Strategic HR Business Partnering – Beyond Organizational Structure

In our most recent post, we began discussing Galbraith’s Star Model of Organizational Design.  We concluded with our view that HR departments have generally overstated the importance of Structure as a critical organizational design feature.  According to research published by Gartner in 2019, less than half (42%) of organizational redesigns are successful and more thanContinue reading “Strategic HR Business Partnering – Beyond Organizational Structure”

How Do I: Onboard a Remote New Colleague?

A former colleague recently asked me for some advice on this topic.  There are literally millions of answers out there on the web.  In fact, a simple Google search yielded more than 18 million hits – and that was with a properly formatted Boolean search!  The rest of this post will reflect my own personalContinue reading “How Do I: Onboard a Remote New Colleague?”

How Do I: Launch a New Project?

This is the latest in my “How Do I” series of blogs. Readers are encouraged to provide feedback and suggest additional topics for this series.  See my contact information at the end of this post. =================================================================================== Recently, a former colleague reached out to talk about how to handle a new assignment.  He has never ledContinue reading “How Do I: Launch a New Project?”

Strategic HR is Not Only Organizational Structure

Introduction: Our previous post in this series promised to explore some common pitfalls we have observed that undermine the delivery of effective HR solutions. This post is intended to set the stage for subsequent blog entries that will delve into individual Centers of Excellence and how they and HR Business Partners interact.  Those posts willContinue reading “Strategic HR is Not Only Organizational Structure”

What Does it Really Mean to be a Strategic HR Business Partner? Part 2

Our prior post introduced the need for HR Business Partners (HRBP’s) to understand the business they support.  And we closed with the beginning of a discussion on delivering on commitments.  We’ll expand on that point here by talking about some of the key capabilities we’ve seen the most successful HRBP’s deploy. Brief Recap We haveContinue reading “What Does it Really Mean to be a Strategic HR Business Partner? Part 2”