HR - Business Partner - DB

8/9/2019 HR - Business Partner - DB

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HR BUSINESS PARTNER


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IN ORDER TO HAVE A FULL UNDERSTANDING WE

NEED TO EXAMINE VARIOUS QUESTIONS:

WHY THIS QUESTION ABOUT HR?

DO WE QUESTION ABOUT MARKETING OR

MANUFACTURING OR SAY FINANCE AS A BUSINESS

PARTNER?

PERHAPS THE ANSWER LIES IN -

HOW ARE WE PERCIEVED BY BUSINESS OR OTHER

FUNCTIONS HOW DO WE, i.e THE HR

PROFESSIONALS, CONDUCT OURSELVES IN

BUSINESS ENVIRONMENT, i.e. DO WE OURSELVES

OPERATE AS BUSINESS PARTNER?


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TO EXAMINE THE ISSUE FULLY, WE NEED TO

TURN IT UPSIDE DOWN AND QUESTION

WHO IS A BUSINESS PARTNER?

E N V I R O N M E N T

MONEY

/ INPUTOUTPUT

/ MONEY

PROCESSING /

CONVERSION /

VALUE

ADDITION


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SOME EXAMPLES:

PURCHASE PROCURES MACHINES AND MATERIALS USING

MONEY

MANUFACTURING USES MONEY AND DOES CONVERSIONAND VALUE ADDITION

MARKETING / SALES TAKES THE OUTPUT IN FORMS OF

PRODUCTS OR SERVICES AND SELLS THOSE IN THE MARKET

AND GENERATE MONEY HOPEFULLY SOME SURPLUS


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TO LOOK AT THE WHOLE PROCESS SIMPLISTICALLY

WHO IS PURCHASING THE PURCHASE MANAGER OR THEMANUFACTURING OF THE MARKETING / SALES MANAGER?

THE OBVIOUS ANSWER IS HR.

HR IS THUS RESPONSIBLE FOR RECRUITMENT, RECRUITING

THE RIGHT PERSON WITH THE RIGHT COMPETENCIES AT

THE RIGHT TIME, BEFITTING THE ROLE

SIMILARLY HR IS RESPONSIBLE FOR MANAGING

COMPETENCIES AND REWARD SYSTEMS I.D. FOR THE

MAINTENANCE AND MOTIVATION OF THE HUMAN

MACHINES


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AGAIN, FOR PRODUCT OR SERVICE ARE WE REALLY ADDING ANY VALU

OR DEVELOPMENT A GROUP OF DEVELOPED PEOPLE AND WE ARE

RESPONSIBLE FOR DEVELOPING THEM BOTH IN TERMS OF SKILL AND

COMPETENCY

THEREFORE, ACCORDING TO STRAIGHT LINE LOGIC HR IS A BUSINESS

PARTNER LIKE ANY OTHER PROFESSION LIKE MARKETING OR

MAUFACTURING


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THIS IS WHERE THE HR PROFESSIONALS NEED TO DO SOME SERIOUS

INTROSPECTION AND EXAMINE HOW MUCH VALUE ARE WE REALLY

ADDING AT THE TIME OF RECRUITMENT

IS IT MERELY ARRANGING INTERVIEWS AND DOING SOME

SHORTLISTING

OR WE ARE MERELY FIXING THE COMPENSATION PACKAGE WITHINNARROW RANGE?

OR ARE WE PLAYING A MEANINGFUL ROLE IN THE INTERVIEW

PROCESS?

DO I HAVE APPROPRIATE INTERVIEWING SKILL?

DO I HAVE A SAY IN DECIDING THE WORK LEVEL OR THE

REMUNERATION LEVEL?


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SIMILARLY, AT THE TIME OF TRAINING AND DEVELOPMENT

AM I OPERATING ONLY AS A TRAINING ADMINISTRATOR ?

OR HAVE I DEVELOPED THE COMPETENCY TO ACT AS A TRAINER /

FACILITATOR IN SOME OB / HR RELATED AREAS?

CAN I OPERATE AS A COUNSELLOR OR A COACH?

IN BRIEF, WHAT I AM ASKING IS HAVE I BEEN ABLE TO DEVELOP

MYSELF AS A COMPETENT PROFESSIONAL WHI IS RESPECTED BY

OTHERS AND WHOSE ADVICE OR GUIDANCE IS SOUGHT AFTER BY

OTHER PROFESSIONAL?


9/14

AROUND MID-NINETIES NUMBER OF BOOKS AND ARTICLES WENT ON

DEBATING WHETHER WE SHOULD DO AWAY WITH HR

IF HR VALUE ADDS THEN IT STAYS. IF IT DOES NOT, IT SHOULD NOT

STAY

MORE RELEVANT QUESTION IS HOW CAN HR CREATE VALUE AND

DELIVER RESULTS?

HR PEOPLE, I THINK, ARE REALLY CAUGHT UP WITH WHAT WE DO

RATHER THAN WHAT DO WE DELIVER?

DELIVERY FOCUS ON OUTCOMES, MEASURABLE ASSURANCES ANDRESULTS RATHER THAN ACTIVITIES AND EFFORTS


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THEREFORE, IN TODAYS WORLD TO DEVELOP AS

A TRUE BUSINESS PARTNER, HR MUST FOCUS ON,AS HYPOTHESISED BY DAVE ULRICH

BECOMING A STRATEGIC PARTNER

PARTICIPATING IN THE PROCESS OF DEVELOPINGAND BY ALIGNING HR SYSTEMS WITH BUSINESS

STRATEG

# SET HR PRIORITIES FOR A BUSINESS

ENTITY


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ENHANCING ADMINISTRATIVE EFFICIENCY

# ENSURING EFFICIENCY IN THE HR

PROCESSES

# BY SAVING BUSINESS MONEY

THROUGH BETTER DESIGN AND

BETTER DELIVERY

ENHANCING EMPLOYEE CONTRIBUTION

# LISTING, RESPONDING AND FINDING WAYS TO

PROVIDE EMPLOYEE WITH RESOURCES THAT MEETTHEIR CHANGING DEMANDS FOR VELOPMENT

# INCREASED EMPLOYEE COMMITMENT AND

COMPETENCE


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CAPACITY ENHANCEMENT FOR CHANGE

# BY IDENTIFYING PROBLEMS, BUILDING RELATIONSHIP OF

TRUST, SOLVING PROBLEMS AND CREATING & FULLFILING

ACTION PLANS

OTHER OUTCOMES CAN BE ADDED

SO FAR I HAVE NOT TOUCHED UPON ON ORGANISATION

STRUCTURES. HOWEVER, AT SENIOR AND TOP HR LEVEL IT

BECOMES A VERY RELEVANT AREA OF MEANINGFUL VALUES

ADDITION

FROM HR POINT OF VIEW AN ORGANISATION IS AN ALIGNED

COMPLEX OF STRUCTURES, MANAGEMENT PROCESSES, REWARD

SYSTEMS AND HE PRACTICES WHICH MUST BE ALIGNED WITH OTHER

AND STRATEGY


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PRIMARY FOCUS WILL BE ON OPTIMAL STRUCTURE SINCE A HEALTHY

SKELETON IS THE FOUNDATION OF A HEALTHY BODY

TOP MANAGEMENT INCLUDING TOP HR LEVELS ARE STILL WRESTLINGWITH THE FUNDAMENTAL QUESTIONS

# HOW MANY PEOPLE SHOULD BE THERE IN MY ORGANISATION ?

# HOW MANY LAYERS OF HIERARCHY ARE NECESSARY?

# HOW DO WE DRIVE PERFORMANCE BETTER?# WHAT ARE THE LOGICAL STEPS OF PERSONAL DEVELOPMENT?

# WHAT ARE THE CAREER PATHS TO FOLLOW TO HELP PEOPLE KEEP

ON LEARNING?

# HOW SHOULD WE REWARD EMPLOYEES?

TO BECOME A TRUE BUSINESS PARTNER THE TOP HR LEVEL MUSTUNDERSTAND AND APPLY THE CONCEPT OF DMA (DECISION MAKING &

ACCOUNTABILITY) TO DECIDE ON AN APPROPRIATE STRUCTURE AND

WORK LEVELS, i.e. HOW MANY VERTEBRAE SHOULD BE THERE IN THIS

SPINE OF ACCOUNTABILITY.


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THANK YOU

HR - Business Partner - DB

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