- Rapid pace and a high degree of change make it hard to stay relevant.
- Lack of predictability of issues and events makes it difficult to know which HR initiatives will be worthwhile.
- Mitigating factors make it hard to get a clear sense of what HR must do.
- There is a lack of clarity as to the causes and consequences of events, and how HR should respond.
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- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- HR must shift from talking about being strategic to behaving strategically by developing competencies in business acumen, organizational awareness, data analysis, and relationship building.
- Asking what the organization needs from HR will change the perception of HR from roadblock to business enabler.
Impact and Result
- Become a strategic business partner by developing four key competencies: business acumen, organizational awareness, data analysis, and relationship building.
- Turn data analysis into strategic analytics tailored to your organization.
- Seek stakeholder feedback to ensure competency development is having the desired impact and promoting alignment between organizational needs and HR actions.
Workshop: Develop Key Competencies to Excel as a Strategic Business Partner
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Define and Assess Competencies
The Purpose
- Understand proficiency levels for key competencies.
- Organizational goal setting.
- Set benchmark metrics for progress tracking.
Key Benefits Achieved
- Goals and starting proficiency levels are discussed and agreed upon.
- Metrics are created.
Activities
Outputs
1.1
Establish department and role competency proficiency levels.
- Proficiency levels for the four key HR competencies are defined.
1.2
Establish high-level development objectives.
- Organizational and departmental goals related to becoming a strategic HR business partner are planned.
1.3
Set benchmark metrics.
- Baseline metrics are set.
Module 2: Create Competency Development Plan
The Purpose
- Determine development priorities.
- Create activities to aid in development of those priorities.
Key Benefits Achieved
- Priorities are realized and activities are developed.
Activities
Outputs
2.1
Prioritize focus for competency development opportunities.
- Creation of development opportunities according to priority and competency.
2.2
Create development activities for each prioritized development point.
- Development activities for each competency’s prioritized development is devised.
Module 3: Prepare to Evolve for Ongoing Impact
The Purpose
- Lay out potential pushback areas and determine solutions.
Key Benefits Achieved
- Communication strategy and solutions for pushback are created.
Activities
Outputs
3.1
Prepare for stakeholder pushback.
- Defined categories of pushback and potential ideas to address expected pushback.