HUMAN RESOURCES BUSINESS PARTNERING
Live-Online Training: N210,000
Classroom Training: N280,000
3 - 4 participants: 5% discount
5 or more participants: 10% discount
(Available also for Customised Training by Duration, Venue & Fee)
Programme Description
Among other responsibilities, three key proficiency areas are central to the roles of an HR Business Partner. They are:
- Gathering information from Line areas to address short to medium term people requirements
- Championing and facilitating the implementation and integration of HR processes in the Line areas
- Guiding Line managers in Talent Management actions and succession.
The readiness for these and other HR Business Partner’s responsibilities is what this course addresses.
Course Contents
DAY ONE
Introduction
• Origins of HR Business Partnering
Planning the HR Business Partnering Model
• Making the Case for HR Business Partnering
- Current situation
- Opportunities or problems
- Options
• An audit of HR Business Partnering Skills and Competencies.
• Assessing Readiness for HR Business Partnering
- How it works in practice
- Benefits of HR Business Partnering
• Assessing the Readiness of the HR Function
- How it is viewed in the organization
- Structural changes that may be needed
• Identifying and Mapping Key HR Processes
- Services provided for line managers
- Services provided to senior management
- Alignment with customers and other stakeholders
- Decision on improvements.
DAY TWO
Implementing HR Business Partnering
· Guiding Line Leaders in Talent Management Actions
· Onboarding New Employees in the Business Units
· Adherence to HR Policies and Procedures in the Line Areas
· Building Competences for Line performance
· Gathering information from Line Areas for the Corporate HR
· Managing the Grievances and Performance Processes
· Providing Solutions to Employees’ and Line Leaders’ Queries
· Managing Employee Grievances.
DAY THREE
HR Business Partner Competencies
• Strategic Partner Role
• Change Agent Role
• Administrative Expert Role
• Employee Champion Role.
Assessing HR Business Partnering Outcomes
• Gaining Credibility
- Partner understands the business and its strategy
- Speaks the business language
- Acts with confidence
• Demonstrating Added Value
- Networks effectively
- Manages internal politics well.