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This is a bundled training package. It contains training for each of the bundled items below:

Course Price
HR as Business Partner: From Cost Center to Strategic Partner $74.95
HR as Business Partner: Linking HR Functions with Organizational Goals $74.95
HR as Business Partner: Managing Talent for Organizational Success $74.95
HR as Business Partner: Using Metrics and Designing Strategic Initiatives $74.95

Bundle Price: $169.00
Total Savings: $130.80

HR as Business Partner: From Cost Center to Strategic Partner

Tactics or strategy – which would you invest in? Which creates more value for the organization? Every organization strives to be more effective and efficient in reaching its goals and objectives. In an ideal world, your strategy is well defined and aligned with the goals of the organization. HR has a seat at the executive table, helping to set and implement strategy throughout the organization, and all the day-to-day administrative HR activities efficiently support the organizational strategy. This is transformational HR. This course differentiates between traditional transactional HR and transformational HR, revealing the importance of involving HR in organizational strategy. It will show you how to move your HR function into a more transformational role and how to educate management on the importance of a strategic partnership with HR.

Learning Objectives
  • Identify the meaning of "transformational HR"
  • Identify key tactics for moving from transactional to transformational HR
  • Recognize examples of HR departments defining and implementing organizational strategy
  • Recognize examples of ways to make transactional HR work more efficient
  • Determine which message will best educate management and secure buy-in for transformational HR

HR as Business Partner: Linking HR Functions with Organizational Goals

Fulfilling business and organizational goals is at the heart of transformational HR. Where transformational HR is in place, the HR function is directly involved in developing, refining, and implementing an organization's strategic goals. An organization can measure its success only if its end goals are well defined. To define these goals, you must understand your organization and its needs. You can then mobilize the leadership and organizational capabilities to achieve the final result, and ensure all processes are aligned with these goals. This course examines the core functions of HR and demonstrates how you can use these functions to transcend administrative concerns and address the strategic objectives of the organization. It investigates the special transformational roles performed by HR leaders and the specific capabilities required to perform them. Finally, it leads you through the questioning process involved in assessing your organization's readiness for transformational HR. This enables you to determine how well your organization is positioned to support new roles for HR, and identify the changes needed for a successful transition.

Learning Objectives
  • Recognize examples of specific HR functional areas serving organizational strategy
  • Sequence the steps involved in an HR implementation of organizational strategy
  • Recognize key leadership roles and capabilities exemplified in a given scenario
  • Identify questions that assess the organization's readiness for change
  • Identify the benefits of assessing organizational readiness for transformational HR
  • Recommend measures that HR should take to achieve key elements of readiness

HR as Business Partner: Managing Talent for Organizational Success

An organization's talent is the key to its success, and HR is perfectly positioned to contribute to that success by optimizing the workforce and engaging employees to use their knowledge, skills, and abilities to support the organization's goals and objectives. This course covers ways in which transformational HR can direct all its talent management processes toward driving performance and achieving high-level business goals. In transformational HR, talent management must be flexible, tailored to the business strategy, entrenched in the organizational culture, and integrated across HR processes and functions. It should also be based on evidence and outcomes, and be future-oriented. This course explores how to use workforce planning to fulfill business strategy through a process of determining your business goals, analyzing the workforce and talent markets, conducting a gap analysis, and setting HR priorities. The course also describes how, at the individual appraisal level, HR can meet business goals through performance management activities, including goal setting, appraisal, feedback, and development planning.

Learning Objectives
  • Recognize characteristics of talent management efforts that are typical in a transformational HR setting
  • Recognize why organizations should strive for effective talent management
  • Plan HR priorities that are integrated and aligned with organizational strategy, in a given workforce planning scenario
  • Determine what issue prevented performance management processes from supporting the business strategy, in a given scenario

HR as Business Partner: Using Metrics and Designing Strategic Initiatives

When HR aligns its initiatives with higher-level business strategy, your organization will be better positioned to achieve its goals. By becoming part of the strategic planning process, HR can help drive the future success of the company because, ultimately, all business objectives are met by the organization's people. By collecting data on meaningful outcomes, HR can steer the organization in the right direction, and design initiatives that directly serve the business strategy. This course explores how HR can improve its strategic value by examining meaningful metrics and demonstrating their connection to business goals. It also examines how HR can then use these metrics to help design strategic initiatives that enable the organization to create value and differentiate itself from competitors.

Learning Objectives
  • Recognize examples of HR activities that exceed traditional expectations and support transformational HR
  • Distinguish between internally-focused and strategic uses of HR metrics
  • Recognize key considerations for interpreting HR metrics
  • Recognize the next step in the process of designing strategic HR initiatives in a given scenario
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The role of HR as a Business Partner e-learning bundle
  • Course ID:
  • Duration:
    4 hours
  • Price: