HR as a business partner

Personnel management should create value for business, otherwise all initiatives in this area will not be effective.
Dave Ulrich

WHO IS THE HR BUSINESS PARTNER?

HR business partnership is a definite trend of the last time, which gradually comes to HR.

The partnership between business and HR functions lies at the intersection of expert knowledge, understanding of business and strategic thinking.

Our experts will help you expand the area of ​​HR professional competence, which affects not only the perception of HR effectiveness, but also the results of business.

Based on the passed program, you will be able to effectively build, integrate and update HR methods.

WHAT IS INCLUDED IN THE PROGRAM?

Main blocks

• The role of position in the system of management of the organization. The key competencies. Profile HR business partner
  
• Leadership and effective communication in the organization. HRBP as a partner. The notion of partnership and its implementation in the organizational culture
  
• Change management. HRBP as an agent of change. The HRBP role in the restructuring of the business. Tools of organizational design. A set of algorithms HR-solutions for changes in organizational structure
  
• Risk management when making personnel decisions. The tools of risk analysis. Alternative staffing solutions

Sections professional HR expertise

• Methodology unit Compensation&Benefits. Basic concepts. The rules of forming the compensation packages for the acceptance and translation. Clustering and tariff. Implementing a KPI system. Tools for monitoring labour market
  
• Talent management and talent pool as part of the overall development strategy of the company. Methodology. Principles and definitions. The attraction, retention and talent development - algorithms. The establishment of a corporate evaluation system of talents. Methodology of development centres. Ypres – work with individual development plans
  
• Labor relations. Methods of prevention and resolution of labor disputes
  
• Recruitment. The tools of promotion vacancies. Development of the job profile. The types and objectives of interviews. Conversion. Measuring the effectiveness of recruitment campaigns. Mass recruitment. Features of selection of on TOP position. Organization of the assessment center staff. Internal recruitment
  
• Corporate culture. The mission and strategy of the company. The formation of corporate values. Creating and maintaining HR brand
  
• The creation of the strategy of personnel management. Basic algorithms
  
• Career management in HR

Duration and format

• Duration and format will be agreed individually with the Customer.