Being into Business is my business – HRBP
The changing trends compel today’s HR Personnel to deal with the business on the direct basis. That has paved the way of evolution to give a rebirth to HR into HRBP.
Today’s HR deals with the business directly –
Knowing the business:
Depending on the present market trends, a HR has every need to understand the business, its products and services and the end customers. The ultimate goal of any workforce whether it is human or a machine or any technical stuff is to add value to the business which should ultimately lead to the profitability of the organisation.
Knowing the Administration:
It’s not only understanding the final output, but also the inner core values and beliefs of the visionary & the mission and vision of the organisation to be perceived to work in align with the business goals.
Driving the workforce:
The workforce of an organisation involved in different tasks and processes lead by a HR. The objective of workforce is to give their best output to add value to the profitability of the organisation. HR has to drive the workforce to work, giving their output in correlation with the organisation’s business objective, mission, vision and profitability.
Developing Policies and Practices:
Every policy of the organisation is to be objectivised to achieve the business goals.
While preparing a policy, the main objective of the policy, the procedure to follow, the rules and regulations and also the rules to penalise in case of severe deviations occur are to be clearly defined and well-articulated.
Before documenting the policy, 360* of the procedure is to be understood well so that all the intricate points of the policy gets covered. For which, a HRBP must have excellent writing and documenting skills.
The defined Policies are to be implemented into practices without deviations. Every care is to be taken by the HR personnel to maintain the integrity of the business objective and the productivity of the workforce. Being accountable for workforce productivity, HR needs to help and support each and every employee to derive their best output in correlation with the business goals.
Strategising the manpower:
In coordination with other teams (finance, administration and other departments) a strategy for the future manpower needs is to be prepared for which a HR has to keep an eye on the market trends and the need of their product / service in the market. HR should actively participate in organisation’s strategy related meetings to understand the administration’s view points and also to explain the upcoming needs to plan for the better future of the organisation. It becomes a mere responsibility of a HR to give needful suggestions and guidance to the administration while preparing the future developmental/expansion related strategies.
HR is also accountable for the P & L of the organisation:
In correlation with all the other machine and technical power of each product / service’s process flow, man power output contributes the main part. Checking whether all the process flows are being followed in the right way, are there any constraints in understanding the process, lack of skills, scope of implementation, work related support, if there are any technical knowledge related gaps identified, suggestions for the training sessions, checking whether any irrelevant tasks or time wasters are being overlooked, coordinating with the team leads to understand their intricacies, etc all these things are to be monitored and supported to make sure that the employee productivity is in alignment with the business goals and working to add value to the profitability of the organisation.
More than 30% of a HR’s job role consists of Talent Acquisition and recruitments. Depending on the manpower strategy, a continuous process of talent acquisition is to be done. Identifying the right kind of skills and qualifications needed, understanding job roles, preparing JDs, defining the Successful Hiring Formula, preparing the right kind of sourcing channel mix, pooling the profiles, building rapport, screening and shortlisting, maintaining Talent pool for every job role, engaging the selected candidates and the talent pool, joining formalities, internal operations, managing the existing Talent, right kind of engagement activities, recognition and appreciation, retention, exit formalities, exit feedback, coordination between administration and workforce.
There is a key role played by HR personnel in every aspect of the organisation where the correlation between the job/task done and the effectiveness of the ultimate productivity are to be analysed. Every task and process are strictly aligned with the business goal and should lead to the benefit of the organisation.
Engaging the workforce:
Rightly engaged workforce adds value to the business by their productivity. A HR person should know how to conduct Employee Engagement surveys, how to analyse the results, identifying the need of engagement activities and conducting employee engagement activities etc., to improve the employee productivity which again is related to the profitability of the business.
Numbers play a vital role in any business. These analytics empower the administration to understand the market trends and internal weather of the organisation, to plan for the establishment or new product launch. A HR personnel needs to have strong command on numbers and preparing dashboard for the visibility of the administration.
And still a lot more…
Changing trends has reshaped HR into a growth partner who always need to add value with every strategy, plan, implementation, and analysis.
To be the better tomorrow of Your organisation….
Be a business oriented HR.