“HR as a Strategic Business Partner”

“The long-held notion that HR would become a truly strategic

function is finally being realized.”

“SMART”

• Goals should be as SMART as possible

• S-Specific

• M-Measurable

• A-Attainable

• R-Relevant

• T-Time-based

Becoming A Strategic Business Partner

• Knowledge Requirements

• Staying focused on issues that matter to the business

• Delivering capabilities that make a real difference

Why HR as a SBP?

• To increase productivity of the workforce and thus profitability of the organization.

• To increase revenues or cut costs

• To build competitive advantage

• Effective use of information technology

Knowledge Requirement (T&D)

Develop new skills as needed. Understand the data, the financials, the market, etc.

Be a true Partner and a true Coach, with honesty, integrity and courage

Staying Focused On Business Issues

Focus on Business Objectives• Structure activities around key business objectives

Focus on the Performance• Scenario planning on performance of workforce.

Focus on Core Values• Ensure that core values are embedded in key HR

elements, e.g. hiring, job requirements, rewards

Strategic

HRCompensation/Benefits

Recruiting

Hiring/Firing

Data Reporting

Performance Assessment

Succession Planning

Orientation/Training

Relocation

Policy/Fair Treatment

Talent Planning

Talent Development

Performance Management

Executive Succession

Executive Compensation

HRIS

Shared Services

Acquisition Assessment

Cultural Integration

Quality

Cost Reduction

Process Reengineering

Customer Relationship Management

Product Development

Change Management

Metrics

Team Effectiveness

Strategic Alignment

Globalization

Organizational Architecture

Enterprise Integration

Acquisition Planning

Organizational Learning

Executive Development

Board Relations

HR

HR Generalist

Strategic Business Partner

Operational

Business

Operations Professional

HR Executive

HR Specialist

• With HR as a Strategic Business Partner, the returns for organizations are inevitable.

• HR is in the driver’s seat to be a Strategic Business Partner so this is the right time to seize the opportunity and be valuable.

Conclusion

• It is truly said that HR is a Strategic Business Partner because

“It is said that someone who is an expert in every aspect of the HR function will fit the bill so HR is that person.”