Process Consultation Final Project

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This document provides an executive summary for a process consultation project conducted at Christian's Community Center of Los Angeles. The project involved discovery and dialogue with stakeholders to understand issues and potential solutions, as well as providing feedback and facilitating a decision to enact changes. The summary is signed by four consultants and includes their names, the organization researched, and a bibliography section.

Business Education

Process Consultation Final Project Joyce M. Holland Ramona bush Angela Collins Rochelle Truby University of Phoenix Organizational Research & Process Consultation Assignment #6 Eugene Kaufman, MBA September 1, 2004

Christian's Community Center Of Los Angeles 8725 S. Broadway Los Angeles, CA 90003 (323) 751-3896

Joyce M. Holland ,[object Object],[object Object]

Developed by the USAID | DELIVER PROJECT in collaboration with People that Deliver, The Human Resource Capacity Development in Public Health Supply Chain Management: Assessment Guide & Toolkit assists public health supply chain managers in resource-limited settings to complete a rapid, comprehensive assessment of the capacity of the human resource support system for a country’s supply chain. JSI was co-organizer of the Technical Network for Strengthening Immunization Systems (TechNet-21), a global network of professionals working to strengthen immunization services in developing countries. The theme of this year’s conference (2015 in Bangkok, Thailand) was Immunization Supply Chain and Logistics: Current Challenges, Innovations, and Future Projects. This poster is one of eight produced by JSI for the conference. JSI staff were also featured speakers and facilitators during many sessions of the conference. For more information search #TechNetConference on Twitter or go to http://www.technet-21.org/en/news-and-events/events/viewevent/91

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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.

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Understand Human Resource Planning (HRP) and purpose of HRP. Identify the relationship between strategy and HRP. Identify the steps of HR planning process. Describe the approaches to understand the jobs. Discuss the phases of job analysis, including what it is and how it’s used. Design model for forecasting HR requirements and employee requisition form. Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire. Develop job specifications using the Internet as well as your judgment. Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.

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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?

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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.

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Process Consultation Final Project

1. Process Consultation Final Project Joyce M. Holland Ramona bush Angela Collins Rochelle Truby University of Phoenix Organizational Research & Process Consultation Assignment #6 Eugene Kaufman, MBA September 1, 2004

2. Christian's Community Center Of Los Angeles 8725 S. Broadway Los Angeles, CA 90003 (323) 751-3896

3. Angela Collins

4. Executive Summary

6. Ramona Bush

10. Discovery and Dialogue

11. Feedback and Decision to Act

12. Rochelle Truby

13.

14.

15. Bibliography