What are the key responsibilities of HR business partner and how is this separate from HR ops role
From India, New Delhi
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From India, New Delhi
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Understanding HR Operations
The HR Operations are the deliverables that the HR function administers, representing the visible or felt part of an organization's day-to-day affairs. It encompasses what employees and outsiders see, feel, and perceive the HR function to be, such as recruitment, induction, transfer, manpower planning (MPP), training, human resource development (HRD), welfare administration, legal compliance, industrial relations (IR), disciplinary matters, superannuation, and post-retirement schemes.
The Role of HR Business Partnering
HR Business Partnering is a conceptual or analytical approach aimed at integrating the HR function as a partner in business. It focuses on how HR can be leveraged to better serve organizational goals. Historically, HR played a significant role in organizational development (OD) activities, contributing to growth and development. Today, as a business partner, HR sees itself as a key function contributing significantly to the organization's functioning, no longer confined to the sidelines as a mere staff function.
From India, Mumbai
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1593The HR Operations are the deliverables that the HR function administers, representing the visible or felt part of an organization's day-to-day affairs. It encompasses what employees and outsiders see, feel, and perceive the HR function to be, such as recruitment, induction, transfer, manpower planning (MPP), training, human resource development (HRD), welfare administration, legal compliance, industrial relations (IR), disciplinary matters, superannuation, and post-retirement schemes.
The Role of HR Business Partnering
HR Business Partnering is a conceptual or analytical approach aimed at integrating the HR function as a partner in business. It focuses on how HR can be leveraged to better serve organizational goals. Historically, HR played a significant role in organizational development (OD) activities, contributing to growth and development. Today, as a business partner, HR sees itself as a key function contributing significantly to the organization's functioning, no longer confined to the sidelines as a mere staff function.
From India, Mumbai
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KKHR explained well the distinction between the two. Adding further, I may say that HR ops is process-oriented, dealing with various processes as explained by KKHR, and HRBP is project (development)-oriented, dealing with creative and value-adding activities like corporate culture, organizational design, managing performance, and talent, etc. For example, if HR ops is concerned with recruiting talent, HRBP is concerned with devising a strategy to manage this talent to harness its potential. Thus, HR ops is the front office, and HR BP is the back office working as a thinking center. While HRBP acts as an agent of change, HR ops translates that change into practice at the front office level. Trust these few additional inputs may help you grasp the difference.
Regards, B. Saikumar HR & Labour Relations Advisor Navi Mumbai
From India, Mumbai
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Regards, B. Saikumar HR & Labour Relations Advisor Navi Mumbai
From India, Mumbai
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