HR as a Strategic Business Partner

Name: HR as a Strategic Business Partner
Rating: 4.5 (4198 reviews)

Better understand your value and role as a strategic business partner

Created byHR Jetpack

Last updated 10/2020

English

What you'll learn

How to be a business partner
Business strategy

Course content

6 sections • 21 lectures • 1h 3m total length

Welcome & Course Objectives2:00
Learn how HR acts as a strategic business partner by defining strategy, planning, and communicating, while developing people, shaping structure, and guiding change.
Why Focus on Strategy?3:26
Explore the success triangle—vision, change management, and people skills—and how data-driven HR strategies can elevate organizations from good to great.
Great Organization Examples8:31
Explore how iconic brands align vision and purpose to outpace competition, with Nike and Starbucks illustrating mission-driven excellence from top-level strategy to employee engagement.
What about Your Organization?2:00
Align your organization around a clear vision and mission to inspire a highly engaged workforce that supports the bottom line.
Definitions3:38
Define strategy as a decision tool guiding toward business goals, and connect values, culture, mission, and vision to human resources planning. Use current and future state to shape 3-year plans.
Examples of Mission & Vision Statements3:53
Explore how mission and vision statements guide strategic HR, using Starbucks and Harley-Davidson examples to show aligning values with operations and stakeholder relationships.
What is Your Organization’s Primary Focus?4:49
Identify your organization's primary focus among nine areas: products and services, market served, technology, natural resources, production capability, sale, distribution, size and growth, and profit, and align HR policies accordingly.

Communicating Your Strategic Plan2:11
As an HR business partner, communicate organization's strategic plan to leadership and all employees, ensuring it is a socialized, understood document across levels for the next 1 to 2 years.
A Key Process Step in Developing a Business Strategy5:10
Explore how to articulate the current state using a SWOT analysis, outlining strengths, weaknesses, opportunities, and threats to guide strategic planning with HR as a partner.
HR’s Role in Implementing the Strategic Plan3:34
Align HR with the strategic plan by driving people development, learning, and talent acquisition to turn strategy into action and enable effective change management.

Case Study: Pull & Push Culture2:14
Explore how pull and push training cultures address performance gaps, using Mary’s case to show how proactive development and organizational systems support problem solving and decision making.
Case Study: Problem-Solving & Decision-Making Culture1:33
Apply the problem-solving and decision-making process to learning and development through a case study in HR. Jason identifies motivation gaps and outlines solutions with a decision chart.
The Problem-Solving & Decision-Making Process4:50
Articulate the core problem to address root issues, evaluate three courses of action with a structured scoring system, and present a recommended solution using a decision quad chart.
Train Problem-Solving & Decision-Making1:11

Being a Change Agent3:51
Human resources as strategic partners act as change agents guiding reactions to change initiatives, applying Lewin's model to move 60% who are indifferent while addressing cave people who oppose changes.
Know How to Respond to Feedback1:01
Plan your reaction strategy to negative feedback by identifying audiences, reasons for resistance, and expected comments, and prepare appropriate responses to safeguard change initiatives.
Ensure Your Communication of Change Is Effective1:59
Deliver a solid change communication plan that explains why, what, how, when, and what's in it for me, and involve leaders to win buy-in and ease fears around change initiatives.
CAVE Up, Not Out & Down1:57

Summary of Key Points0:41
Develop HR expertise across people development, talent acquisition, and learning and development to shape organization structure and change management that advances the mission and vision within today's global economy.
Concluding Thoughts2:05
Align HR strategy with the organization's vision, mission, and values, and lead change management to align human capital with the desired future state as a strategic business partner.

Requirements

Description

You’ve likely heard that YOU, the HR professional, are a strategic business partner. But what does that really mean? When your fellow team members mention the strategic direction of the company, where do you fit in?

Human Resources brings a great deal of value to an organization. The profession has changed significantly over the past 20 years. Today’s HR Pro is expected to not only wear multiple hats associated to an employee’s life cycle, but also act as a business leader, one who can guide an organization through and around a continually changing economic landscape.

The primary goal of this course is to help you understand what business strategy is and how you, the HR pro, can act as a mighty force multiplier in its implementation. After setting the foundation with key terms, the focus will turn to the importance of communication and explain what expertise you provide in People Development, Organization Structure and Change Management.

Take this course to better understand your value and role as a strategic business partner. As a result, you will lead your team and workforce to the successful implementation of its business plan and achievement of its key performance objectives.

Who this course is for:

HR Professionals

HR as a Strategic Business Partner

What you'll learn

Explore related topics

Course content

Setting the Foundation7 lectures • 28min

Strategic Planning3 lectures • 11min

People Development4 lectures • 10min

Organization Structure1 lecture • 3min

Change Management4 lectures • 9min

Conclusion2 lectures • 3min

Requirements

Description

Who this course is for: