Save time, empower your teams and effectively upgrade your processes with access to this practical Strategic HR Partner Strategy Toolkit and guide. Address common challenges with best-practice templates, step-by-step work plans and maturity diagnostics for any Strategic HR Partner Strategy related project.
Download the Toolkit and in Three Steps you will be guided from idea to implementation results.
The Toolkit contains the following practical and powerful enablers with new and updated Strategic HR Partner Strategy specific requirements:
STEP 1: Get your bearings
Start with...
- The latest quick edition of the Strategic HR Partner Strategy Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.
Organized in a data driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…
- Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation
Then find your goals...
STEP 2: Set concrete goals, tasks, dates and numbers you can track
Featuring 991 new and updated case-based questions, organized into seven core areas of process design, this Self-Assessment will help you identify areas in which Strategic HR Partner Strategy improvements can be made.
Examples; 10 of the 991 standard requirements:
- How is this leadership development process strategy going to show how you improved the identification of leadership potential in your selection and promotion process?
- Are there cohesive frameworks for digital transformation that encompass disruptive technologies, culture, data driven decision making, and operational effectiveness?
- Are all changes, large or small, managed through an established process designed to take methodical steps and ensuring all connected stakeholders are engaged?
- How do the partners and other important stakeholders evaluate cooperation within the cluster and cooperation with customers and important interest groups?
- Does the resource allocation reflect identified needs for meaningful and on going stakeholder engagement as part of mitigation and management strategies?
- What is your organizations reliance on accurate location for decisions related to marketing, facilities, risk assessment, logistics, and other areas?
- Are you tired of traditional project management methodologies that often lead to delayed projects, missed deadlines, and dissatisfied stakeholders?
- What environmental assets and ecosystem services do the affected stakeholders have a dependency and/or impact on at each priority location?
- How are the perspectives of the affected stakeholders considered when assessing adequacy of mitigation and management approaches?
- How are the perspectives of affected stakeholders considered when assessing adequacy of mitigation and management approaches?
Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:
- The workbook is the latest in-depth complete edition of the Strategic HR Partner Strategy book in PDF containing 991 requirements, which criteria correspond to the criteria in...
Your Strategic HR Partner Strategy self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:
- The Self-Assessment Excel Dashboard; with the Strategic HR Partner Strategy Self-Assessment and Scorecard you will develop a clear picture of which Strategic HR Partner Strategy areas need attention, which requirements you should focus on and who will be responsible for them:
- Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix
- Gives you a professional Dashboard to guide and perform a thorough Strategic HR Partner Strategy Self-Assessment
- Is secure: Ensures offline data protection of your Self-Assessment results
- Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:
STEP 3: Implement, Track, follow up and revise strategy
The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage Strategic HR Partner Strategy projects with the 62 implementation resources:
- 62 step-by-step Strategic HR Partner Strategy Project Management Form Templates covering over 1500 Strategic HR Partner Strategy project requirements and success criteria:
Examples; 10 of the check box criteria:
- Procurement Audit: Are the purchase order forms designed for efficient and simple completion?
- Procurement Audit: Was the pre-qualification screening for issue of tender documents done properly and in a fair manner?
- Executing Process Group: How well did the chosen processes produce the expected results?
- Schedule Management Plan: Are all payments made according to the contract(s)?
- WBS Dictionary: Are procedures in existence that control replanning of unopened work packages, and are corresponding procedures adhered to?
- Planning Process Group: In which Strategic HR Partner Strategy project management process group is the detailed Strategic HR Partner Strategy project budget created?
- Human Resource Management Plan: Is the Strategic HR Partner Strategy project schedule available for all Strategic HR Partner Strategy project team members to review?
- Change Request: Will all change requests and current status be logged?
- Scope Management Plan: What are the acceptance criteria (process and criteria to be met for key stakeholder acceptance) and who is authorized to sign off?
- Requirements Management Plan: Are actual resources expenditures versus planned expenditures acceptable?
Step-by-step and complete Strategic HR Partner Strategy Project Management Forms and Templates including check box criteria and templates.
1.0 Initiating Process Group:
- 1.1 Strategic HR Partner Strategy project Charter
- 1.2 Stakeholder Register
- 1.3 Stakeholder Analysis Matrix
2.0 Planning Process Group:
- 2.1 Strategic HR Partner Strategy project Management Plan
- 2.2 Scope Management Plan
- 2.3 Requirements Management Plan
- 2.4 Requirements Documentation
- 2.5 Requirements Traceability Matrix
- 2.6 Strategic HR Partner Strategy project Scope Statement
- 2.7 Assumption and Constraint Log
- 2.8 Work Breakdown Structure
- 2.9 WBS Dictionary
- 2.10 Schedule Management Plan
- 2.11 Activity List
- 2.12 Activity Attributes
- 2.13 Milestone List
- 2.14 Network Diagram
- 2.15 Activity Resource Requirements
- 2.16 Resource Breakdown Structure
- 2.17 Activity Duration Estimates
- 2.18 Duration Estimating Worksheet
- 2.19 Strategic HR Partner Strategy project Schedule
- 2.20 Cost Management Plan
- 2.21 Activity Cost Estimates
- 2.22 Cost Estimating Worksheet
- 2.23 Cost Baseline
- 2.24 Quality Management Plan
- 2.25 Quality Metrics
- 2.26 Process Improvement Plan
- 2.27 Responsibility Assignment Matrix
- 2.28 Roles and Responsibilities
- 2.29 Human Resource Management Plan
- 2.30 Communications Management Plan
- 2.31 Risk Management Plan
- 2.32 Risk Register
- 2.33 Probability and Impact Assessment
- 2.34 Probability and Impact Matrix
- 2.35 Risk Data Sheet
- 2.36 Procurement Management Plan
- 2.37 Source Selection Criteria
- 2.38 Stakeholder Management Plan
- 2.39 Change Management Plan
3.0 Executing Process Group:
- 3.1 Team Member Status Report
- 3.2 Change Request
- 3.3 Change Log
- 3.4 Decision Log
- 3.5 Quality Audit
- 3.6 Team Directory
- 3.7 Team Operating Agreement
- 3.8 Team Performance Assessment
- 3.9 Team Member Performance Assessment
- 3.10 Issue Log
4.0 Monitoring and Controlling Process Group:
- 4.1 Strategic HR Partner Strategy project Performance Report
- 4.2 Variance Analysis
- 4.3 Earned Value Status
- 4.4 Risk Audit
- 4.5 Contractor Status Report
- 4.6 Formal Acceptance
5.0 Closing Process Group:
- 5.1 Procurement Audit
- 5.2 Contract Close-Out
- 5.3 Strategic HR Partner Strategy project or Phase Close-Out
- 5.4 Lessons Learned
Results
With this Three Step process you will have all the tools you need for any Strategic HR Partner Strategy project with this in-depth Strategic HR Partner Strategy Toolkit.
In using the Toolkit you will be better able to:
- Diagnose Strategic HR Partner Strategy projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices
- Implement evidence-based best practice strategies aligned with overall goals
- Integrate recent advances in Strategic HR Partner Strategy and put process design strategies into practice according to best practice guidelines
Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.
Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, 'What are we really trying to accomplish here? And is there a different way to look at it?'
This Toolkit empowers people to do just that - whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc... - they are the people who rule the future. They are the person who asks the right questions to make Strategic HR Partner Strategy investments work better.
This Strategic HR Partner Strategy All-Inclusive Toolkit enables You to be that person.
Includes lifetime updates
Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.
