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Not so long ago, the “Human Resources” department was a bit of a separate island within the average organisation. As an employee, it was the place where you could go at times of mourning and wedding, with questions about your salary, when you came to apply or were fired. You found a warm, listening ear or, on the contrary, a strict, reprimanding pen.
Let's face it, in fact, until recently, the average HR professional was living a bit under the weather. He never knew exactly what would be on his plate that working day, and relied mostly on gut feeling and experience. That was perhaps also a bit of the crux of the trade. But now, the old personnel officer has been upgraded to an “HR business partner”.
Old wine in new bottles? Or does it mean that something has really changed?
Yes, definitely. These are different times. Society has become faster, developments are also booming turbospeed.
In addition, the labor market is quite tight in most sectors. As an organisation, you really have to do your best to attract business. But also to find the necessary muscle and brainpower to be able to cash in on that business. That requires something from the organisation, and therefore also from HR. Strategy, analysis and vision — all to support management.
The heart of many former P&O'ers is likely to skip a beat in shock. Hey, isn't that what I got into the nice staff job for?!
Rest assured, the modern HR business partner is also generously linked to social issues.
But really, that's no longer possible without input from harsh reality. We'd love to give you some tips on how to transform yourself from a micro-P&O'er to a strategic business partner. By peeking at the neighbors, you can find out where to go: in case of warm business.
The good news is: as a modern HR business partner, you don't have to do it alone either! Be nurtured by the other disciplines that support management. Build a network. Make sure you sit down regularly with IT, Finance and Marketing.
Dare to ask. Make them your business partners. Because in the end, you, in turn, also make their task, supporting management, a lot easier. You scratch my back, I'll scratch yours.
Although it may not seem like it, your HR work is actually not that different from your sales or marketing colleague in many ways.
Only you are not selling a product, but your organisation. And you're not looking for customers, but you're looking for employees.
In other words: sit down and consider what is so good about your organisation. What is the unique selling point from the company? And what is the USP of the vacancies you have open?
Immerse yourself in the target group you want to reach. View potential applicants, but also current employees as customers.
What do they look for in a job? When do they become and remain proud of their organisation?
Use the abundant information from Google Trends, Target Groups, Dashboard and other forums as a guide when preparing job descriptions.
And, where your marketing colleagues go for a perfect customer journey, you stand your ground in the field of the employee journey. So that your “customers” also remain satisfied.
Never before has so much information been so easily accessible. Take advantage of it!
Dive into the absenteeism figures, check the age structure of the workforce, analyse the progress.
Are you unable to find certain things or do you not understand some figures? Not bad at all. Everyone has their own job! Ask your smart network buddy the business controller (see tip #1) for an explanation in Jip-and-Janneke language.
The nice thing is that you can make predictions for the future from certain trends in the past.
If you know when employees will retire, you can anticipate it and start recruiting on time.
Are there new graduate students to expect soon who are exactly the right fit for your new production line?
Go to the farm proactively and show your face at those schools.
An analysis of your employees' postal codes provides an idea of their willingness to travel — et voilà: you know the range of potential new candidates may be in. To measure is to know; it is still a truth like a cow.
Click, click — done. Envious, as fast as some IT people can build something by mousing.
It's them way of life: why bother when it's easy? By connecting certain constants with variables, they achieve the best results.
See if you can get into that mode too. What repetitive tasks could be made easier by automating them?
Can you arrange it so that you automatically receive notifications as soon as a certain development or action occurs? Perhaps you can also get managers or employees to take action yourself by giving them certain E-modules to let go through?
First, list your own needs, and then have a cup of coffee with that smart guy or girl from IT. Bet you'll find useful solutions?!
Also check out Pluvo if you want to automate part of personal development!
Sure, all that information and modern gadgets are indispensable for properly serving management and management. To be a good HR Business Partner.
But you are not for nothing HR Became a business partner. You have a click with people. Sense of their motives and talents. A nose for employment law.
All these things cannot be modernised. You shouldn't want that either. Numbers and data are important, but above all complementary to your HR knowledge.
Cherish that intuition and gut feeling. Be careful with your conversation techniques. Because that is exactly what is your added value and makes you not only a good business partner, but also a valued sparring partner who counters on time.
And ensures that business also stays warm enough.
Are you not quite able to figure it out with your own IT department? Does your controller just not know how to make that last floor? Do you need a specialised sparring partner for smart HR solutions? Or do you just want to exchange views with an outsider with a fresh perspective?
Feel free to contact us. Because really, you don't have to do that transformation into an HR business partner alone!
As an educational expert specialising in online learning, I have been writing blogs for Pluvo for 5 years. My focus is on powerful learning solutions for organisations. Universal Design for Learning and inclusive learning are my passion; I believe that education should be accessible and fun for everyone.
I've been combining my 35 years of HR experience with copywriting for over 15 years. And even then, I learn new things over and over again. That's what makes writing blogs for Pluvo so incredibly interesting!
