• Main
• Blog
• eShop
• Discussions
• Job Resume!

Home » HR Role » How to implement HR Strategic Partnership in single steps

How to implement HR Strategic Partnership in single steps

The implementation of the HR Strategic Partnership is a long project demanding huge effort from the HR Management Team, HR Staff and the full involvement of the line management in the organization.

The most important thing to implement HR Strategic Partnership is a complete buy-in from the Top Management. In case the Top Management does not support the whole concept of the HR Strategic Partnership, the HRM Team should not start to implement the concept delivered by HR Roles by Mr. Ulrich.

The process of the implementation of the HR Strategic Partnership

The implementation of the HR Strategic Partnership is a true change management project and activity. The project team responsible for the HR Strategic Partnership must focus on recognizing the new status from the old one to provide the employees with the evidence of the change. The employees will not follow the project activities automatically, they will need a huge support from the project team to get courage.

 

 

The core activities during the implementation of the HR Strategic Partnership

 

1. Define clear vision and goals of the project. After defining vision and goals all the KPIs to be monitored during the project and after the project have to be defined to monitor the progress of the implementation of the Strategic Partnering.
2. The project team must collect all the data available to Human Resources to select the data with the value added to start them reporting to the business to help to make strategic decision on the company and department level.
3. Make a good relationship with Finance. The Finance guys always provide the business with the important reports and numbers and they are able to help to select the most strategic numbers from Human Resources, which can raise the attention of the Top Management.
4. Assess the current HR Staff and make a clear decision about the employees. In best case no one will have to leave the team, but usually - at least some have to leave the organization to allow to hire new employees, who will be able to act the HR Business Partners.
5. Involve the line management in the implementation of the HR Strategic Partnering. Give them a chance to provide feedback on the progress of the implementation and give them a possibility to influence the next steps - organize opinion polls and workshops.

What to have in mind during the implementation of the Strategic Partnership?

The Strategic Partnership cannot be developed quickly and it is not possible to buy it as a consulting service. The will of the implementation team is essential for the success of the whole project. But the result - it is great to have a strong and powerful Human Resources in the organization.