The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
The HR Goals and Objectives 2014 will be challenging again. The economy is still not improving enough to support the easy job of Human Resources. HR Department will have to stay focused on increasing productivity, attracting the best talents and simplifying its operations to cut costs.
HR Goals and Objectives 2014 will not change dramatically from 2013. Just social media and HR Big Data will be the next big thing in Human Resources.
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
The HR Goals and Objectives 2014 will be challenging again. The economy is still not improving enough to support the easy job of Human Resources. HR Department will have to stay focused on increasing productivity, attracting the best talents and simplifying its operations to cut costs.
HR Goals and Objectives 2014 will not change dramatically from 2013. Just social media and HR Big Data will be the next big thing in Human Resources.
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
Slide Team presents you Strategic Hrm Planning PowerPoint Presentation Slides having 28 ready-to-use PPT slides. Use this to develop your HR strategies to support organizational plans. With this strategic planning and human resource PPT templates, you can learn how HR planning can prepare your company for success. Human resource performance management PowerPoint complete deck underline the important concepts such as strategic human resource plan framework, assessing the current HR capacity, forecasting HR requirements, skill gap analysis plan, organizational skills program matrix, company’s recruitment strategies, evaluating recruitment strategies, recruitment budget to name a few. Using this visually stunning strategic human resource management process, HR managers can easily present the content to target management. Furthermore, this will guide you on how a business should move from its current to the desired manpower position. Make an accountable human resource strategy PowerPoint presentation in just a few minutes. Just click and download strategic human resource plan Presentation design
A company is only as good as its workforce. A company does not generate ideas, does not give service, and by itself is neither efficient nor productive. People make all of those things happen. In that sense, employees are the most important component in the quest to improve business results. It makes sense to treat employee-related expenses as an investment in the workforce. Like any other investment, this critical company investment must yield a healthy return. At Sage, we call that the Return On Employee Investment or ROEI.
These are not easy times for HR managers. Like other executives, they must do more with less. A viable approach to the consequences of an economic downturn is tighter “strategic alignment” of HR processes to the company’s overall competitive strategy. One way that HR managers might adapt to doing more with less is to develop initiatives that designate HR as a strategic partner to revenue-generating business units and to the executive team.
HR Transformation-HR Business Partnering - Services HRBP-Consulting 03 2013Sabena Aerospace
Our website is under construction and will be launched soon. Would you like to know more about our HRBP-Consulting services, have a look at the ppt presentation.
Don't hesitate to contact us to better understand your HR business needs and design your customized HR solution.
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
Without a doubt, “TECHNOLOGY” is changing HR functions. This “PRESENTATION” lays out what will change and why, as well as how “HR" professionals can prepare FOR FUTURE i.e. 2020
Annual business plan hr template : play this in slide show modeVipul Saxena
This is the Template which can be used for presenting Annual Business Plan for HR Deptt.
I have been using it and customise it as per needs of the organisation. Covers almost all aspects/challenges of HR Deptts
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
Creating the Human Resources Operating Model for the next generation. See also Blog article on HR Transformer Blog - http://tinyurl.com/nxk5jm. Discussion of key trends, components of HR operating model and some predictions. Short presentation given at EMRG BPO Conference June 23rd 2009, London. Andrew Spence Glass Bead Consulting.
Slide Team presents you Strategic Hrm Planning PowerPoint Presentation Slides having 28 ready-to-use PPT slides. Use this to develop your HR strategies to support organizational plans. With this strategic planning and human resource PPT templates, you can learn how HR planning can prepare your company for success. Human resource performance management PowerPoint complete deck underline the important concepts such as strategic human resource plan framework, assessing the current HR capacity, forecasting HR requirements, skill gap analysis plan, organizational skills program matrix, company’s recruitment strategies, evaluating recruitment strategies, recruitment budget to name a few. Using this visually stunning strategic human resource management process, HR managers can easily present the content to target management. Furthermore, this will guide you on how a business should move from its current to the desired manpower position. Make an accountable human resource strategy PowerPoint presentation in just a few minutes. Just click and download strategic human resource plan Presentation design
A company is only as good as its workforce. A company does not generate ideas, does not give service, and by itself is neither efficient nor productive. People make all of those things happen. In that sense, employees are the most important component in the quest to improve business results. It makes sense to treat employee-related expenses as an investment in the workforce. Like any other investment, this critical company investment must yield a healthy return. At Sage, we call that the Return On Employee Investment or ROEI.
These are not easy times for HR managers. Like other executives, they must do more with less. A viable approach to the consequences of an economic downturn is tighter “strategic alignment” of HR processes to the company’s overall competitive strategy. One way that HR managers might adapt to doing more with less is to develop initiatives that designate HR as a strategic partner to revenue-generating business units and to the executive team.
HR Transformation-HR Business Partnering - Services HRBP-Consulting 03 2013Sabena Aerospace
Our website is under construction and will be launched soon. Would you like to know more about our HRBP-Consulting services, have a look at the ppt presentation.
Don't hesitate to contact us to better understand your HR business needs and design your customized HR solution.
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
Without a doubt, “TECHNOLOGY” is changing HR functions. This “PRESENTATION” lays out what will change and why, as well as how “HR" professionals can prepare FOR FUTURE i.e. 2020
Annual business plan hr template : play this in slide show modeVipul Saxena
This is the Template which can be used for presenting Annual Business Plan for HR Deptt.
I have been using it and customise it as per needs of the organisation. Covers almost all aspects/challenges of HR Deptts
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
Creating the Human Resources Operating Model for the next generation. See also Blog article on HR Transformer Blog - http://tinyurl.com/nxk5jm. Discussion of key trends, components of HR operating model and some predictions. Short presentation given at EMRG BPO Conference June 23rd 2009, London. Andrew Spence Glass Bead Consulting.
A value proposition is a statement that clearly identifies what advantages customers will receive by purchasing a particular product or service. Applied to HR, the HR value proposition is systemic approach that makes visible and credible the value-added contribution of HR.
The Value Proposition Canvas makes it possible to zoom into the details of the value proposition and customer segments that are targeted. Value proposition and customer segments are two of the nine building blocks of the Business Model Canvas. The Business Model Canvas is a (visual) tool to create and analyse business models. Both canvases are applied to explain the added value of HR
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
Dlaczego warto regularnie dbać o wydajność aplikacji od samego początku jej tworzenia. Jak można wykorzystać do tego narzędzie Gatling i jakie daje możliwości?
Addressing the Need to Attract and Retain Skilled LabourPetroLMI
The Workforce Roadmap looks at attraction, retention and workforce development from a number of perspectives - employees, employers and communities - and shows how all the factors involved in finding, keeping and developing workers are interconnected
Our 2017 Wellness Calendar includes tips for employers for events and communications for their employees. A 2018 at-a-glance calendar is also included. Are you an Austin Benefits client or want to set up a meeting? Request a printed copy of the calendar by contacting ericak@austinbenefits.com
Design Your Career Future - Singapore EditionAdrian Tan
Ditch the tradition short term tactical approach to job search. You need to think strategic to see where the market will go long term and design a better future for your career.
Chalenges and benefits of HR profession: Organizational CultureGinvile Ramanauskaite
A short presentation on challenges HR professionals working on organizational culture faces: fighting attitude, proving importance, motivating oneself.
Talent Engine-The Secret to Recruiting and Retaining the Best of the BestXenium HR
With a shrinking talent pool and mounting industry recruitment challenges, the need for right-fit employees has become more important than ever. How can your organization compete for skilled talent to grow and maintain a healthy workforce? Hear from Kinesis CEO Shawn Busse as he uncovers recruitment’s best-kept secret.
In this webinar we covered:
-Pressures in the current recruiting landscape (including the elusive millennial generation)
-Why old talent acquisition tactics aren’t enough
-The secret to turning marketing into a powerful recruiting engine – for FREE
Outlines the characteristics of best places to work for organizations. Integrates research and best practices and provides tools to help organizations develop as a best place to work. Adds the multigenerational workforce issues in creating best places to work.
The eye of the tiger: recruiting the best through a marketing lens | Talent C...LinkedIn Talent Solutions
Marie Findlay, Sr. Manager, Global Talent Acquisition, Kellogg Company. Greg Economos, VP, Global Marketing Talent, Kellogg Company
Kellogg’s global talent acquisition journey has included a strong partnership with marketing. This session will bring their story to life through case examples of how they have successfully applied marketing principles to talent acquisition. Learn how recruitment marketing trends are continuing to mirror consumer marketing trends, and how job seeker behaviors are very similar to consumer behaviors. The jobseekers’ thought process from awareness to application follows a very similar pattern to that of the consumer/shopper thought process. The importance of customer reviews and feedback has become increasingly important to consumers, and Kellogg’s is seeing the same trend among potential candidates. They have responded by leveraging our employees to tell their own stories and providing various channels and methods to do this. Join this session if you’re looking to strengthen the partnership with your own marketing organization. Check out the best of Talent Connect: http://bit.ly/1MBqz6m
Process or Practice led HR transformation: insights from trenches ......Browne & Mohan
HR transformation can be pursued by two broad approaches: process or practice. In process led HR transformation, the emphasis is to align the HR process to best-in class benchmark process. In practice led HR transformation the emphasis is on building HR process in an organic evolutionary way. In this presentation, Parjanya and Indu Priya share their insights on how companies can create HR transformation using the two approaches, the frameworks and difference in approaches and what considerations must be borne while choosing any one of these approaches.
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Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
Prof. Dr. Aung Tun Thet's free seminar at Yangon University, Arts Hall, for the celebration of 125 Years Birth Anniversary of Mahatma Gandhi, organized by Hub Myanmar, India Embassy (Myanmar), UNESCO and Yangon University
Reinventing Management (Prof. Dr. Aung Tun Thet)Htet Zan Linn
Slides of "Reinventing Management" seminar by Prof. Dr. Aung Tun Thet, in the 2nd Anniversary of Myanmar B2B Management Magazine, organized by Hub Myanmar Company Limited, in 13-14 September, 2014 at National Theatre of Yangon, Myanmar.
Don't Tell Others to Attend Your Event (Dr.Htet Zan Linn)Htet Zan Linn
Free download of powerpoint about "How to make rain in events" which shows tasks and strategies for event marketers to do before, during and after events. This also includes roles of social media in event marketing.
Marketing 3.0 (Prof. Dr. Aung Tun Thet)Htet Zan Linn
Marketing 3.0 Seminar facilitated by Prof. Dr. Aung Tun Thet, for 2nd Anniversary of Myanmar B2B Management Magazine. This is held on 13th September 2014, at National Theatre of Yangon, Myanmar.
Free Seminar for Myanmar B2B Management Magazine 2nd Anniversary held on September 13, 2014 at National Theatre of Yangon, Myanmar, facilitated by Prof. Dr. Aung Tun Thet
2nd Anniversary of Myanmar B2B Management Magazine (Newsletter)Htet Zan Linn
Newsletter of Myanmar B2B Management Magazine 2nd Anniversary Program which will be holding on 13-14 September 2014, Saturday-Sunday, at National Theatre of Yangon.
14. Strategy Formulation without
Implementation: Unfulfilled Promises
Three purposes of Strategy
1.Future direction for business - vision,
mission
2.Allocate resources
3.Commitment
16. Strategic HR and Fulfilment of Strategic
Promises: Defining Capabilities
“Organizational Capability” -
processes and capabilities to make
strategy happen
Capabilities - important link between
formulation and implementation
17. Corporate HR Strategy: Six Foci
1. Performance-driven culture
2. Marketplace competitiveness
3. Valuing differences
4. Continual learning and development
5. World-class leadership
6. Environment
18. Strategic Planning Process
• Three basic questions
1.Business issues: Major issues faced
2.Organizational Capabilities:
Organisational capabilities required to
meet business goals
3.HR practices: Leverage HR practices
to create, reinforce and sustain
needed capabilities
20. HR Strategy
Value created by HR function
Work done by HR professionals add value
Shapes HR function:
Define deliverables and outcomes
Justifying resources
Setting priorities
22. HR Vision Statement
Ensure improved business performance
and competitive advantage
Enabe managers to build, develop and
manage employees
Products and services add value and
build organisational capability
30. Administrative Efficiency
100% fulfillment of commitments
Effective and timely delivery of HR services
No ‘non-value added services or duplication
Continuous improvement of processes
Compliance with policy, laws and
regulations
41. Step 1: Define Organizational
Architecture
Six factors
4.Governance
5.Work process/Capacity for change
6.Leadership
42. Step 2: Assessment Process
Probing strengths and weaknesses of
HR organisation
43. Assessment: Does HR
Organization have?
Factors
Right Shared Mindset
Required competencies (knowledge, skills,
abilities)
Right Performance Management System
(measures, rewards, incentives)
44. Assessment: Does HR
Organization have?
Factors
Right organisational structure, communication
and policies
Ability to improve, learn and change
Right Leadership
45. Step 3: Provide Leadership in Improvement
Practices
Shared Mindset
Clear vision and mission
Common identity
46. Step 3: Provide Leadership in Improvement
Practices
Competence
Four:
1.Knowledge of business
2.Delivery of HR
3.Management of Change
4.Personal credibility
49. Building Competencies
Upgrading skills and knowledge of current HR
professionals
Training and Development
Formal training
Job assignments
Career mobility
Task Force assignments
53. Performance Management System
(PMS)
Three goals
Set standards for expectations from HR professionals
1. Behavioural - what HR professional should do
2. Outcomes - what HR professionals accomplish
3. Understandable, Controllable, Significant, Shared
Commitment
56. Governance
Organization structure for delivering HR
Communication - HR agendas, goals, activities,
results
Fair and equitable administration of policies
Model for how to treat staff
Restructuring work, communication, marketing of
ideas
57. Work Process/Capacity for
Change
Speed, agility and responsiveness
Taking risks
Understanding processes for making
change quickly
Trailblazers imbedded in policies and
procedures
58. HR Leadership
Report to CEO
Create and transform organisational
culture
Top-quality
Many hats
“Leader-Managers”
59. Step 4: Set Priorities
Focus attention on few critical issues
Criteria:
Impact
Implementability
61. Purpose
Strategic Intent HR Strategy HR
Organization
Translating
business
strategies into
organisational
capabilities and
into HR practices
Building strategy,
organisation and action
plan making HR
function/department
more effective
Crafting,
designing
and
improving
HR function to
deliver HR
services
64. Roles
Strategic
Intent
HR Strategy HR
Organization
• Line Manager
as owner
• HR
professionals
as facilitator
• Line Manager
as investor
• HR
professionals
as creator
• Line Manager
as investor
• HR
professionals as
leader