HR as a Strategic Business Partner
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Traditional HR Function
Attendance Recording
Hiring People
Firing People
Payroll Administration
Maintain Employee Data
HR Policy
Candidate Searching
Employee Training
Administrative function only
Hire and forget
Recruited talent doesn’t meet business requirement
Reactive recruiting, only recruit when asked
Too much budget on recruitment
Training materials do not meet knowledge needed for business
Too much budget spent on training
Traditional HR
Aligned with the company’s business strategy
Engaging business by rapidly and effectively respond to business needs
Find and retain the right people for the business
Effectively communicate in the language of executives
Coach & motivate people
HR as Business Partner
Find out company’s business strategic plan
Find out how the company generate profit
Find out what is your customer needs
Understand company’s Profit & Loss statement, find out how and where HR can affect them
Help other department meet their objectives
How
Once HR have the right tools (software) to run their daily functional tasks, they can be more focussed on being business strategic partner
Tips
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