HR as a Strategic Business Partner

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Traditional HR Function

Attendance Recording

Hiring People

Firing People

Payroll Administration

Maintain Employee Data

HR Policy

Candidate Searching

Employee Training

Administrative function only

Hire and forget

Recruited talent doesn’t meet business requirement

Reactive recruiting, only recruit when asked

Too much budget on recruitment

Training materials do not meet knowledge needed for business

Too much budget spent on training

Traditional HR

Aligned with the company’s business strategy

Engaging business by rapidly and effectively respond to business needs

Find and retain the right people for the business

Effectively communicate in the language of executives

Coach & motivate people

HR as Business Partner

Find out company’s business strategic plan

Find out how the company generate profit

Find out what is your customer needs

Understand company’s Profit & Loss statement, find out how and where HR can affect them

Help other department meet their objectives

How

Once HR have the right tools (software) to run their daily functional tasks, they can be more focussed on being business strategic partner

Tips

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