HR Business Partner
Table of Contents
● Contributions of HR from Business Perspective
● Review and Analyze Business Unit Data
● Employee Budgeting and Manpower Planning
● Workforce Planning, Succession Planning,
Career
● Architecture Program and Skills Assessment
● Attrition Issues and Control
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Learning Objectives
At the end of this module, you will
● Know contributions of HR strategy towards business
goal
● Learn the methods of reviewing and analyzing
Business Unit Data
● Study the concepts of workforce planning,
succession planning, career and importance of
employee budgeting and manpower planning
● Learn to deal with attrition issues and controlling
measurements
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Contributions of HR from
Business Perspective
Importance of Strategic HR
● Strategic HR makes decisions that define the overall mission and
objectives of the organisation
● Determines the most effective utilisation of resources
● Crafts and executes the strategy in ways that produce the intended
results
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Defining HR Strategy
● Corporate Strategy
● Local Business Context
● Input from Management team and other business
leaders
● Corporate HR diagnostic survey of senior business
leaders and HR leaders
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Economic Benefit of HR Strategy
● Increase revenue
● Improve customer satisfaction
● Improve quality
● Increase productivity
● Reduce cost
● Reduce cycle time
● Increase market capitalization
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Connecting Business & HR Strategies
Internal
drivers
Business HR Business Imple-
Monitor
strategy strategy plans mentation
External
drivers
Contribution of HR Strategies on Organisational Growth
● Develop the culture, capability and environment to supports a
performance driven organisation
● Attract, retain and develop talents to support the achievement of the
organisation’s long term objectives
● Engage with employees to enhance their contribution to
organisational goals
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Key HR Practices
Following HR practices are aligned to organisation’s objectives
● Recruitment & Selection
● Training & Career Development
● Performance Management
● Reward
● Change Management
● Retention
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Recruitment
&
Selection ● Communicate strong employer brand in recruitment
campaigns
● Target recruitment of talents to a diverse labour
market
● Key focus on Graduate scheme
● Build managers’ capability to identify and select
talents
● Deploy relevant selection/assessment tools to test
for organisational skills
● Explore electronic sorting of applications to a more
efficient short listing
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Training & Career
Development
● Focused development of management and leadership
capability
● Talent management to support aspiration for career
aspirations
● Encourage secondment across departments
● Skills audit to align employee training to business
objectives
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Performance
● Build line management capability for effective employee
Management
performance management – Communication, coaching,
objective setting, Communicate strong employer brand in
recruitment campaigns
● Develop interventions for developing leadership
behaviours
● Raise the importance of people management in
achieving organisational objectives
● Senior management performance/bonus linked people
management and employee survey
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Reward
● Total remuneration strategy including – base pay,
benefits
● Benchmarked internally and externally for
competitiveness
● Linked to performance (What and How) to
emphasis expected behaviours
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Change
Management
● Building line managers capability to manage
change effectively
● Provide a framework for ensuring fair process for
managing change
● Improve understanding of resistance to change and
how to overcome
● Lead consultation and engagement with employees
during change
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Retention
● Encourage internal movement of staff
● Develop action plans to improve employee
engagement survey scoring
● Support line managers to build open & trusting
relationships with individuals and teams
● Deploy framework for increasing employee
involvement and participation
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Review and Analyze
Business Unit Data
Data Analysis
Data analysis is the process of applying logical and analytical reasoning in the
evaluation of data. Data analysis involves the modeling, compiling and
extraction of all components of the raw data to generate constructive
information.Data analysis is one of the most important steps involved in the
process of research experiment.
Data analysis in business helps to assess the performance of your business
and to decide the new strategy to update your business.
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Importance of Reviewing and Analyzing Business
Unit Data
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KPI Monitoring Tools in the Data Analysis
Process
Data Collection and Storage Tools
Data Cleaning Tools
Data Visualization Tools
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Employee Budgeting and
Manpower Planning
Definition of Employee Budgeting
Employee budgeting is the process of comparing historical actual data and
forward looking business forecast so as to achieve firm’s short and long-term
objectives. Usually budgeting is done by using the current numbers to make
upward or downward adjustments to each item based upon expectations.
HR considers the following information for budgeting purposes:
● Actual staff costs incurred in the current year
● Projected cost increase for next year
● Number of projected headcount for next year
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Manpower Planning
Manpower planning is the process by which an organization ensures that it has the
right number and kinds of people capable effectively and efficiently completing those
tasks that are in direct support of the company’s mission and strategic goals.
The main purpose of Man Power plan is to have an accurate estimate of the number of
employee required with the matching skills required to meet the organizational
objective. The kind of skill required for different categories of job and manpower used
over a periods of time in relation to organizational objectives
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Workforce Planning,
Succession Planning, Career
Workforce Planning
● Management should have a clear overview about the necessary
resources to respond to changing market or business strategies
● Forecasts the necessity of asset planning and resource planning within
the workforce
● Determines hiring plan based on business growth, capacity, use of
outsources, available metrics
● Support you in distributing the workload whenever needed
● Gives your organization insight into the productiveness of your
employees and how this contributes to the success of your organization
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The Concept of Career
● A career comprises of a series of work related activities, that offer
continuity, order and meaning to a person’s life
● The underlying idea behind a career is that a person can shape his
destiny through a number of well planned and well timed, positive steps
● The typical career of a person today would probably include many
positions and transitions
● Career planning is the process by which one selects career goals and
the path to achieve those goals
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Objective of Career Planning
● Attract and retain talent
● Use human resources properly and achieve greater productivity
● Reduce employee turnover
● Improve employee morale and motivation
● Meet the current and future human resource needs of the organisation
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Succession Planning
Succession planning is the process of identifying and developing suitable Team
Members who are able to replace Key Positions as and when required.
The emphasis is on developing a broad spectrum of talent within the
management ranks so that the availability of internal talent will not be a
constraint to the organization's strategic direction.
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Purpose of Succession Planning
● To identify and develop people to replace current job holders in key
positions
● Through succession planning organizations ensure a steady flow of
internal talent to fill important vacancies
● Succession planning encourages “hiring from within” and creates a
healthy environment where employees have careers and not merely jobs
● It should be noted here that career planning (which covers executives at
all levels), by its very nature, includes succession planning (which covers
key positions at higher levels)
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Architecture Program and Skills Assessment
HR Architecture
HR Function Workforce Culture
● HR Department ● Norms
● Human capital
● HR Leader ● Beliefs
● Commitment ● Cohesion
● HR
Competencies ● Energy and Fit ● Harmony/Conf
● Policies and lict
Practices
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Skill Assessment Process
HR skill assessment process is a scientifically–validated pre-hire assessments that
check the competency of the candidate for a particular job role.
The following competencies are checked through a skill-assessment process:
● Cognitive ability
● Domain ability
● Ability to manage work
● Ability to manage people
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Cognitive Ability
● Critical Thinking: Checks the rational thinking of the candidate based on the
assumptions, interferences, and arguments
● Verbal Reasoning: Candidates must have the ability to convey messages
effectively in a precise manner with clarity by formulating grammatically correct
sentences
● Abstract Reasoning: Candidates need to analyse information, detect patterns and
relationships, solve complex and intangible problems aso that they can perform well
in a new situation
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Domain Ability
● It checks candidate’s in-depth knowledge on the specific domain
● Capable of completing tasks on that particular area effectively and efficiently
● Their ability should direct support company’s mission and strategic goals
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Ability to Manage Work
● Process Orientation: Ability to follow standard procedures,
maintaining the rules and regulations of the workplace
● Strategic Orientation: Able to consider the short and long term
implications of one's actions and decisions on the organization
● Change Management: Candidates should have the ability to
communicate the need and the rationale for change and ensuring that
all stakeholders are comfortable with it
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Ability to Manage Work
● Execution Excellence: Candidates should display strong will to consistently
achieve extraordinary goals and set high standards for quality results
● Ethical Propensity : A candidate will be checked on the ethical ground so that all
the internal and external stakeholders can trust him
● Planning and Organizing: Candidates are required to accomplish the given
objectives and should have ability to prioritize tasks and shuffle between various
tasks to maximize efficiency
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Ability to Manage Work
● Effective Communication: It includes appropriate forms of
communication with clearly expressing one's thoughts and ideas clearly
● Networking: Professional networks and personal relationships play a
crucial role in individual as well as organizational success
● Team Management: Candidates should be cooperative while working in
a group, toward solutions for the common organizational goal
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Attrition Issues and Control
Attrition Issues
● Attrition is defined as the gradual reduction in membership or personnel as
through retirement, resignation or death
● It includes both voluntary and involuntary separation
● The employee gradually reduces his/her ties with the company due to various
factors causing attrition
● Losing talents and employees result in performance losses which can have
long term negative effect on companies
● The departing talent leaves gaps in its execution capability and human
resource functioning which not only includes lost productivity but also possibly
loss of work team harmony and social goodwill
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Common Factors Causing Employee Attrition
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Attrition Statistics
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Controlling Attrition
1 Hire the Best
A bad hire can cost you in terms of
finances, productivity, and credibility.
Hence, you must start with hiring
retainable employees. This can be done
by implementing a comprehensive
screening program that helps you
choose from a pool of top talent.
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Clarity
2
Employees switch jobs due to lack of clarity in job
positions, expectations, earning potential, and
performance standards. Organizations that have
inefficient systems and uncertainty about role
definition fail to retain employees. Employees
prefer getting clarity about their job profile and what
is expected of them.
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3 Flexible Environment
Most employees today seek work-life balance. It is
important to maintain discipline, you cannot expect
your employees to work like machines.
Giving your employees benefits like telecommuting,
cafeteria-style work environment, and flexible work
assignments can help you retain talent for a long
period.
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4 Growth Opportunities
Employees today prefer a learning environment,
there they get opportunities to learn and develop
new skills. While training and development work
as a retention strategy, to retain talent you must
provide them challenging work opportunities that
allow them to grow and contribute to their
personal and professional growth.
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5 Optimum Skill Utilization
Harnessing talent to manage human
resources in an organisation is another way
to retain employees.
Employees have hidden talents and multiple
skills, which they prefer using to grow in their
career.
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Breed Leaders and not
6
Supervisors
Developing leadership capabilities that allow
supervisors and managers to act as facilitators will
help you retain talent. Most importantly, managing
human resources starts with recruitment. By
establishing comprehensive background screening
in India, you will be able to hire the best
candidates and reduce employee turnover.
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Summary
Contribution of HR Concepts of
strategy towards workforce planning,
business goal succession planning,
career
Reviewing and
Analyzing Business HR Business HR architecture and
Unit Data Partner skill assessment
process
Importance of Dealing with attrition
employee budgeting issues and controlling
and manpower measurements
planning
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