A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
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