Basic HR Business Partner Skills
Course Info
Code PH1-128
Duration 5 Days
Format Classroom
Course Summary
The role of an HR Business Partner is pivotal in fostering a strategic partnership between the human resources function and other business units within an organisation.
HR Business Partners act as intermediaries, aligning HR strategies with overall business objectives to drive organisational success. They collaborate closely with senior leadership, gaining a deep understanding of business operations and challenges.
By integrating this knowledge with HR expertise, HR Business Partners contribute to the development and execution of HR initiatives that directly impact business outcomes.
They play a crucial role in talent management, workforce planning, and organisational development, ensuring that HR practices are not only in compliance with policies but are also tailored to enhance the overall efficiency and effectiveness of the organisation.
During this course, you’ll learn:
- To investigate strategic approaches in Human Resource Management (SHRM).
- To exhibit a comprehensive understanding of employee resourcing, recruitment, and reward mechanisms.
- To explain optimal methods for addressing challenges with employees.
- To understand the nuances of performance management in diverse, multicultural settings.
- To formulate an appropriate model for managing change within their organisational context.
- To acquire insights into organisational culture and its impact on workplace dynamics.
- To recognize change management practices that may vary based on cultural contexts.
- To cultivate hands-on skills in the implementation of Organisational Development (OD).
This course is designed for anyone responsible for developing a structured and strategically focused HR department to help facilitate business operations.
- HR Business Partners
- HR Professionals
- Aspiring HR Professionals
- Administrators
- Data Analysts
- Business Analysts
- Business Owners
- Operations Managers
- Directors
This course uses a variety of adult learning styles to aid full understanding and comprehension. Participants will review various strategic frameworks to help implement new HR systems and processes. They will work together to target the main pain points in HR and discuss the best communication methods to resolve problems and unite departments.
They will also conduct role-playing activities to deal with conflict resolution and understand the psychology of workplace issues that may be brought to the attention of a HR department.
Course Content & Outline
Section 1
The History of Human Resource Management
- Evolution of Human Resource Management (HRM).
- Historical foundations and early practices in HRM.
- The impact of the Industrial Revolution on HRM.
- Role of personnel management in the 20th century.
- Emergence of modern HRM concepts.
- Influential theories and models in HRM history.
- Evolution of HRM practices in the UK.
- Key legislative milestones shaping HRM.
- HRM during economic and social changes.
- Globalization's impact on HRM history.
- Historical perspectives on diversity and inclusion in HRM.
Section 2
Performance Management Across Various Departments
- Aligning performance goals across departments.
- Metrics and KPIs for diverse functional areas.
- Customised performance evaluation methods.
- Addressing unique departmental challenges.
- Continuous feedback systems implementation.
- Performance improvement plans tailored to functions.
- Promoting cross-functional collaboration.
- Technology solutions for streamlined performance.
- Integrating diversity and inclusion in goals.
Section 3
Recruitment & Resourcing
- Recruitment strategies and best practices.
- Job analysis and role definition.
- Effective sourcing methods.
- Applicant tracking systems (ATS) and recruitment software.
- Candidate assessment and selection techniques.
- Diversity and inclusion in recruitment.
- Legal and ethical considerations in hiring.
- Onboarding and induction processes.
- Social media and online presence in recruitment.
- International recruitment practices.
- Talent pipelining and succession planning.
- Recruitment metrics and analytics.
Section 4
Employee Rewards & Recognition
- Types of employee rewards: monetary and non-monetary.
- Incentive structures and performance-based rewards.
- Recognition strategies for employee motivation.
- Integrating R&R with performance management.
- Employee benefits and perks.
- Personalising rewards to individual preferences.
- Communication strategies for R&R programs.
- Technology tools for managing R&R.
Section 5
Dealing with Workplace Conflict
- Conflict resolution strategies
- Effective communication in conflict situations.
- Mediation techniques for workplace disputes.
- Managing personal biases in conflict resolution.
- Creating a positive and inclusive work environment.
- Constructive feedback in conflict resolution.
- Conflict prevention strategies.
Section 6
Employee Progression & Development
- Identifying employee strengths and weaknesses.
- Training and skill development opportunities.
- Mentoring and coaching for career growth.
- Performance feedback for professional improvement.
- Succession planning and talent development.
- Personalised learning paths for employees.
- Continuous professional development (CPD) strategies.
Section 7
Approaches to HR Change
- Change models and frameworks
- Communication strategies in HR change.
- Stakeholder engagement and management.
- Assessing organisational readiness for change.
- Overcoming resistance to HR change.
- Leadership's role in driving HR change.
Section 8
Understanding Human Psychology in the Workplace
- Behavioural psychology in organisational settings.
- Emotional intelligence for workplace success.
- Personality theories and workplace dynamics.
- Motivation and its impact on employee performance.
- Communication styles and workplace interactions.
- Stress management techniques for the workplace.
- Team dynamics and group psychology.
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