What strategy would you take to best position a new HRBP role in an organization? Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

What strategy would you take to best position a new HRBP role in an organization? Case Solution

2.1- HRBP Role in Organization

With the passing time and changing role of the Human Resources in the market, it has become important to understand the relationship of HR with the other functions and operation of the organization and the direct relationship with the organizational structure. The role of HRBO model is similar to the understanding of the organizational functions and operation while delivering the effective role of the HR services to line managers.

Such training and alignment of the business goal with the HR policies and the services, allows the organization to train the personnel in order to improvise the skills and thus leads to improved organizational performance. According to ( (PwC, 2013)), the HRBP functions as a link between HR community and the managers in translating the needs of the business, aligning it to make the informed decision.

( (CIPD., 2010)) suggested, the HRBP is mainly implemented in the organization to develop a successful partnership between the managers and the HR specialist, preventing the creation of the factors that hinders the performance or block the level of productivity.

( (Svoboda, 2001)) suggested that with the change in the role of HR to become the strategic and business partner, it is important for the HR to abandon the traditional view and become more proactive in determining and delivering the HR services. In addition, the HRBP needs to develop the specific credible roles to sustain the relationship with the bottom line and line mangers so to take the active responsible part in organizational productivity and performance.

( (CIPD., 2010)), suggested that the new HRBP model has developed a clear communication strategy and different functions that are accessible to both HR professionals and he managers. Moreover (( (Ulrich, The new HR organization., 2007)), claims that the HR needs to be more interactive in developing the strong collaboration with the managers and the other employees to play a more strategic role in organization, in fact, many researchers suggest the active participation of the HR personnel in the organization to improve the co-ordination and to become the more aligned business partners to the organization.

Chapter: 3 Methodology

In the given chapter, the methodology to perform the research has been discussed, with the clear indications from the literature and the introduction chapter. The given chapter outlines the techniques, nature and target population for the research to be carried.

Nature of the Research

In the given research, the exploratory research approach has been used in order to explain the relationship between the strategy implementation and the role of HBP in the organization. Since the research outlines the best strategies that can be used by the HRBP personals to implement the model, it determines the relationship between the right organizational strategy and HRBP model, leading to effective Implementation of the model. Moreover, the particular approach is used, as it allows the researcher to understand the nature and depth of the relationship between the variables. Lastly, under the primary research, the exploratory approach is often adopted to drive results.

Type of research

In the given research the primary data is used by collecting the data from the HR specialist in the form of interviews and are discussed in discussion chapter. The primary approach allows the researcher to draw the conclusion based on the first and information, making the research current authentic in nature.

Sampling Technique

In the given research, random non-probabilistic technique is used which will enable to set the sample size at connivance and hence pursue the convenience sampling technique.

Sample Size

In the particular research, three interviews are conducted from the three market HR specialists to gauge the strategy implementation for the HRBP model. These interviews are taken on the Skype call, due to the reachability issue.

Data Collection process

In the given research, the interview techniques have been followed. The interviews have been taken over the Skype and the notes are jotted down.

Data Collection Instrument

In the given research, the survey technique is used to collect the data. The structured questions have been formed to analyze the model and to understand the insights given by the respondents. In addition, the questions are asked using the simple English language, to make it easily understandable for the respondents.

Chapter: 4- Data Analysis and Discussion

In this chapter, the interviews conducted will be illustrated to understand the factors important for the HRBP implementation in the organization:

What are the roles that an HRBP role typically plays in an organization?
The Role depends on the size of the organization but is usually a strategic role; it can be more operative in other companies; it will also depend on the HR operating model e.g. centers of excellence and shared services and how much is automated. Also, it supports the business at a certain level in the organization e.g. Sr. Management; develops skills and talent, recruitment of top positions
The role is to imitate business and talent know-how; “go to” person for European team; drive and deliver strategic initiatives; Develop European Leadership team and bench strength; be an integral part and drive the culture change.
Partner that works closely with the business or business leaders to develop a strategic agenda in support of the company’s goals/objectives. Help meet the needs of the business. Takes a customer centric approach. Mediator and employee advocate some operational tasks but usually limited. A change agent and problem solver.

HRBP role typically plays in an organization

It has been found that the major roles HRBP plays in an organization includes the strategic partners that allows the business to attain the task and also to frame the objectives effectively. It has been determined that HRBP also acts as the business leaders which directs the organization to attain the higher performance rate and increase the skill set, required to achieve the competitive edge in the market. Apart from this, the HRBP takes the customer centric approach, allowing the organization to gain the market penetration strategy effectively. Lastly, the role of HRBP in the organization is more as the change agents and the problem solver, making the organization able to deal with the resistance and management he conflicts effectively.

Apart From this, it has also been determined that the role of HRBP includes to be the strategic players that offers the solutions to the organization which help in resolving the problem. Lastly, it incorporates the role of the initiators or problem solvers that could be reached directly in times of need.

What would you say are the key success metrics for an HRBP role?
His experience; HRBP work less with metrics but more with qualitative data – leading through questions, understand the business requirements through open discussions with stakeholders or employee surveys; creation of the specific questions in the employee surveys following major initiatives; support business re-organizations; develop organizational models and work through consequences for employees e.g. restructuring; he does not work with metrics in his day to day role.
Take the Thermo HR competency model – Analytical reasoning (be able to work with data and use it to make good decisions); Consulting (advise internal clients on solutions that align with company goals);) Change Leadership (work with organization to develop and implement change initiatives); Organizational agility (leverage knowledge of organization and working relationships); technical / function skills knowledgeable HR expert that understands the business and is able to translate them into effective people strategies that drive business growth.
Go with a perspective on what you think your success metrics are. Usually Talent topics (complete employee life cycle): Identification of critical roles; Succession coverage e.g. 1 successor in every area for all critical roles;; internal talent movements; meaningful development plans for Talents; talent program/strategy to address talent challenges; quality and time to hire; on time delivery of strategic initiatives.

Success Metrics of HRBP Role

According to the survey, the successful metrics of the HRBP role includes the understanding of the Qualitative data, effective communication, proactive approach and management through the stakeholders. It also includes the initiatives that allows the organization grow in the market. According to the finding, the success metrics of HRBP includes the employee management, consequences and the development of the organizational model.

Moreover, the success metrics also includes the consulting, change leadership, technical and functional skills of the HR, Collaborative knowledge management and working relationship development. Necessary to incorporate the teamwork in the organization. Furthermore, it also includes the expert knowledge of the HR, that allows to maintain the employee ratio and also enables to propagate the team spirit and sense of ownership.

Lastly, it includes the strategic succession planning and talent management, that is required to sustain the knowledge level I the organization, According to the interview feedback, the HRBP success lies in the effective understanding of the succession planning and the knowledge management, so to ensure the continuous supply of the talent pool in the organization to meet the goals.

How can an HRBP role best generate value in an organization?

Work with the business at a strategic level; understand the future trends where the business is headed. To have the awareness of the business affairs. Workforce planning is one of the activities where HR can best generate value.
Understand how to use the model (platforms, Shared services) to get business done, Understand what they offer and what they don’t and what we need to build ourselves; understand business and customer needs; be proactive, anticipate needs and get better at planning; escalate when needed. Deliver what you say you will when you say you will; leverage data that exists to understand the issue and then work with the HR model to implement; Help business understand the model by engaging – not just informing; be an enabler to help the business to help the business implement change; become expert in new processes
Understand the business intimately; understand who stakeholder are and stay close to them – understand what their pain points are and are able to translate that into meaningful people strategies; generates value by providing the business with strategic support that in turn increases revenues. Compliance is not enough – need to generate regular cadence around people processes. Understand what talents need to advance and connect opportunities with talent; manage impact of future trends in the workplace.

Value in Organization

According to the interviews taken, the HRBP model may enable the HRP to analyze the markets situation and determine the business strengths and key threats associated with the given strategy. Such analysis allows the organization to manage its strengths with opportunities and evade the risks and weakness by strengthening the intimal functions.

In addition, the HRBP also enables the business to understand the key pain points of the stakeholders, allowing it to develop integrated strategy that carets the bridge between the two parties, leading to effective result and long-term profitable outcomes. It has been suggested that the role of HRBP allows the organization to understand the key criteria of satisfaction to the stakeholders and the helps in offering the value inters of performance and profitability, leading to long term relationship.

Also, HRBP allows the organization to create competitive edge in the market, it manages the talents, train and elevate in the career path, in order to retain the talented pool within the organization and strategically implant the talent to attain the required result, leading to the development of strong market position and delivery of the quality service.

Lastly, the HRBP model allows the organization to identify the new opportunities and then create the platform to avail the opportunities with other given resources..........

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What strategy would you take to best position a new HRBP role in an organization? Harvard Case Solution & Analysis