The responsibilities an HR Business Partner takes can be extensive and all encompassing. It involves to be in line with the executives, top management for strategic decisions like aligning HR policies with overall organizational aim. However, talent management is a crucial area that cannot be undermined.
HR Business Partner works in association with functional manager to address the issues like low performance among certain employees or undertake strategies to facilitate change. A basic understanding of Talent Management is pivotal to enhance effectiveness of processes and projects.
Human Resources covers a broad variety of areas and it can be segregated into forty major areas. HR Business Partner influences directly or indirectly half of them. These areas involve; reviewing talent, managing talent analytics, managing existing employees, enabling organizational efficiency, partnering with business etc.
When you look closely, HR Business Partner needs a sound knowledge of Talent Management, a deficiency in the core understanding can lead to reduced effectiveness in strategies and loss of creditability with associated colleagues. Having talent management certifications help in establishing creditability of HR Business Partners.
However, with a broad array of key areas in talent management it can be a bit overwhelming to make a start. Knowing the ‘what’, ‘how’ and ‘when’ is imperative to initiate the basics in the right direction.
What: Defining the Scope of Talent Management in HRBP
The first thing to understand is the exact set of talent management skills that an HR Business partner needs depending on the role assignment and design. Every HRBP requires a knowhow about multiple facets of talent management. A collective acumen helps in using the most appropriate one depending on a particular phase like induction, training, engagement etc. during the entire span of employee.
How: Delivering Talent Management Knowhow in delivering HRBP Functions
While it comes to delivering strategic support in HR domain there are five styles an HRBP uses, depending on the situation and nature of association. Data enabled leading, creating connect, establishing a support system, thought partnering and assertion are the five of them
Out of these five partnership processes three come in the fore-front when it comes to popularity. Data enabled leading takes into account data like financial results of a particular business unit to understand causes of under-performance. When it comes to thought partnering it is all about a brainstorming session, preferably one on one to understand areas of performance enhancement and talent utilization. Creating connect is a strategy in place that helps you to onboard leadership and align them with company expectations and culture.
When: Creating a Balance between Talent Management and Other HRBP Functions
One of the most important area remains prioritizing and delegation. As HRBP covers a humungous number of responsibilities, supporting and enabling every single project may not be a feasible task. The trick is to understand how Talent Management needs have evolved with time and it can be as soon as within a span of year. Once this understanding is in place making HR colleagues, partners and external sources prioritize these requirements becomes a synchronized task.
When it comes to comprehensive understanding, talent management certificate programs can further your core competencies as HRBP. It enables a comprehensive understanding that is crucial in many roles that an HRBP undertakes, while creating strategies in association with top management and line managers.