IN THIS WEBINAR DON WILL FOCUS ON SPECIFIC STRATEG 2020 - Best Ways of Staff Healthcare, Top Hacks To High Performance Levels- 2020
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Website https://www.traininng.com/webinar/-201200live |
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Category Online Webinar, HR Traininng, Tutorials
Deadline: March 10, 2020 | Date: March 10, 2020
Venue/Country: Online Webinar, American Samoa
Updated: 2020-01-06 19:18:07 (GMT+9)
Call For Papers - CFP
OverviewThe role of the HR business partner is more important than ever, now that there are more demands on HR to add value. And more leaders are realizing that by making better use of their employees, they can better achieve the profitability goals of the business.In addition, more of the transactional HR work is being outsourced, so HR is not only able to focus more on the strategic side of the business, but is also being asked to make a strategic contribution and develop people strategies that clearly add value to bottom-line results. This is the role of the human resources business partner.A strategic HR business partner works closely with other business leaders influencing strategy, steering its implementation, and making the best use of the organization's people. The HR business partner role is more of a consultative role. Human resource business partners have clients within the organization to whom they provide services and build relationships focused on the vision and objectives of the organization with much less focus on compliance and administration.Why you should AttendResearch shows considerable agreement between business leaders and HR professionals as to the preferred vision for HR:business leaders want HR to be making visible, meaningful contributions to the business strategyHR professionals want to be managing the organization's HR processes so that they have a significant impact on the success of their organizationsUnfortunately however, there are many HR departments that are seen as processing transactions vs. turning their internalcustomers' strategies into the HR department’s priorities in order to deliver desired outcomes.Today's HR business partners need to be:internal customer focused - knowledgeable of their customers' expectations and needsstrategic - offering services aligned with their customer's expectations and the business strategychange-oriented - continuously improving those HR services for their customers' benefitand technically competentMaking the significant transition from the traditional to the strategic HR role is best accomplished by adhering to an HR Internal Service Improvement Process that involves:identifying HR's primary customer(s)seeking customer feedback utilizing a SWOT analysis, Internal Customer Report Card, Service Level Agreements and/or I/P Matrixsharing that customer feedback with the employees in the departmentcreating a strategic service improvement plan based on that customer feedbackdeveloping standards of performance for key HR Moments of Truth & processesrecognizing and rewarding customer-oriented behaviour from HR department employeesand keeping the HR Internal Service Improvement Process 'alive'Areas Covered in the SessionUtilizing a Strategic Frame of Reference to Develop an HR Strategic Plan Supporting Your Organization's Business PlanStrategic Business Partner vs. Traditional Role of HRDeveloping Your HR Frame of ReferenceDrafting Your HR Department’s Mission StatementThe Challenges and Significance of the Internal Service Provided by You and Your DepartmentWhat is Value to Your Internal Customers?The Challenges of Delivering HR Services vs. Producing ProductsWhat is Value and How can We Deliver Greater Value to Our Internal Customers?The differences between manufacturing and service providing jobs like HR?Creating a 'SWOT' for Your HR DepartmentClosing Any HR Service Gaps: a Process to Cause Your Internal Customers to Feel That They are Receiving What They Need & ExpectUnderstanding Your Customers' ExpectationsHow Do Your Internal Customers See You? An Internal Customer Report CardThe Gaps Model of Service DeliveryCreating Standards of PerformancePerforming to Your Standards of PerformanceAvoiding False ExpectationsQuestions Upon Which to Build Your Service Improvement PlanImproving HR's Service through an Importance/Performance MatrixThe Aspects of Your HR Service Most Important to and Valued by Your Internal Customers Quality The Most Important Dimensions of HR ServiceA Model for Strategic LeadershipDrafting Your HR Department's Vision StatementAligning Your HR Processes with Your Organization's Business PlanOrganizational Success Factors - with SamplesEmployee Competencies - with SamplesUtilizing Talent Management PracticesUtilizing Your HR Processes to Enhance Employees' CompetenciesEffectively Carrying Out Your Daily Role as a Coach and Counsellor - to Your HR Team, Managers and EmployeesWhen and How to Coach? When and How to Counsel? Common Coaching and Counseling OpportunitiesCrafting Your Frame of ReferenceWho Will BenefitHR Professionals New to the Field - seeking a comprehensive view of the subject with multiple initiatives and techniques they can apply immediatelyExperienced HR Professionals - Seeking a RefresherEvent link : https://www.traininng.com/webinar/-201200live?ourglocal-SEO Contact InfoTraininng.com LLC Email: traininngdotcomgmail.com Phone: US: (510) 962-8903Phone: Zurich: +41 - 43 434 80 33Website : https://www.traininng.com
Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
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