Strategic HR partner Toolkit

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Save time, empower your teams and effectively upgrade your processes with access to this practical Strategic HR partner Toolkit and guide. Address common challenges with best-practice templates, step-by-step work plans and maturity diagnostics for any Strategic HR partner 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 specific requirements:


STEP 1: Get your bearings

Start with...

  • The latest quick edition of the Strategic HR partner 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 986 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 improvements can be made.

Examples; 10 of the 986 standard requirements:

  1. Rapidly increasing specialization of skill and knowledge presents a major management challenge. How does your organization maintain a work environment that supports specialization without compromising its ability to marshal its full range of Human Resources and turn on a dime to implement strategic imperatives?

  2. Do you have processes for managing Human Resources across the business. (eg. staffing skills and numbers are known and predictions are made of future needs? New staff are inducted and trained to suit needs? Succession planning is catered for?

  3. Does the information security function actively engage with other critical functions, such as it, Human Resources, legal, and the privacy officer, to develop and enforce compliance with information security and privacy policies and practices?

  4. Imagine you work in the Human Resources department of your organization considering a policy to protect its data on employees mobile devices. in advising on this policy, what rights should be considered?

  5. How do employee selection and development practices, as well as staff performance management, well-being, motivation, satisfaction, and compensation, contribute to the growth of your organization?

  6. Given a new focus on strategy implementation, under what conditions will the impact of the HR architecture move along the continuum from operational efficiency to sustained competitive advantage?

  7. Any challenges that your organization may have faced with regard to recruiting and/or retaining qualified staff? Has your organization implemented any solutions that have proven effective?

  8. How does the organization identify and allocate the human, technical and financial resources necessary to meet its environmental objectives and targets, including those for new projects?

  9. If there is recognition by both parties of the potential benefits of an alliance, and adequate qualified human resources are not available at one or both organizations - what do you do?

  10. How do you engage divisions, operating units, operations, internal audit, risk management, compliance, finance, technology, and human resources in adopting HR policies and procedures?


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 book in PDF containing 986 requirements, which criteria correspond to the criteria in...

Your Strategic HR partner 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 Self-Assessment and Scorecard you will develop a clear picture of which Strategic HR partner 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 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 projects with the 62 implementation resources:

  • 62 step-by-step Strategic HR partner Project Management Form Templates covering over 1500 Strategic HR partner project requirements and success criteria:

Examples; 10 of the check box criteria:

  1. Team Performance Assessment: To what degree will the approach capitalize on and enhance the skills of all team members in a manner that takes into consideration other demands on members of the team?

  2. Activity Duration Estimates: Consider the common sources of risk on information technology Strategic HR partner projects and suggestions for managing them. Which suggestions do you find most useful?

  3. Probability and Impact Assessment: What is the experience (performance, attitude, business ethics, etc.) in the past with contractors?

  4. Scope Management Plan: Are vendor contract reports, reviews and visits conducted periodically?

  5. Responsibility Assignment Matrix: Is work progressively subdivided into detailed work packages as requirements are defined?

  6. Monitoring and Controlling Process Group: Propriety: who needs to be involved in the evaluation to be ethical?

  7. Scope Management Plan: Does the Strategic HR partner project team have the skills necessary to successfully complete current Strategic HR partner project(s) and support the application?

  8. Requirements Documentation: How linear / iterative is your Requirements Gathering process (or will it be)?

  9. Probability and Impact Assessment: How do risks change during the Strategic HR partner projects life cycle?

  10. WBS Dictionary: Is the work done on a work package level as described in the WBS dictionary?

 
Step-by-step and complete Strategic HR partner Project Management Forms and Templates including check box criteria and templates.

1.0 Initiating Process Group:

  • 1.1 Strategic HR partner project Charter
  • 1.2 Stakeholder Register
  • 1.3 Stakeholder Analysis Matrix


2.0 Planning Process Group:

  • 2.1 Strategic HR partner 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 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 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 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 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 project with this in-depth Strategic HR partner Toolkit.

In using the Toolkit you will be better able to:

  • Diagnose Strategic HR partner 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 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 investments work better.

This Strategic HR partner 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.