Your SlideShare is downloading. ×
Unlock HR Business Partner Performance
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Unlock HR Business Partner Performance

516
views

Published on

To improve HR Business Partner (HRBP) strategic effectiveness, organizations must evolve HRBP competencies and remove organizational barriers. See what the best companies do to be successful in the …

To improve HR Business Partner (HRBP) strategic effectiveness, organizations must evolve HRBP competencies and remove organizational barriers. See what the best companies do to be successful in the new work environment.

Published in: Business

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
516
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
21
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. UNLOCK HR BUSINESS PARTNER PERFORMANCE To improve HR Business Partner (HRBP) strategic effectiveness, organizations must evolve HRBP competencies and remove organizational barriers. DESPITE INCREASED INVESTMENTS IN HRBPs, THERE HAS BEEN LITTLE PROGRESS LESS THAN ONE-FIFTH of HRBPs are viewed as strategically effective. THE HRBP ROLE IS BECOMING EVEN MORE IMPORTANT AND DIFFICULT AS IT FACES TWO BIG SHIFTS: SHIFT 1 SHIFT 2 EMPLOYEES 2009 2010 INCREASED COLLABORATION AND INTERDEPENDENCE 2011 2012 TRAINABLE SKILLS 2013 EXPLOSION OF TALENT DATA AVAILABILITY 63% depend on peers to 78% report an increase in the achieve objectives. availability and use of information. 76% rely on more stakeholders 1/3 of HRBP time is spent collecting day-to-day. and analyzing data. TO BE SUCCESSFUL IN THE NEW WORK ENVIRONMENT, THE BEST COMPANIES: + 2 1 UPGRADE TALENT BY EVOLVING HRBP COMPETENCIES TOP COMPETENCIES: • business acumen • innovation for the enterprise • talent management acumen • data judgment NEW! • leadership • leveraging networks* *Leverage professional networks in strategic activities to achieve better talent outcomes. GROW THE STRATEGIC POPULATION TO 3 IN 10 HRBPs in the next three years through competency improvements alone. ! 1 HRBPs WITH THE RIGHT COMPETENCIES STILL COMPETENCY DEVELOPMENT IS NECESSARY, BUT INSUFFICIENT. + 2 ONLY DELIVER 38% STRATEGIC IMPACT. REMOVE FOUR ORGANIZATIONAL BARRIERS ? 1 2 APPLICATION BARRIER PARTNERSHIP BARRIER Most HRBPs don’t know how to apply competencies in their day-to-day role. Only 22% of line leaders actually ask HRBPs for strategic insights. 3 4 FUNCTIONAL BARRIER Tensions between HR functional groups prevent coordination. 1 ENTERPRISE BARRIER Lack of effective coordination with cross-functional partners. + 2 BY UPGRADING TALENT AND REMOVING ORGANIZATIONAL BARRIERS TO HRBP PERFORMANCE, THE MOST EFFECTIVE HRBPs CAN BOOST: ORGANIZATIONS CAN INCREASE THE NUMBER OF STRATEGIC HRBPs TO 4 in 10 IN THE NEXT THREE YEARS 6 in 10 IN THE NEXT FIVE YEARS Employee Employee Revenue Profit Performance Retention Growth Growth BY 22% BY 24% BY 7% BY 9% ACCESS CEB’S BEST PRACTICES, KEY INSIGHTS, AND ACTIONABLE SUPPORT WWW.C E BGLOBAL.COM/HRBP

×