The Right Tools for HRBP

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Ibis Styles Hotel

27 Strada Căpitan Alexandru Șerbănescu

București

Romania

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Despite decades of trying to focus HRBPs on strategic issues, many internal clients in organizations voiced a common refrain that a great HRBP is quite hard to find. And while the value of a great HRBP remains unquestioned, the structure of the HRBP role requires reengineering.

We urge giving HRBP a different set of responsibilities and accountabilities. Here are several key features of this reimagined role for delivering maximum value to the business:


  • Manage the Talent Pipeline
  • Capture the Reality and Needs
  • Create Development Journeys
  • Align the Desirable Behaviors
  • Manage Motivators and Satisfaction
  • Sell the Processes
  • Build Partnerships

If willing to align your skills to the strategical process mentioned above, just click on attend button.

You will learn the right and effective tools for Human Resources Business Partners.

Manage the Talent Pipeline;

In a competitive environment a HRBP should be a partner for the managers. As the labor market becomes increasingly competitive for talented professionals, the HRBP needs to be sure he creates the colorful environment, for the employees can fulfil their needs like personal growth, a balance between work and life and an appreciative work environment. The competition on the sales side requires head hunting key roles and smarter and faster replacement of the people, for the role to be colored, performed and grown by the future employee.

Ideally HRBP create a win-win set up, aligning personal with organizational goals. But, like in a winning soccer team, people having different roles should express the needed behavior for the required competences way before being proud of high performance, contribution or rewards of their common success. Regardless of the industry specifics, local crises, pool of candidates, cultural barriers, difficult profiles will put on risk all you process. This is the time when you can switch from a classic process to more performant ones, based on better communication and capitalization of Company Assets.

  • Recruitment tools
  • Creating Onboarding programs
  • Creating apprenticeship and Successors Programs
  • Tools for Retaining Successors
  • Mobility Programs

Capture Reality and Needs

Every company will have operational challenges. They will always represent a priority because the purpose of every organization is to be profitable! However making a profit won’t always be easy. Internal or external constraints, the market or the level of resources it has at its disposal will always impact this objective.
The challenge for HRBP roles is how they can contribute to the profitability of the company!

You will learn:

  • How to align L&D strategy with the company’s goals
  • What are the best practices in capturing the training needs
  • Tools to diagnose the team climate

Create Development Journeys

According to McCall, Eichinger and Lombardo training is not a universal remedy, a magic bullet that opens the door to every client, the gates of every application and the minds of every participant. The value of traditional development methods is amplified by the support of specialists, the manager and colleagues expressed in various way and also requiring a lot of practice.

  • Start proving your expertise in building development programs that are bold, tailored to specific needs
  • Keep competences in mind
  • Build the learning frame
  • Add new models for learning; Best Practice Sharing; Flip-learning methodologies
  • Measure the impact in business

Align the desirable behaviors

The increasing complexity of the work environment requires strategic decisions. Therefore the HRs role has shifted in recent years. Nowadays, the successful HRBPs are choosing to move wise on the chessboard. As they need partners; they will adopt solutions for gathering resources inside their projects and retain talents.

  • Performance Appraisal phases and risks
  • Tools for managing Performance Processes
  • Calibration methodologies
  • Dealing with difficult employees

Manage Motivators and Satisfaction

Compensation and benefits is an important area of Human Resource Management as the mismanagement of the same can have adverse effect on the employee morale and the organization’s profits. Hence, managing compensation and benefits require quite a skill and competence. Designing and directing effective reward and benefit package that motivates employees to perform better can easily help an organization realize its goals.

  • Understand the design of Core benefits plans, including risks benefits, health and wellbeing programs.
  • Understand and Define the Pay Strategy and Pay Management framework
  • Have an understanding of how to build salary and bonus review budgets, modelling of outcomes and performance, merit and positions in range matrices
  • Use tools for measuring employees satisfaction

Sell the Processes and Build Partnerships

As the field of organisation development approaches its seventh decade of service to the world of work, will it remain relevant after so much change in society and business? We believe that the skills and mindset of HRBP work have never been needed more. And thankfully, scholars and practitioners alike have sought to update thinking and practice to meet changing realities, whilst also offering established approaches that are as universally relevant as they have ever been.

  • The three essential ingredients for facilitating transformational change
  • How to help internal clients understand and lead emergent change processes
  • Communication skills through change: coaching and influencing
  • How to model, nurture and embed changes coming from strategic interventions

Duration; 2 days


Trainers: Mihaela Radu and Iulian Ionita

Looking forward to see you!

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Date and Time

Location

Ibis Styles Hotel

27 Strada Căpitan Alexandru Șerbănescu

București

Romania

View Map

Refund Policy

No Refunds

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