Organisational development for HRBP: designers, not implementers
Empowering HRBPs for organisational development - becoming a strategic partner with a practice-oriented learning format
HR Business Partners (HRBPs) are increasingly facing the challenge of actively shaping transformation processes within organisations. A customised learning format was developed to equip HRBPs with the necessary skills, tools and a comprehensive mindset to not only accompany change processes, but also to lead them strategically. The learning format consisted of two interactive workshops with direct application to real business cases and a practical transfer phase.
The aim was to provide HRBPs with the necessary skills to effectively support both large-scale organisational changes and smaller continuous improvement processes.
Development of the learning format
The learning format was divided into two workshops, which were supplemented by a transfer phase to ensure sustainable implementation and reflection on what had been learnt. The first workshop imparted the necessary knowledge on organisational development and change processes, which was supplemented by application to specific use cases of the participants.
Workshop 1: Knowledge transfer and application
The first workshop focused on the basics of organisational development, including the important building blocks and considerations for change in companies. The following topics were covered in this workshop:
- Theoretical input: Basic principles of organisational development
- Practical relevance: application of knowledge to specific organisational situations
- Use case logic: The participants worked on specific use cases that were also implemented in the company.
Transfer phase: Practical implementation in day-to-day work
In the transfer phase, participants had the opportunity to apply what they had learnt to their individual use cases. During this period, they were able to work independently on their tasks and received support through the materials provided and defined tasks. A peer exchange format facilitated the exchange and peer case counselling on the projects.
Workshop 2: Case Clinic and consolidation
The second workshop deepened the content from the first workshop and incorporated the results from the transfer phase. The focus here was on working on the use cases, with the following main points:
- Presentation of the use cases: The participants presented their progress and results from the transfer phase.
- Case Clinic: Joint processing of the use cases and further optimisation in the team.
- HRBP role in transformations: Reflection on the role of HRBPs as strategic partners and their parallels to the classic consultant role. This led to the development of an initial "Org Development Playbook", which has been continuously developed ever since.
- Consolidation of methods and tools: Presentation and direct application of methods, tools and approaches to support organisational change.
Monitoring and quality assurance
The quality and benefits of the programme were ensured through continuous support and feedback. All workshops and transfer phases were accompanied by experienced facilitators. Feedback loops were integrated in order to continuously adapt the content and promote the development of the participants.
Results:
The project led to a significant strengthening of the HRBPs in their role as strategic partners and change agents. Thanks to the practical relevance and the opportunity to directly apply what they had learnt, the HRBPs were able to improve their skills and further establish themselves in their role. In addition, all five use cases were successfully implemented within the company, demonstrating the impact of the programme and underlining the positive influence on the company's strategic direction.
Highlight
Broadening perspectives - further topics
Successful organisations are characterised by a common direction, effective positioning, committed employees, efficient managers, high-performing teams, a constructive culture and experience with change. These characteristics are closely interlinked and reinforce each other.
HR Transformation
HR transformation: Successful organisations leverage the potential of their employees. In addition to a clear direction and structure, the right incentives and empowerment for employees are essential.
Team Performance
High-performing teams are the foundation and building block of excellent organisations: Teams form the most important environment for all employees and managers. Collaboration, innovation, problem solving, personal development, learning and appreciation take place in teams.
Change management
Important decisions in organisations sometimes require far-reaching changes. This can be triggered by changes in strategy, restructuring and efficiency programmes, acquisitions or organisational changes. Changes are more than just the implementation of blueprints. At its core, it is always about people whose behaviour and cooperation must change. Change can only be successful if both are successful.
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