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Course Code: HRM 107
5674 Course Visits
HR Business Partner: Roles, Responsibilities and Competencies
Course Sector:
HR Strategy and Training
Course Dates and Locations
Choose a date and location to book your seat
No.
Date
Days
Location
Fees
Enrollment
01
5 Days
Dubai, UAE $4,250
02
5 Days
Kuala Lumpur,Malaysia $4,950
Introduction
Training course introducion / brief
HR business partnering is currently one of the popular approaches of
organizations in organizing their HR function because it’s proven to add
significant business value. HR business partners are relatively work
closely with business leaders to improve and develop workforce
performance, foster and nurture strategic people enablers such as
talent, leadership and culture, as well as develop people solutions, to
achieve the organization’s objectives. This 5-day BOOST training course
is designed to provide participants with the relevant concepts about the
roles, responsibilities and competencies needed to be an effective HR
Business Partner.
Course Objectives
At the end of the training course, participants will be able to
- Gain a comprehensive understanding of the role of HR business partners and how it contributes to the achievement of organizational objectives while adding business value.
- Learn the four foundations of business savvy HR and understand how to apply this in their organization
- Identify the various roles and responsibilities associated with the role of HR business partner and to demonstrate the competencies required for an effective HR business partner
- Learn the changing context in which HR is operating and the resulting shift in expectations and skills required of the HRBP role.
- Improve and create a plan for personal development as an HRBP.
Course Audience
Who is this course for, and can benefit the most
- Senior Executives
- Business Partners
- HR Managers
- HR Personnel Manager
- HR Director
- Regional managers
Course Outline
The course aims and learning outcomes
Traditional HR: service provider
- Overview of traditional HR functions
- Competency based HR
- HR modern-day definition: business results, not just HR results
- HR challenge
- The corporate talent system; an integrated approach
- Attracting and acquiring talent
- Understanding and planning talent
- Extending talent
- Managing and developing talent
The fundamental HR business partner model (Ulrich model)
- Definition of HR business partner
- The fundamental Ulrich model: four roles to play
- Strategic partner
- Administrative expert
- Employee champion
- Change agent
- Application of the Ulrich model: four jobs for an HR business partner
- Strategic partner
- Operations manager
- Emergency responder
- Employee mediator
- Impact on the business of the different jobs of the HR business partner.
- An example of HR business partner process-related responsibilities
- The SHRM job description for the HR business partner role
Skills and competencies for HR business partners – part one
- Data judgment
- Business acumen
- Knowledge business strategy, market challenges and customer needs
- Focus on organization’s financials o Leading vs. lagging indicators
- Demonstrating strong business analytics
- Talent management acumen
- Workforce planning
- Succession planning
- Talent acquisition
- Talent retention
- Strategic partner
- Understanding how HRBPs can support the business
- Understanding the talent needs of the business
- Adjusting HR strategies to respond to changing business needs
- Identifying talent issues before they impact the business
- Identifying and implementing critical HR metrics
- SMART HR KPIs
- Aligning HR KPIs with organizational KPIs
- Use of HR KPIs in measuring the impact of HR initiatives that contribute to the bottom line.
Skills and competencies for HR business partners – part two
- Operations manager
- Mastering HR theory and adapting it to unique situations
- Flawless implementation of HR policies, procedures and systems
- Communicating organizational culture to employees
- Assessing employee attitudes
- Tracking trends in employee behavior
- Communicating policies and procedures to employees
- Keeping the line manager updated on HR initiatives
- Employee mediator
- Managing conflict between employees
- Managing competing personalities in the organization
- Managing conflict between managers
- Responding to organizational changes
- Resolving problems in the execution of business plans
Emergency responder
- Quickly responding to line manager questions
- Quickly responding to complaints
- Responding to manager’s needs
- Responding to employee’s needs
- Preparing for different situations
Providers and Associations
Providing the best training services and benefits to our valued clients
Boost certificate of completion
BOOST's Professional Attendance Certificate “BPAC” is always given to the delegates after completing the training course, and depends on their attendance of the program at a rate of no less than 80%, besides their active participation and engagement during the program sessions.
ENDORSED EDUCATION PROVIDER
Flexible deadlines
Customized dates accordance to your schedule
Shareable Certificate
Earn certificate upon completion
COURSE METHODOLOGY
Our Training programs are implemented by combining the participants' academic knowledge and practical practice (30% theoretical / 70% practical activities).
At The end of the training program, Participants are involved in practical workshop to show their skills in applying what they were trained for. A detailed report is submitted to each participant and the training department in the organization on the results of the participant's performance and the return on training. Our programs focus on exercises, case studies, and individual and group presentations.
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