1. January 2010 HR as a Strategic Business Partner Roy Mark FCIPD Total HRM Ltd

2. “ The human resources trade long ago proved itself, at best, a necessary evil – and at worst, a dark bureaucratic force that blindly enforces nonsensical rules, resists creativity and impedes constructive change …. It is a career graveyard for people who can’t make it in other parts of the business” Non-HR Perspective Keith Hammond – Fast Magazine 2008 1 now

3. “ Leadership in HR doesn’t have the respect of organizational leadership. Until that is resolved, we are an overhead” HR Perspective www.hr.com Survey 2008 2 now

4. “ we have made great strides in moving from a traditional/corporate group to a business partner, with strong growth in learning, leadership and talent. Developing a comprehensive people strategy is one of the top three executive goals for 2008-09” HR Perspective www.hr.com Survey 2008 3 now

5. “ Rather than ‘can do’ I prefer ‘will do’ and more often than not ‘have done’. For me HR Partnering is about engagement and involvement. Back to the floor exercises, running a line department for a while, covering holiday roles, taking projects outside their comfort zone and being subsumed into the business while retaining an holistic view make HR a relevant business partner.” Martin Dorchester MD DSGi Business 2009 4 now

6. “ How many more PC’s will we sell.” MD DSGi Business 2005 (when presented with an elaborate succession planning process) 5 now

7. 08/12/10 Learn - Energize - Inspire now

8. dream

9. how Strategies for HR to earn a place in the Boardroom

13. What are Management Consultants and what can an in-house HR Team replicate?

15. Historical & Future Trends EDS: CSC: BPO Experienced hires Niche: outsourcing, e-business, BPR 1990 - 2005 Arthur Anderson, KPMG, IBM, Deloitte, Ernst&Y, PWC Graduates, MBAs Technical & Financial Specialisms 1970 – 1990 McKinseys, Bain & Co., Boston Consulting Group MBAs & Academics Strategic Management 1940 – 1970 AD Little, Booz, Allen, Hamilton, AT Kearney. Academics Technical Analysis 1890 – 1940 Typical Firms Hires Focus Dates Consultancies: Independents: Flexible workers (semi retired); Collaborative groups Broad experience; ‘done it before’ Business improvement: Change management; solutions not theory 2005+

23. First impressions do count

27. The Consulting Life-cycle Initial Contact Definition Proposal & Contract Data Collection Data Analysis Decision-making, Planning Intervention / implementation Disengaging Client / Project Review

28. M EASURING YOUR HR BUSINESS PARTNER ‘VALUE ADD’

38. Don’t Re-invent the wheel!

40. Tools for Collaboration

55. Thank You