HR as Businesss Partner

8/2/2019 HR as Businesss Partner

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Submitted To:

Prof.Pradeep Kamat

Presented By :Sakina Siraj Bootwala

Roll No :02 (HR)

Year :MMS 3rd Semester

HR as a BusinessPartner



Statistics of HR Transformation

50% of organizations are in the middle of transforming their HR functions;

12% completed their HR transformations in thepast year;

Another 10% intend to begin the process in thenext year.

(Global HR Transformation Study, 2006,Mercer Human Resource Consulting)



HR Transformation

Process of Recreating the HR function so asto enhance HR contribution to the business

It involves a shift from the internal operations(transactional, inward) activities to a more

market perspective related performance.

Over the years role has been evolving, butwithin its HR (Personnel) box. Currenttransformation is breaking outside the box

Now HR transformation deals with issues of Organisational Renewal, ChangeManagement, Business Success, Businessintellegence, Culture, Behavioral Change.



Transformation Wave

5-10 years ago: focused on improvingtechnology and service delivery, technologyshift gives new aspects

Competition, Time to market, Intranet,Restructuring/Rightsizing, Outsourcing

This was the role of HR as a Consultant. Roledid not transform the HR function into a

business partner

Now HR is being called up to deliver



Transformation Wave

HR Business Partnering model often started off as a CostSaving initiative, responding to a Business Directive. Thiswas the Driving force of the model in the 90’s.

Led to the introduction of IT Driven HR Services, Self-

service forms processes etc.

What started as a Cost Reduction/Competition Programended up as a Revitalisation of the whole HR Activity

Now HR is the driving the vision-strategy targets

Closer follow up related to market changes



Changing Role of HR

H R

R O

L E / C O N T R I B U T I O N

LOW VALUE HIGH VALUE

TRANSACTIONAL

CONSULTANT

BUSINESS

PARTNER



Changing Role of HR

TRANSACTIONAL

Inform

Police

Control

Reactive

CONSULTANT

Advise

Solutions

Inward

Reactive

BUSINESS

PARTNER

Integrate

Strategy

OutwardProactive



What is HR as a business partner??

Must manage people (TalentManagement)

Identify skills required within people inthe organisation (Competency Profiling)

Develop and supply quality executives(Leadership Development)



What is HR as a business partner??

Motivate and retain key players(Human Capital) so that they performat their best

Maintaining and improving company’simage and being an attractive employer

ExemplifyBe involved at the sharp end of the

business, (time to market etc)



Understanding the business

Being concerned with the bottom lineand impact of any decision onprofitability.

The business environment (SWOT,competitor moves, market share, etc.)

Understanding customers, customerprofiles (segments) and their needs.Why ?



HR as Capacity building force

HR as Change Manager(Opportunities-Steering)

HR as Relationship Builder

HR maintaining Human Capital

Four Key Roles of HR as aBusiness Partner



HR as Capacity builder

Participate in formulation of list of organisational and individual competencieslinked to the corporate goals or strategiesand support systems

Develop access to information and has keyrole in information dissemination (analyzeshifts in market and draw conclusions on HR

need

Identifying, nurturing, developing anduntapping human talent.



HR as Knowledge Facilitator

This assumes HR is involved in theformulation of the Organisation’sVision, Mission and Business Strategy;

Must be part of the Management toadvise on what is possible given thestock of talent and capacities availablein the oganisation;

Propose Strategies that best attractsand retains the talent that will deliveron the Business Objectives.



HR as Relationship builder

Both internal and external customers followmarket demand

Supply Chain Management ,in telecoms this

is important for maintenance of brandimage and brand integrity…

Branding ? is a powerful tool for promotingCulture. A growing school of thought is that

Branding is as much an HR responsibility asit is a PR function because of its power toattract and retain employees.

Managing diversity



HR as Relationship Builder:Managing Diversity

Many organisations now operating indifferent cultural environments and markets

and different owners requirements;MTN is in Africa, the Middle East. Vodafone

is in UK, Europe, South Africa, Kenya.France Telecom has just won the bid for

Telkom Kenya, and will bring their ownmanagement styles and culture.



HR as Human Capacity builder

Career Management

Facilitate progression of staff based ontheir competencies, desires andcontribution to organizational goals

Capacity Building (job design) inanticipation of future needs



CONCLUSION

As Human Capital Related Issues Continue toChallenge on Organizations overall Strategy, The

Human Resources manager must become a

familiar face in the Management Team and a

potent force in the boardroom.

Findings however reveal a troubling gulf

between the needs of the business and the ability

of HR to respond.This is forcing companies to rethink their

approach to the recruitment, training and

development of HR



Documents

HR as Businesss Partner