Key Principles of Successful HR Business Partnering
The HR Business Partner concept is about a change in the HR approach to managers and employees. The traditional HR role is about the excellent support to managers and providing services to employees. The HR Business Partner is about providing services to managers, acting as the internal consultant and the provider of solutions to the organization enabling the power and efficiency inside the organization.
The HR Business Partner has to bring the products to the organization, which have the impact on the financial results of the organization or they make the position on the market more secure. The HR Business Partner cannot offer the services and products like in the era of the traditional HR approach and just telling it is new.
The HR Business Partner has to offer the services, which will make the life of the business leaders easier and which support the growth of the organization. The products have to be focused on the value added HR Processes like Talent Management, Succession Planning and others). The HR Business Partner does not speak about the payroll and personnel administration processes as they are taken as a basis for the good operation of Human Resources.
The HR Business Partner has to know the clients and the different groups of clients and their interests inside the organization. The HR products and services have to be divided into several groups as the right products are offered to the right customers. The HR Business Partner has to be sure about the decision rights in the organization as the right client can make a decision, which is valid for the rest of the organization. The HR Business Partner has to understand the networking in the organization as the HR Business Partner can influence the right people in the organization.
The HR Business Partner has to monitor the external HR world as the new trends can be quickly applied in the organization. The world gets faster and the reaction of Human Resources has to be almost immediate. The HR Business Partner has to offer a small extra each time the internal client asks for a proposal. The HR Business Partner is an important component in the HR Marketing as the presence on HR Conferences, presenting different approaches and solution can increase the attractiveness of the organization on a job market.
The HR Business Partner has to know the strengths and weaknesses of the current HR Organization as he or she can focus on developing the new initiatives in the strengths area and can bring improvements as the global competitiveness of the HR Function increases significantly.