IHRBP: Qualities, required skills

HRBP

Communication

Analytical and Problem Solving

Labour Law Knowledges

Time Management and Priorities

Negotiation, influencing

skills

Organisational

Numeracy skills

Management

Team player

Knowledges in HR & in the

company

IHRBP: Role Evolution

Welfare Officer (1890-1914)

Labour Manager (1914-1939)

Personal Management (1945-1979)

HR Management (1980-1990)

Human Capital & Strategic HR (2000-Now)

“Historically, many within the HR profession have lamented the lack of respect and acknowledgment for the services they provide. Now opportunity is banging at the door of every HR function to reverse that situation. The need to be more strategic and business-linked is evident.”

Robinson & Robinson (2005)

HRBP: New trends & implications

"HR should not be defined by what it does but by what it delivers"David Ulrich,

BEFORE•Lack of HRM presence at Senior Management Level

•Limited opportunities for HR to influence the direction of an organisation

•More focus on "operational HR" (85%)

TODAY• Proactive mindset and

focus on business strategy (strategic HR: 60%)

• Leaders are realizing the worth of capital human

TRENDS•Focus the strategic decision on ecological, economical and technological aspect

•Corporate Social Responsibilities (CSR)•HR professional will become specialists and more strategic thinkers

•Top priorities of HRM: feeback, engagement, culture•Flexibility will become normal ( 2nd most important factor to retain best talent after wages).

End of 1990s

HRBP: New trends & implicationsNew key challenges, why ?

Why ?

Strategic RH

Based not anymore on

short-term profit but on the long term survival & responsibilities

Based on Talent Management

Process

Based on sustainable ,

ecological responsibilities

Take account the of external stake holders

and the threats/opportunities

they bring

HRBP: New trends & implicationsWhat are those key challenges in the different HR areas ?

•Define requirement and sourcing the best appropriate talent•Improve core competencies (not only!)•But also integrate employees whose their values match to the company's values (e.g. long term vision & responsibilities, sustainability…)

Recruitment & Selection

•Shape the training & development process to match with the current (& future) company's needs.

•Shape the training & development into those new trends (because all decisions will have to take care and integrate the social and sustainable responsibilities aspects).

•Raising awareness of company & employees' responsibilities for their decision about sustainability in the training

Training & Development

•Look for establish common values between employees and the companies (if they could identify themselves to the company strong involvement in the company).

• Involving employees in the future and the decision of the company• Improve strategy for talent retention (recognition, good fit between job and talent, wages, flexibility, PDP, challenges…)

Employee Participation / Engagement

External stakeholders

Has an impact on the legal

environment of the company

Multiple owners & investors in the company. They

want a quick investment return

Impact on the costs of supplies and the smooth running of

the logistics of deliveries (no delay). Impact on the quality

and the good condition of the

products.

Impact on the financial safety and the healthy of the

company. No clients = no company !

Has an impact on the financial

contribution by the capital loan to the

company

They have an impact on the

employees' working

environment & conditions (defend

the employees' rights)

Company

External stakeholdersResponsibilities of an HRBP in the global environment according to them

Shar

ehol

ders • HRBP has to manage

between divergente interest: Shareholders want immediate investment return whereas the trend of HR is more and more focus on strategic and long term vision (sustainability…)

Gove

rnm

ent • HRBP has to update his

knowledges concerning the law regurlaly and comply to it

• The law is constantly changing and make the HRM complex with the labour law, trade union for instance. HRBP has to find solution to pursue the company strategic goals & respect the law

Personal SWHRBP required skills My strenghts My weaknesses

Team player Team working skills

Numeracy Numeracy and Quantitative skills (very comfortable with numbers) Few trained in accounting

Analytical & Problem solving

- Cognitive skills (Analysing)- Problem solving and decision making skills (I am a chess player and it is a very essential qualities for chess players)

Communication Communication skills

Negotiation, influencing- Negotiation & persuasion- Lack of self-confidence (could be improve)

Time Management & priorities Know manage the priorities and the time in some aspects

Personal management skills (only motivation & procrastination)

Labour law knowledgesVery good practical sense

Not enough deepen

Knowledges in HR Not enough deepen

OrganisationalI know organise myself and organise my work but it has to be thought before (it is not spontaneous).

Management Previous experience in team management Lack of self-confidence

HRBP ?

Training Development ProgramSkill to improve Suggest Training Benefits for

myselfBenefits for the

organisation Associated Costs

Team working

- Communicate with the team- Practice even in the everyday life working with others

- Know work with others- Know express clearly my

ideas and make accept them

More efficient and effective team working & collaboration with the different services (marketing, HR…)

FREE

Knowledges (accounting/HR/Law)

Work the online available resources from the Massachusset Institute of Technology (MIT)http://ocw.mit.edu/index.htm

Improve and deepen my knowledges in those fields ability to make better decision

Own an expert in those knowledges field FREE

Communication

- Seminar and communication courses- Coaching- Online resources- Practice

Capability to express myself more clearly and confidently

No communication problem inside the company = all information well-transferred and well-understood

- Seminar Full-day: $ 4,500- 3 month virtual coaching: $ 2,800www.businesstrainingworks.com

Negotiation/influencing

- Seminar and communication courses- Coaching- Online resources- Practice

Ability to convince and make accept my ideas

Not miss out on good and relevant ideas

- Seminar Full-day: $ 4,500- 3 month coaching: $ 2,800www.businesstrainingworks.com

Time Management & priorities

- Set up rules & self-discipline- Use useful tools such as (important/urgent grid)

Reducing stress by well-structured and well-organized work

No delay, work is done before the deadline. FREE

Self-Confidence

- Online resources for advices- Work on oneself (positive image and self-esteem)- Coaching (too expensive and not especially necessary)

- Be more comfortable with who I am- Trust on my work- Be trustworthy- Improve my credibility

- Work is more efficient when it is done by a confident person- Professional & confident person are more credible

FREE

Talent maker

Conclusion

HRBP of tomorrow

Specialist

Responsible decision-

maker

Strategic thinker

ME AS HRBP!

MEAnalyser &

Decision Maker

Team Player

Requirement knowledges

ReferencesAshdon, L. (2014) "The evolution of HR part three: Today and the future" HR Magazine [online] available from <http://www.hrmagazine.co.uk/article-details/the-evolution-of-hr-part-three-today-and-the-future> [04/23/2016]Ashdon, L. (2014) "The evolution of HR: 1984 to 2014 and beyond" HR Magazine [online] available from <http://www.hrmagazine.co.uk/article-details/the-evolution-of-hr-1984-to-2014-and-beyond> [04/23/2016]Ashdon, L. (2014) "The evolution of HR: 1984 to 2014 and beyond part two" HR Magazine [online] available from <http://www.hrmagazine.co.uk/article-details/the-evolution-of-hr-1984-to-2014-and-beyond-part-two> [04/23/2016]ClearCompany (2014) "2015: the evolution of HR" ClearCompany [online] available from <http://blog.clearcompany.com/2015-the-evolution-of-hrhttp://www.revelian.com/the-8-most-important-hr-trends-for-2016-according-to-the-experts/> [04/23/2016]Management Study Guide (2016] "Talent Management – Opportunities and Challenges" Management Study Guide [online] available from <http://www.managementstudyguide.com/talent-management-process.htm> [04/25/2016]Personnel Today (2012) "What's next for HR? The six competencies HR needs for today's challenges" Personnel Today [online] available from <http://www.personneltoday.com/hr/whats-next-for-hr-the-six-competencies-hr-needs-for-todays-challenges/> [04/25/2016]Jamieson, David W. & Eklund, S. & Meekin, B. (2016) " Strategic Business Partner Role: Definition, Knowledge, Skills & Operating Tensions <http://www.theodcenter.com/strategic-business-partner-role-definition-knowledge-skills-operating-tensions> [04/25/2016]Roebuck, C. (2011)"Bye bye, HR business partner. Hello, HR entrepreneur" HR Magazine [online] available from <http://www.hrmagazine.co.uk/article-details/bye-bye-hr-business-partner-hello-hr-entrepreneur> [04/26/2016]Ulrich, D. (2012) "Exclusive: The six competencies to inspire HR professionals for 2012" HR Magazine [online] available from <http://www.hrmagazine.co.uk/article-details/exclusive-the-six-competencies-to-inspire-hr-professionals-for-2012> [04/26/2016]

ReferencesBeardwell, J and Claydon, T. (2010) Human Resource Management, A Contemporary Approach. sixth edition, FT Prentice Hall

Hérout, O. (n.d) "HR Business Partner" Itineraire RH [online] available from <http://www.itineraire-rh.com/hr-business-partner/> [04/17/2016]

Mercer (2012) "It’s Time for the Next Generation HR Service Delivery Model" Mercer [online] available from <http://www.mercer.com/content/dam/mercer/attachments/global/Talent/Assess-BrochureHRAssessment.pdf> [04/18/2016]

Creative HRM (2013) "HR Business Partner: Roles & Responsibilities" Creative HRM [online] available from <http://fr.slideshare.net/CreativeHRM/hr-business-partner-roles-and-responsibilities> [04/18/2016]

Simple RH Guide (2012) "HR Business Partner Job Description" Simple Rh Guide [online] available from <http://www.simplehrguide.com/hr-business-partner-job-description.html> [04/19/2016]

Simple RH Guide (2012) "HR Business Partner Job Description" Simple Rh Guide [online] available from <http://www.simplehrguide.com/hr-business-partner-responsibilities.html> [04/19/2016]

Alregts, L. & Meervis, C. (2009) "The role of the HR Business Partner: Making it work" PA Consulting [online] available from <http://www.paconsulting.com/introducing-pas-media-site/highlighting-pas-expertise-in-the-media/opinion-pieces-by-pas-experts/hr-zone-the-role-of-the-hr-business-partner-making-it-work-13-january-2009/> [04/20/2016]

HR Zone (2016) "What is an HR Business Partner?" HR Zone [online] available from <http://www.hrzone.com/hr-glossary/what-is-an-hr-business-partner> [04/20/2016]

THANKS FOR YOU ATTENTION