Strategic HR Partner Strategy Toolkit

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Manage information risks arising in your partner organizations

 

How will work flow into each part of your organization?

Which roles or skill sets have the highest strategic impact on the goals of your organization?

What is the appropriate time line to implement your organization workforce plan?

How Do people in your organization prefer to work together employee to employee?

Does your organization have a branding or tag line and a policy for how and when to use it?




...Find the answers to these, and more, questions with this Strategic HR Partner Strategy Toolkit:

  • Better enable your channel partner community.
  • Help when your partner is stressed or upset.
  • Choose the right partner to expand into eCommerce and what are the necessary components for your stores to go live.
  • Know if your preferred partner is an authorized reseller.
  • Handle your subsequent conversations with both the partner and the analyst.
  • Need to notify your partner of your intent to terminate the agreement.
  • Remove your access as Partner Administrator.
  • Know more about the Business Partner Program.
  • Manage business risks stemming from partner organizations.



HOW THIS TOOLKIT WORKS:

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 995 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 995 standard requirements:

  1. What people related strategies, interventions or investments are likely to bring about the greatest immediate, mid term and longer term benefits, relative to cost/resources?

  2. Has your organization identified best practice solutions, with tools and resources, to the most common, highest impact talent management challenges?

  3. Is it possible for the HRM function to act as a strategic business partner and at the same time advance the interests of workers and employees?

  4. Has the human resource business partner role now become a strategic business or legal partnership role due to increased employment regulation?

  5. Do hrbps fully understand the strategy of line clients as well as the implications of that strategy on clients business operations?

  6. What does your organizations hiring process look like, from posting a vacancy announcement to the final hiring decision?

  7. Are organizations placing the responsibility of security management with executives and at the top of the agenda?

  8. Is it acquisition integration, recruitment and assimilation of new executive talent, or international expansion?

  9. How do you use analytics to make your current enterprise business intelligence and reporting more relevant?

  10. How do you build your organization case and roadmap to deliver your digital workplace vision and strategy?


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 995 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:

  1. Resource Breakdown Structure: What is your organizations history in doing similar activities?

  2. Schedule Management Plan: How relevant is this attribute to this Strategic HR Partner Strategy project or audit?

  3. Procurement Audit: Where funding is being arranged by borrowings, do corresponding have the necessary approval and legal authority?

  4. Stakeholder Analysis Matrix: What actions can be taken to reduce or mitigate risk?

  5. Assumption and Constraint Log: Has the approach and development strategy of the Strategic HR Partner Strategy project been defined, documented and accepted by the appropriate stakeholders?

  6. Procurement Management Plan: Is Strategic HR Partner Strategy project status reviewed with the steering and executive teams at appropriate intervals?

  7. Formal Acceptance: Was the Strategic HR Partner Strategy project work done on time, within budget, and according to specification?

  8. Project Management Plan: What should you drop in order to add something new?

  9. Assumption and Constraint Log: How relevant is this attribute to this Strategic HR Partner Strategy project or audit?

  10. Process Improvement Plan: What personnel are the sponsors for that initiative?

 
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.





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CONTENTS:


Checklists:


Checklists:Strategic HR Partner Strategy Checklist Report on EMPLOYEES.pdf

Checklists:Strategic HR Partner Strategy Checklist Report on RESOURCE.pdf

Checklists:Strategic HR Partner Strategy Checklist Report on STAFF.pdf

Checklists:Strategic HR Partner Strategy Checklist Report on MANAGEMENT.pdf

Checklists:Strategic HR Partner Strategy Checklist Report on STRATEGIC.pdf

Checklists:Strategic HR Partner Strategy Checklist Report on WORK.pdf

Checklists:Strategic HR Partner Strategy Checklist Report on BUSINESS.pdf

Checklists:Strategic HR Partner Strategy Checklist Report on ORGANIZATION.pdf

Checklists:Strategic HR Partner Strategy Checklist Report on EMPLOYEE.pdf

Checklists:Strategic HR Partner Strategy Checklist Report on TIME.pdf

Checklists:Strategic HR Partner Strategy Checklist Report on HUMAN.pdf

Checklists:Strategic HR Partner Strategy Checklist Report on SKILLS.pdf



STEP 1 Get your bearings:


STEP 1 Get your bearings:Strategic_HR_Partner_Strategy_Quick_Exploratory_Self-Assessment_Guide.pdf

STEP 1 Get your bearings:Strategic HR Partner Strategy Self-Assessment Pre-Filled EXAMPLE.xlsx





STEP 2 Set concrete goals tasks dates and numbers you can track:


STEP 2 Set concrete goals tasks dates and numbers you can track:Strategic_HR_Partner_Strategy.pdf

STEP 2 Set concrete goals tasks dates and numbers you can track:Strategic HR Partner Strategy Self-Assessment.xlsx

..and the Project Management resources in 'STEP 3: Implement, Track, follow up and revise strategy' as described above.

 

 

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These skills will enrich every part of your life.

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