POSITIONING HR AS A

BUSINESS PARTNER
Agenda
History of HR
HR as a business Partner
Mindset of a Business Partner
Success and challenges of the model
Who is my Customer ?
 Human Capital is considered to be one of the most
critical things in an organization that is not replicable;
systems are replicable.
 Human Resource is the custodian of this critical
resource.
 Why then is HR not considered a critical team in the
organization?
 What opportunities does HR have to change this
perception?
History of HR

Strategic
(Link between Administrative
business needs and (Focus on managing
human capital people)
decisions)

Transactional /
Compliance
(Focus on service
delivery and
compliance to legal
requirements)
 Factors affecting business and
impacting HR
Shifting workforce demographics
Evolution of jobs – jobs requiring more interdisciplinary
skills
Globalization
Digitalization
Mindset of a Business Partner
HR begins with the business. HR activities are tied to the
business. Develop a deep understanding of organization.
Knowledge of external business issues/factors determines
the relevance of internal operations
Clearly articulate how HR contributes to competitive
advantage
HR success as a business
partner
Business success is largely depended on
getting the right people, doing the right job,
with the right skills and at the right time.
Talent drives strategy

And that is what HR is all about!

HR success as a business
partner
Change of HR language
Adopt technology
Embrace rapidly changing environment
Sharpen our business acumen
Challenges of the Business
Partner Model
HR departments that are focusing mainly on
administrative/transactional hr. activities
Lack of skills/knowledge that enables the
department perform as a partner
Business cushioned from competition that
do not see the need for change
End