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?
 

 
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.
 

 
HR as Strategic Business Partner
Bola Michael, Management Consultant, United Kingdom, Member
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HR as a strategic Partner
Ullhas Pagey, CxO / Board, India, Member
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HR Strategic Business Partner
Luis R. Villegas H., Consultant, Mexico, Member
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SHRM
Ludwig G
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Strategic Human Resource Management
Jaap de Jonge, Innovation Consultant, Netherlands
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Diagnosing HR as a Strategic Business Partner
D P BABU, Strategy Consultant, India, Member
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HR Business Partnering versus HR Shared Service Center
Emmanuel Guobadia, HR Consultant, Nigeria, Member
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HR Shared Services Model
Natasha Shabdeen, Manager, Bermuda, Member
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