Rama Narayana Murthy
Role of HR Business Partner in Learning and Development
If organizations need to respond to business challenges in this VUCA world, a holistic development of their employees is non-negotiable. Do you think that L&D or HR, in their silos, will be able to do that? Of course, not. They deliver value only when they collaborate.
HR and L&D today, is no more about their own organizations. It is about how they support business teams to reach their strategic goals with high employee satisfaction resulting into retention and growth. While HR has enormous employee connect and knowledge of organizational business strategies, they should be complemented by L&D’s expertise in learning domain thus partnering for organizational growth. These two put together has the potential to solve critical business challenges in the areas of talent, performance and change management.
To cite an example, a study in an organization revealed that attrition was at its peak after performance appraisals. After identifying the cause for this problem, an initiative was launched which included mentoring managers on both procedural and behavioral aspects of performance appraisal. This engagement included multi-pronged approach like coaching, training, hands-on support etc., spread over different geographies in pre-decided timelines. This approach not only helped the HR and L&D to solve a business problem, it also increased the employee engagement and helped them to demonstrate their credibility. Isn’t this a great example of collaboration between HR & L&D to uncover needs and fix gaps for definitive results?
To summarize, it is not HR and L&D which should exist in organizations, what should exist is HR with L&D or vice versa. This will provide them a ‘seat on the table’ during critical strategic decision making which, at this point of time, is missing.
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