Over the past few years there has been excessive use one function - the title of human resources business partner (HRBP). However, it does not seem that many of the defending champions and the title of the providers that understand the meaning of this role. First and foremost, "human resources" director and "human resources business partner" is not the same, and therefore can not be used interchangeably. Second, human resources business partner is the role of a high level, and thus an individual must have a great deal of experience before they called HRBP. HR business partner equal to head of human resources, the SBU head of human resources, the country head of HR, the head of the regional human resources. Responsibilities of human resources business partner in any industry are as follows:
- goals Cascade Business segment and targets for improving the reconciliation of work and strategies of human capital, and ensuring effective implementation of
- partner with a leader the business sector to develop and deploy strategic planning goals to build a dynamic that will provide significant growth and sustainable enterprise.
- provide guidance to managers and employees regarding the interpretation of company policies and procedures. Guide and coach managers on employee relations and issues of human resources, according to company policies and best practices, including disciplinary, grievance, performance, and redundancy, and management of the absence of
- advise and Business Coach leaders on issues related to talent management, including competency requirements , manpower planning, selection of leadership, executive and training, performance management, retention, and succession planning
- working in partnership with executive management teams to identify opportunities and areas for improvement to support improved organizational performance and the people in line with business needs
- leadership and organizational efficiency and positive results through lean, harmonization of systems, processes and structures to pay for people's right behavior and participation.
- leverage employee data (such as interviews, climate survey results, turnover analysis) and performance management system to improve employee engagement, performance and retention.
- development of behavior, team building / team strategies both proactively and when necessary to improve the team's performance. The current options for managers on organizational structure, roles and responsibilities and staffing levels, and management of the matrix.
- maintains in-depth knowledge of the legal requirements relating to day-to-day staff management, and reduce legal risks and ensure regulatory compliance and policy.
- achieve a sustainable increase business results through spending wisdom on people costs and help make business informed decisions with respect to the investment people
competencies necessary to be successful as HRBP -
- accomplish guidance - this includes working on efficiency achieve results and improve the individual as well as organizational contribution. An individual who shows these competencies analyzing organizational results for decision-making, setting priorities, or the choice of targets on the basis of input and output calculated. This includes the process of analyzing the results of both people involved. Moreover, he will follow the results and measures against a standard of excellence not imposed by others. Also, he said he would make decisions that allocate limited resources to achieve policy objectives.
- business acumen - the individual demonstrate these competencies has a thorough knowledge of the organization and strategic direction of the ministry, programs and services, and environmental effects and their impact on the long-term because it is related to human resources management. Moreover, he will be able to understand clearly the direction and expression, culture, and the challenges and priorities of the business organization and take appropriate action to harmonize these tasks with the business direction and needs.
- Change leader - HRBP indicates that jurisdiction will be able to lead, develop and champion and promote change in the workplace, and building employee and departmental support and commitment. He also said that he should be able to persuade and convince others to gain support for the recommended change to the need, and provide options and solutions that are reasonable and logical.
- decisiveness - crucial to an individual takes ownership decisions and ensures decisions are consistent with the legislation, and previous policies and procedures of the organization. He said he will put the systems to monitor proactively identify risks and carry unacceptable risks. Moreover, he said the integration of risk management in program management and organizational planning.
- impact and influence - and HRBP with efficiency from the "influence effect" will be able to develop and maintain an open and honest professional relationships with colleagues, clients and stakeholders. And you will be able to persuade, convince and influence others in order to achieve understanding and to reach an agreement. Moreover, he will be able to guide and train a variety of staff to lead a team capable of meeting its goals and objectives, while maintaining a healthy and productive work environment, respectful, safe and free from discrimination. He said building a "behind the scenes" support the ideas.
- leadership and development teams - behavioral key indicators of this competence is HRBP's ability to develop and implement building and support and promote team morale and productivity strategies, as well as promoting a positive and cooperative working environment. He gives the reactions to direct reports, peers, and / or team members or other personnel in behavioral rather than personal items for the purposes of development, and refer them to the resources available to help enhance their success. Moreover, he encourages a climate of openness and trust and solidarity among employees by treating each person as a member of a team worth where people feel comfortable in expressing their views and needs.
- building the relationship - relationship building involves the ability of for the development of communications and internal and external relations of the organization, to facilitate the work efforts or to get support. This type of relationship is often quite deliberately, usually focused on the conduct of this relationship road. And HRBP who show this efficiency works continuously to build and maintain relationships and networks critical ways of communication that contribute to the achievement of the goals.
- Results Orientation - establishes and maintains effective accountability systems to review activities and goals to strategies; analysis of performance information to identify priorities and to take calculated risks to improve the operations and activities of the Human Resources, expects emerging issues and manage the risks associated with them. HRBP is to show this efficiency is able to develop, maintain and manage effective performance and accountability systems ensure the activities and objectives to support organizational strategies.
- strategic direction - in HRBP who demonstrate this efficiency priorities for action in line with business objectives, and work and implement strategies and policies in accordance with the organization of the strategies, goals and targets. They consider and re-consider the impact of policies, processes and methods based on future trends and developments. Also make sure that there is an emergency and the problems and situations that may occur plans.
- subject matter expertise - detailed knowledge of HR principles, concepts and strategies, trends and current issues.
This write-up is to try to develop the role of human resources business partner in the organization and highlight their importance. I hope this will be helpful in expanding your knowledge horizon. HR business partners play an important role in the organization and provided its role has been carved properly and interpreted. In the absence of the right knowledge, and HRBP nothing more than just a fancy job title and other fad human resources.
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