The intangible value of an organisation relating to the people it employs is gaining recognition among accountants and investors, and its implications for long-term sustained performance is now generally accepted. They then need to design change programmes which first put in place initiatives to rewrite or rewire their context in a way that overcomes obstacles to enable the desired change.
Vol Why implement HR business partnering? Determine future workforce needs: Identify future skills and capabilities and predict the timeframes involved. It brings together the operational and the strategic planning processes. Explore our related content. It focuses on the importance of adopting an integrated and strategic approach to managing people, which is the concern of all stakeholders in an organisation, not just people management professionals.
HR business partners can use it as a guide and development tool as it sets the international benchmark for the people profession.
If HR can help break down internal silos, it facilitates a more connected way of working. Strategic HRM can encompass a number of individual HR strategies, for example: to deliver fair and equitable reward to improve employee performance to streamline organisational structure.
Such planning inevitably involves recruiting, training and deploying the people needed to get the work done.
This role is the focus of the relationship between HR and the business, ensuring HR works effectively with the teams and individuals they support.