Group Members:
Muhammad Usman Waseem L1S20BBAM0173
Ahmer L1S20BBAM0207
Submitted to:
Sir Faizan Khan
Table of Contents
Introduction------------1
Responsibilities of HRBP---------1
Importance of HRBP------------2
Functional Competencies of HRBP----------------2
Conclusion--------------3
Reference------3
Introduction:
A HR practitioner having a thorough understanding of how HR can help a company succeed.
Typically, an HR business partner is in charge of a few hundred to a few thousand personnel.
They and the employees' immediate managers, sometimes known as line managers, share
accountability for these personnel. To develop a productive workforce, HR business partners
collaborate with line managers. HRBPs that are effective are able to match HR activities with
the needs of the company. This implies that they are aware of which HR operations should be
undertaken in order to achieve company goals. This enables them to give value to internal
business stakeholders including managers, employees, and shareholders, as well as long-term
value to the company. Imagine you're the HR director of a large corporation, and you receive
a report showing that employee engagement in the supply chain department is at an all-time
low. Employees who aren't motivated are more likely to arrive late and quit. As a result, the
department is wasting time and money on recruiting and training new employees, and, more
crucially, it is on the verge of missing its financial goals. As a HRBP, we should help the
employees and give them advices on what they are missing.
Three Main responsibilities of HRBPs
The HR business partner has a wide variety of tasks and responsibilities. The exact tasks will
depend on the organization and on how strategic the business partner role is. However, in
general HRBPs have three roles:
1- Strategic partner
As a strategic partner, you create business value and assist in the prioritisation of
business requirements. Should HR, for example, invest in a new performance
management system, onboarding techniques, or retention? What you prioritise is
determined by your company's requirements. You may better support your business
leaders' deliverables and co-create business value by meeting with them on a frequent
basis.
2- The credible coach
As a credible coach, you advise and coach line managers on personnel concerns. You
must decide when to coach the managers and what they should be trained on. Through
training the company's leaders, who are most accountable for people's success, you
can play a vital part in developing a strong culture and superior people practises.
3- The relations manager
As the relationship manager, you're in charge of the employer-employee
relationship, as well as work councils and other employee representation groups.
This implies you could be involved in both collective bargaining and time-
sensitive concerns like as theft, fraud, health and safety incidents, and workplace
misbehaviour. You will always have a team behind you in a huge firm to take care
of the more administrative responsibilities. This means you can concentrate on the
high-impact and strategic workforce difficulties, while HR shared services and the
specialised HR centre of expertise may help with the more administrative, day-to-
day issues.
Importance of HRBP
An HRBP may assist employees, but more crucially, business units engage their talent more
effectively. In the workplace, HRBPs can be quite beneficial. In order to gain professional
credibility as a business partner, you must understand as much as you can about the teams
you serve and how they work. The HR business partner's job is to make sure that the
organization's human resource policies and procedures are in line with the organization's
needs, goals, and objectives. Administration, compliance, and management receive less
attention.
Functional Competencies of HRBPs:
Business acumen refers to the ability to understand an organization’s goals, purpose, and
vision and create processes, policies, and activities aligned with this that best serve the
organization and drive it forward. It’s a vehicle for improving financial performance and
leadership development.
Business acumen is also sometimes referred to as business sense or business savvy.
HR professionals who have business acumen understand the core business principles, internal
and external operations, and the goals of the organization; they can strategically tailor and
position their policies and day-to-day activities to best serve the organization and its end
customers, leading to an increase in profits.
People advocacy is one of the core HR competencies, along with business acumen, data
literacy, and digital proficiency. A successful HR team not only understands all these
competencies and how they make for a better company, but actively utilizes them to create
business value. There are four dimensions of people advocacy: culture building, people
practices, workplace champion, and communication expert. We will break down each one.
Data literacy is a core competency for all HR professionals.HR professionals don’t need to
be statistical experts or data gurus to leverage available people data. Using data to inform
decision making leads to better outcomes for the organization.
HR professionals will feel comfortable using tactics to interpret and communicate data.
Decisions about the workforce or HR programs will be better informed by available data.
digital integration, refers to the ability to leverage and integrate technology to increase
personal and organizational efficiency in HR professionals and ultimately drive business
growth and value. Although it may appear solely focused on being tech-savvy, digital
proficiency goes well beyond this. It requires an awareness of technology and its role both
inside and outside of work. It also includes the ability to integrate it seamlessly into the entire
employee journey and build a digital-first culture.
Digital proficiency is one of the four core HR competencies
Conclusion:
