HR as a Business Partner Model* *Source: David Ulrich, Renowned HR Expert

Other Key Questions for HR to Ask & Answer How do people create the most value in our business? How does HR spending translate into business performance? How can people be a source of competitive advantage? What is our contribution to business outcomes? What HR operating model will deliver highest value for least cost?

The Role of HR 82 54 55 A trusted advisor and key player in helping organization achieve business goals 88 57 51 Key in ensuring continued business success by identifying future leaders 90 73 62 Able to align employees with business goals by ensuring each understands contribution to org 92 68 64 Can help org effectively use resources, keep costs down, increase productivity and retention 87 71 66 Able to create employee loyalty to impact customer loyalty HR Professionals Senior Managers Executives % agree (either completely or somewhat)

HR’s Evolutionary Objective

Workforce Optimization Electronic Support Just-in-Time Learning Empowered Knowledgeable Employees Universal Access to Information Complex Answer Support Streamlined Resource Management Enterprise-wide Communications Reduced Overhead Informed Employees Learning Organization Efficient, Effective Employees Collaboration Tools Less paperwork & Administration Self-Service Applications

TRADITIONAL vs. STRATEGIC HR MANAGEMENT HR supports strategy mutually defined with line managers. Role of line managers down played in deference to HR specialists Roles Strategies unify programs into a board, integrated framework HR programs and policies viewed in isolation Framework Business driven, focused on organizational effectiveness, staff viewed as resources to be managed to achieve strategic goals Individual HR outcomes as ends in and of themselves Focus Formulated by senior staff Handled by mid-level HR specialists Organization STRATEGIC TRADITIONAL AREA

What is Our HR Team’s Readiness for the Challenges of the Present & the Future? Partially Ready Not Ready Ready