Do you also think that your Organization has very Complex Talent Management processes that make it difficult to ensure Accountability and Transparency?
Are your leaders invested in continuously developing their skills and capabilities to lead your organization effectively?
Are you facing challenges in leading and driving change in your organization successfully?
Are you looking for the right fit in a leadership role to drive performance? Or the right methodology to hire Senior Leaders?
High Potential Survey 2019-20
Want to know what organisations are doing to identify and develop high potentials? Read our 2nd research report on high potentials...
Do you also think that feedback is a long and boring process and not be limited to annual or bi-annual discussions?
Does your 360 give long, boring and difficult to understand reports and does not clearly call out the actionables?
Is Retention at the Front line one of your important objectives? Would you want a single step solution to your front line attrition problem?
Can your HR Business Partners effectively Influence business without authority? Can they hold tough and critical business dialogues?
Does having best functional leaders ensure meeting organizational goals or even that leaders work collaboratively?
Science shows that you completely control 50 percent of your work performance - 8 Steps tells you how to optimize that 50%. The other 50%? You can’t control it so don’t waste your time.
For many years now, CEOs have been stressing the importance of talent strategy to their organizations. But they have also been sharing misgivings about HR’s ability to be a strategic partner and deliver maximum value to the business.
Continuous research still indicates that change is slow in coming. While HR Business Partners who blend talent, business and commercial understanding to deliver business value become even more important, HRBPs continues to struggle to deliver this need.
Clearly, organizations depend on HR Business Partners (HRBPs) – to counsel managers on talent issues. And while the value of a great HRBP remains unquestioned, the structure of the HRBP role requires reengineering.
At SDF, we have reimagined this role, to deliver to changed requirements. Here are the three big shifts that HRBPs would need to be future ready:
With the above framework as a goal, Our HRBP Effectiveness journey addresses some key aspects of the mindset and capability requirements that are central to the HR Business Partners,viz:
With built in CEO Dialogues, Action Learning Projects, Simulations and Hands on experience at building strategy documents this journey helps the participants learn to the new age HRBP requirements with an experiential methodology.