HR as a strategic business partner

The recent session in NHRD was about Hr the business strategic partner and it was a thoroughly insightful session as people have all been saying about being a strategic partner but how do you bring in the change. The case study of Standard Chartered was shown and which showed how it can be done. The speakers for the session were William Paul and David Nallathambi from Scope international (Standard chartered )

Some key points were

#HR as an SBP (Strategic Business Partner) should focus on creating and delivering strategic people agenda and ensure business goals are achieved

#We need to move out of transactional HR and into transitional HR though there is a doubt on what work will be done if transactional part is taken out

#Crucial to ensure that people can add value to the business and how they can be a business partner

#Any change should be Simple Scalable and Sustainable which will make light of the work

#To transform the HR you need to add responsibility to the Line Managers and give them a part of the work

#To excel in services sector you need to be ahead of the curve and assess what business needs

#Look at areas of Engagement Retention and Talent Management

#When this process of transformation is complete HR will be more efficient and manage cost growth

#A shared service center expertise in other areas cannot be matched by Managers

# To deliver bottom line performance and increase bottomline by changing people in it

#Time to be a Coach, Consultant and an internal business advisor

#proactively manage attrition and last be ahead of the curve

#important factor only if you have people and right system initiate change orelse do not try for a drastic change

The final comments were given By Dr PVR Murthy who concluded Change is like movement of an Orbit to move to a higher level you need to drop mass