Develop into an HR business partner through building organizational understanding
Like any successful journey, we must have a destination. Where are we going, and what is our role? The field of Human Resources has evolved, initially known as the personnel department responsible for bringing employees onto payroll and managing employment administration. Along the way, some organizations' Human Resource functions became responsible for ensuring policy compliance, leading some to view HR as a bureaucracy hindering innovation. The destination for our journey is a valued and strategic business partner, removing roadblocks and bringing expertise to the table. Our goal as HR Professionals is to maximize the output of one of the organization's most expensive investments, the employees.
Different organizations will have varied understandings of the Human Resources function's role. With this in mind, you may proceed to the appropriate stage for your organization.
Stage One - Understanding Our Role
In the first stage, we need to ensure the HR team understands the role of Human Resources Management. The HR team needs to buy into the idea that HR is about maximizing the productivity and potential of an organization's human assets. We must avoid positioning ourselves as the "HR Police" or "Party Planners." HR professionals add value to an organization through a proactive approach utilizing strategic planning. It's crucial to constantly reinforce the HR role with the organization's leaders as we progress through the stages.
Stage Two - Organizational Understanding
Before engaging in strategic planning, HR professionals must understand the organization. To add value and contribute effectively, we must comprehend the organization's mission, strategy, and operational details. Conversations with front-line employees are essential to understanding their roles, customer interactions, improvement opportunities, and perspectives on necessary changes. Engaging with employees and leadership teams helps build a comprehensive understanding of the organization.
Stage Three - Setting the Stage
Building credibility is vital in stage three, involving meetings with senior leaders to position HR as a strategic partner. Understanding the challenges faced by senior leaders and sharing insights gained from interactions help shift perceptions of HR. Networking with leaders from various functions and showcasing interest in business aspects further strengthens HR's strategic role.
Stage Four - The Shift from Reactive to Proactive and from Fluffy to Hard
Stage three is critical for transitioning to stage four, focusing on proactive problem-solving and strategic planning based on organizational insights. Prioritizing challenges and setting concrete, measurable goals is key to demonstrating HR's impact on business outcomes. By aligning strategies with business goals and implementing measurable tactics, HR professionals can enhance their credibility and influence within the organization.
Stage Five - Marketing
The final stage emphasizes communication and reinforcing HR's value to the organization. Regular updates on HR's contributions and business impacts help build credibility and showcase HR's role in driving positive results. By effectively communicating accomplishments and reinforcing HR's value, professionals can establish themselves as essential contributors to the organization's success.
After progressing through the stages, HR professionals will earn respect and opportunities to participate in senior leadership meetings, solidifying their role as HR business partners driving positive business outcomes.
From Canada, London
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2Like any successful journey, we must have a destination. Where are we going, and what is our role? The field of Human Resources has evolved, initially known as the personnel department responsible for bringing employees onto payroll and managing employment administration. Along the way, some organizations' Human Resource functions became responsible for ensuring policy compliance, leading some to view HR as a bureaucracy hindering innovation. The destination for our journey is a valued and strategic business partner, removing roadblocks and bringing expertise to the table. Our goal as HR Professionals is to maximize the output of one of the organization's most expensive investments, the employees.
Different organizations will have varied understandings of the Human Resources function's role. With this in mind, you may proceed to the appropriate stage for your organization.
Stage One - Understanding Our Role
In the first stage, we need to ensure the HR team understands the role of Human Resources Management. The HR team needs to buy into the idea that HR is about maximizing the productivity and potential of an organization's human assets. We must avoid positioning ourselves as the "HR Police" or "Party Planners." HR professionals add value to an organization through a proactive approach utilizing strategic planning. It's crucial to constantly reinforce the HR role with the organization's leaders as we progress through the stages.
Stage Two - Organizational Understanding
Before engaging in strategic planning, HR professionals must understand the organization. To add value and contribute effectively, we must comprehend the organization's mission, strategy, and operational details. Conversations with front-line employees are essential to understanding their roles, customer interactions, improvement opportunities, and perspectives on necessary changes. Engaging with employees and leadership teams helps build a comprehensive understanding of the organization.
Stage Three - Setting the Stage
Building credibility is vital in stage three, involving meetings with senior leaders to position HR as a strategic partner. Understanding the challenges faced by senior leaders and sharing insights gained from interactions help shift perceptions of HR. Networking with leaders from various functions and showcasing interest in business aspects further strengthens HR's strategic role.
Stage Four - The Shift from Reactive to Proactive and from Fluffy to Hard
Stage three is critical for transitioning to stage four, focusing on proactive problem-solving and strategic planning based on organizational insights. Prioritizing challenges and setting concrete, measurable goals is key to demonstrating HR's impact on business outcomes. By aligning strategies with business goals and implementing measurable tactics, HR professionals can enhance their credibility and influence within the organization.
Stage Five - Marketing
The final stage emphasizes communication and reinforcing HR's value to the organization. Regular updates on HR's contributions and business impacts help build credibility and showcase HR's role in driving positive results. By effectively communicating accomplishments and reinforcing HR's value, professionals can establish themselves as essential contributors to the organization's success.
After progressing through the stages, HR professionals will earn respect and opportunities to participate in senior leadership meetings, solidifying their role as HR business partners driving positive business outcomes.
From Canada, London
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