HR - The Business Partner

Barbara Kenton

Physical

In Circulation

Many organisations are changing the structure of some of their internal service departments such as HR and Finance, to give them a more consultative and strategic role within the company. However, in many cases, this takes place with little thought as to how the new function can be best established and how the individuals themselves need to change in order for it to be successful.

The book is about helping practitioners understand what is involved in operating as a business partner within an organisation. It will help them to assess how to make the transition from working operationally to working in a more strategic position and will equip them with the tools and techniques to help them in their new role. For generalist HR practitioners who are about to embark on Business Partner roles, or who are struggling to make a difference in such roles, the personal change journey can be made more difficult if people do not know what is involved, or understand how HR Business Partners can make a positive difference to their organisation's success. The temptation then to revert to familiar activities can be strong and dangerous to personal and functional credibility.

The authors draw on their experience of working with HR teams to show what being an HR Business Partner means in practice. They look at the challenges and what can be done to address them, and provide practical insights into how to develop the skills and confidence required to really make a difference in Business Partner roles.

* Outlines what being an HR Business Partner means in practice

* Use of tools and techniques will be illustrated through practical case study examples

* Shows how to develop a range of skills for building internal & external client relationships

What will you learn from this book

  1. Strategic Alignment: Understanding the organization's business strategy and aligning HR initiatives to support and enhance the achievement of strategic goals.

  2. Collaboration with Business Leaders: Building strong relationships and collaborating closely with department heads and business leaders to understand their needs and challenges.

  3. Data-Driven Decision-Making: Using HR analytics and metrics to make informed decisions and demonstrate the impact of HR initiatives on business outcomes.

  4. Talent Management and Development: Implementing strategies for attracting, retaining, and developing talent that aligns with the organization's long-term objectives.

  5. Change Management and Adaptability: Assisting in organizational change efforts and helping employees adapt to changes while ensuring continuity in operations.

  6. Performance Management: Developing and implementing performance management systems that drive employee performance in alignment with business objectives.

  7. Strategic HR Planning: Contributing to workforce planning and succession planning to ensure the organization has the right talent in the right positions.

  8. Communication and Influence: Effectively communicating HR strategies and initiatives to gain buy-in from stakeholders and influence decision-making.

  9. Legal Compliance and Ethical Practices: Ensuring HR practices adhere to legal requirements and ethical standards while supporting the business goals.

  10. Continuous Improvement: Embracing a culture of continuous improvement within HR processes to better support the evolving needs of the business.

Language English
ISBN-10 0750664541
ISBN-13 9780750664547
No of pages 256
Font Size Medium
Book Publisher A Butterworth-Heinemann Title
Published Date 12 Apr 2005

About Author

Author : Barbara Kenton

1 Books

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