Why You Should Attend This Course:

Traditional HR functions are independent of Line Management involvements. Whilst this is still being viewed as convenient and easier to control, it is no longer feasible in reality as Line Management are jointly responsible in overseeing the processes such as hiring, coaching, appraising, etc.

Line Managers are able to provide HR with a more accurate description of their staff’s competencies and per-formance outcomes. Their engagement level with staffs is generally higher and performance is directly managed and appraised. HR then acts as a Business Partner to advise on appropriate processes and guide the Line Manager’s HR strategies in aligning them to business processes.

Learning Outcomes:

• Aligning the common vision of the HRBP and line ,management to align to the organisation’s vision
• Understand the role of the effective and competent HRBP
• Understand the principles and applications of Performance Management Cycles
• Empowering the HRBP role with or without the needed support
• Engaging with emotional intelligence and situational analysis
• Mediation and facilitation techniques
• Implementing/Phase over to a HRBP model

Course Outline:

Overview - Personnel Management, HR Management and Strategic HRBP

• What is Strategic HR and how does HRBP fit into a strategic framework?
• Transforming a current HR model - phases to phase over to strategic HR
• Case study : Process in establishing a strategic HR model
• Evaluating the effectiveness strategic HR

HR Business Partner

• What is HRBP?
• Challenges of HRBP
• Overcoming challenges to be successful HRBPs
• Case Study - what are the collaborative initiatives in a given situation

HRBP - Line Management Joint Efforts

Performance Management

• Understanding Performance Management Systems and co-interviewing staff in a performance appraisal session
• Going forward in the post-appraisal process - goal-setting and performance indicators
• Analysing performance
• HR insights in market best practices
• Agreement on appraisal process and dialogue/strategy
• Role Play : a joint appraisal Interview

On-the-Job Coaching

• Common understanding of job descriptions and performance outcomes
• Documenting the On-the-Job blueprint
• Linking job expectations to the performance appraisal factors
• Follow-up from appraisal goals to work tasks and processes
• Exercise : writing an OJT Blue-print

Recruitment and Selection

• Common understanding of job specifications
• HRBP insights - analysis of market information and candidate database
• Planning the interview
• Reviewing the process and the interview outcomes/data
• Exercise : Joint Interview of a candidate (played by the trainer)

Decisions on HR Information Systems

• What is HRIS and how it can help HR practitioner increase productivity
• Considerations and trends in HRIS today
• Exercises: Creating a most suitable HRIS for own company

Industrial Relations Skills

• Rationale for an organisation having a union
• Facilitating and negotiation in tripartite situations
• Profiling Exercise - conflicting management styles

Who Will Benefit?

This highly interactive course is designed for both non-HR practitioners who aspire to become one or who currently are HR practitioners leading or about to lead the HR function. A must attend for all  existing HR Business Partners.

Trainer's Profile:

Deborah Tan has been a professional Human Resource practitioner for over 25 years.  Since 2009, she also been developing HR-related content, conducting corporate training & providing consultancy services to the clients.   Deborah is a certified D.I.S.C. Behavioural Consultant, trained in using the personality psychometric tool.  She is also able to provide Training Needs Analysis, the Leadership Challenge and the Erikson Executive Coaching program.  Clients include Allen & Gledhill, SIA & PSA. 

Spanning her over 26 years HR & Training career, she has held Training & HR Managerial roles at Asia Pacific Brewery, Millennium & Copthorne Limited, Travelnet, Tourism Management Institute, Thomas Cook & SANYO DENSO.  Deborah also spent 6 years in Shanghai, China, giving her greater exposure to the Chinese culture. 

Deborah holds a Master in Human Resource Management from Murdoch University & a Post-graduate Diploma in Training & Development from the Singapore Institute of Management & Institute of Training & Development (UK).  She is also ACTA (Advanced Certificate in Training & Assessment) certified. She is also a member of the Institute of Administration Management.