Implementing the Techniques Utilized by HR Strategic Business Partners
Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:
- Implementing Strategic HR Initiatives: Executive Search, Conducting HR Department Audits, Enhancing Recruiting, Interviewing & Selection Processes, Installing Performance Management Programs, Conducting Training Needs Assessments, Installing HR Metrics, etc.
- Maximizing Leadership Effectiveness: Facilitating Team Building Initiatives, Designing and Facilitating 360 Performance Assessments, Executive Coaching, Measuring and Enhancing Employee Engagement and Performance, etc.
- Strategic Planning: Facilitating Strategic Planning Events, Establishing Succession Plans, Installing Business Performance Metrics, etc.
- Enhancing Customer Loyalty: Conducting Customer Satisfaction Surveys, Facilitating Customer Advisory Councils, Developing Standards of Performance and Scripts for Key Customer TouchPoints, etc.
The Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe, and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, EMC, State Farm, Marriott, N.C.I. YKK and Freddie Mac.
Prior to founding his own firm 25 years ago, Pete had 15 years of experience — at the plant, divisional and corporate levels — in Human Resource and Quality functions. Pete held leadership positions — including the V.P. of Human Resources and Quality — with Allied Signal, Imperial Chemical Industries, Reynolds Metals, Charter Medical, and Access Integrated Networks.
Pete also frequently develops and facilitates a variety of leadership development programs including Strategic Planning, Moving from an Operational Manager to a Strategic Leader, Strategic HR Management, The Fundamentals of Human Resource Management, Recruiting, Interviewing & Selection, Employment Law and Utilizing HR Metrics. Employees from over 3,000 organizations have benefited from Pete’s experience and perspective. Pete is co-author of Leading Your Organization to the Next Level: the Core Disciplines of Sustained Profitable Growth.
Pete holds a B.A. degree in Psychology from Emory and Henry College and Master’s degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University.
The role of the HR business partner is more important than ever, now that there are more demands on HR to add value. And more leaders are realizing that by making better use of their employees, they can better achieve the profitability goals of the business. In addition, more of the transactional HR work is being outsourced, so HR is not only able to focus more on the strategic side of the business but is also being asked to make a strategic contribution and develop people strategies that clearly add value to bottom-line results. This is the role of the HR business partner.
At its most strategic, an HR business partner works closely with other business leaders influencing strategy, steering its implementation, and making the best use of the organization's people. The HR business partner role is more of a consultative role. Human resource business partners have clients within the organization to whom they provide services and build relationships focused on the vision and objectives of the organization with much less focus on compliance and administration.
I. Utilizing a Strategic Frame of Reference to Develop an HR Strategic Plan Supporting Your Organization’s Business Plan
- Strategic Business Partner vs. Traditional Role of HR
- Developing Your HR Frame of Reference
- Drafting Your HR Department’s Mission Statement
II. The Challenges and Significance of the Internal Service Provided by You and Your Department
- What is Value to Your Internal Customers?
- The Challenges of Delivering HR Services vs. Producing Products
- What is Value and How can We Deliver Greater Value to Our Internal Customers?
- The differences between manufacturing and service providing jobs like HR?
- Creating a ‘SWOT’ for Your HR Department
III. Closing Any HR Service Gaps: a Process to Cause Your Internal Customers to Feel That They are Receiving What They Need & Expect
- Understanding Your Customers’ Expectations
- How Do Your Internal Customers See You? An Internal Customer Report Card
- The Gaps Model of Service Delivery
- Creating Standards of Performance
- Performing to Your Standards of Performance
- Avoiding False Expectations
- Questions Upon Which to Build Your Service Improvement Plan
- Improving HR's Service through an Importance/Performance Matrix
IV. The Aspects of Your HR Service Most Important to and Valued by Your Internal Customers
- The Most Important Dimensions of HR Service
- A Model for Strategic Leadership
- Drafting Your HR Department’s Vision Statement
V. Aligning Your HR Processes with Your Organization’s Business Plan
- Organizational Success Factors - with Samples
- Employee Competencies - with Samples
- Utilizing Talent Management Practices
- Utilizing Your HR Processes to Enhance Employees’ Competencies
VI. Effectively Carrying Out Your Daily Role as a Coach and Counselor - to Your HR Team, Managers, and Employees
- When and How to Coach?
- When and How to Counsel?
- Common Coaching and Counseling Opportunities
- Crafting Your Frame of Reference
Course Level - Intermediate
Who Should Attend
- HR Professionals New to the Field - seeking a comprehensive view of the subject with multiple ini