SHRMHR Business partner
Fast developments in organizations and new challenges on the labor market demand for HR
managers who both understand the business as well as have a strategic view on the HR field. Managers are looking for a partner who supports them in these paradoxes of business strategy
and daily operations. There is a demand for HR consultants who are able to make the link
between process and employee, between people and performance. The new HR Business
partner is both specialist and generalist at the same time, facing a number of exciting challenges:
• How to determine which HR-policies contribute to realize our business strategy?
• How to adjust both the organization and human factor within the context of the long term developments?
• How to monitor the effects of HR policies on the performances?
• How to develop the HR competences and roles to become the natural partner of management in these questions?
SHRM-model
Performability supports HR departments to develop their strategic role by answering these questions. One of the tools we use is our SHRM-model to analyze the environment, determine the used strategy, make performance visible and to link organization characteristics with employee characteristics. The roles and tasks of HRM play a vital part in this model, which helps to develop a balanced role of business partner.
Strategic HR Scan
Our SHRM-model is supported by a Strategic HR Scan which visualizes the various parts of the model. We compare the images of HRM to those of its customers: the managers and employees of the organization. The scan is based on research in cooperation with the Erasmus University Rotterdam and the University of Groningen among more than 350 HR specialist and line managers from both public and private organizations.
Metrics & Analytics
Performability helps to measure the important processes and performances of the organization. We go further than defining the metrics of the organization and also support by (statistical) research to define the causal relationships in terms of HR Analytics. Thereby the effectiveness of policies and processes can be determined and further development of the organization can be initiated.