HR as a Strategic Business Partner

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Human Resources Management > Best Practices > HR as a Strategic Business Partner

HR as a Strategic Business Partner
Bola Michael, Management Consultant, United Kingdom, Member
I am carrying out a diagnosis on my organisation to find out how HR as a strategic business partner can lead to competitive advantage. Does anyone have an idea how to go about it? (...) Read more? Sign up for free
 

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Strategic Business Partner.
Luis R. Villegas H., Consultant, Mexico, Member
Since a "competitive advantage" today is very much related to the intangible benefits that an asset can bring to your company, I would analyse each potential partner against the 4 major Balanced Scorecard perspectives: Financial, Customer, Business Process and Learning and Growth.
I would create a "Strategic Partner Selection Matrix": The rows would be the potential partners; the columns would be the sets of criteria for selection in each of the 4 perspectives mentioned above.
When you create the sets of criteria for each perspective, remember that the objective is to know how a potential business partner can impact your organisation. If you grade your potential partners in all the criteria you will be able to determine which is the best.
A tip: You may build the criteria sets from the performance measures already defined within your company.
Any doubts? Do not hesitate to ask.
 

 
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