Business Acumen for HR Professionals
Clarify what it means to have business acumen as an HR professional.
- HR Professional
-
Problem Solving & Decision Making, Business & Financial Acumen, Organizational Awareness
Learning Outcomes
- Understand the organization’s purpose, how it operates, and the industry it operates in.
- Apply understanding of key financial terms to read and interpret key financial documents.
- Communicate in organization-specific language and understand industry-specific terms.
- Align HR processes and projects to organizational objectives, proactively recommending HR solutions and making decisions with business outcomes in mind.
- Present a business case for HR solutions using relevant organizational and financial metrics.
The Learning Experience
Training Download (PPT) 2 days
Ready-to-use training deck, designed for effortless customization and virtual or in-person facilitation by a member of your team.
Business Outcome Orientation
This program has been approved for continuing professional development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).
McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
HR Certification Institute's® (HRCI®) official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.
How to complete this course:
Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.
- Number of Course Modules: 4
- Estimated Completion Time: 1.5 hours
Learning Outcome
Create a business outcome orientation for HR as a function. Identify the significant impact HR can have on business outcomes when HR initiatives and resources are aligned with organizational goals and when HR has the knowledge, skills, and abilities required to effectively deliver on these HR initiatives.
Learning Objectives
By the end of this course, learners will be able to:
- Identify the components of business acumen that enable business-outcome-focused decision making.
- Describe how to identify business outcomes that are based on organizational goals.
- Explain how to align and communicate HR initiatives.
- Explain how to align an HR budget with organizational goals to ensure resource allocation supports business outcomes.
Course Modules
Introduction
Module 1
Module 2
Module 3
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Want to Learn More About Learning Resources?
Speak to a member of our team to learn more about this content through our advisory process. Reach out to book a touchpoint with our team. Discuss how to implement this learning content in your organization.
Facilitated Programs
Don't have time to facilitate this content yourself? Check out our facilitated programs to find what works for you. Let us take the coordination, administration & facilitation off your hands.
Business Acumen for HR Professionals
Solve HR Problems Using Systems Thinking
Equip HR to Foster a Dynamic Learning Mindset
Manage Your HR Brand
Equip Managers to Create High-Performing Teams
Equip Managers to Improve Engagement Action Planning
Equip Managers to Effectively Manage Virtual Teams
Equip Managers to Conduct Effective Pay Conversations
Delegate and Build Accountability
Effectively Manage Remote Sales Teams
Define a Leadership Identity
Navigate Team Dynamics
Demystify the Design Thinking Mindset
Equip Managers to Foster a Dynamic Learning Mindset
Equip Managers to Maintain Employee Engagement in a Hybrid World
Build Trust as a Leader
How to Be an Ally
Equip Managers to Engage in Career Development Conversations with Employees
Negotiate with Empathy
Presentation Skills for Managers
Identify Strategic Direction to Drive Aligned Action
Leverage Business Acumen and Financial Literacy
Learn and Lead Through Influence
Adopt Risk-Taking and Management Strategies
Overcome the Challenges of Project Management
Navigate the Complexities of HR Facilitation
Manage Teams to Drive Results
How to Be an Effective Change Agent
How to Be a Successful Change Champion
Demonstrate Customer Focus as an Emerging Leader
The Emerging Leaders' Guide for Time Management
Lead Effective One-on-Ones
Demonstrate Personal Accountability
Equip Managers to Recruit Quality Staff
Build an Effective Formal Mentoring Relationship
Be an Active Ally
Foundations of Diversity, Equity, and Inclusion
Keep Your Best and Brightest – A Manager’s Guide to Stay Conversations
A Manager's Guide to Writing Great Job Descriptions
A Manager's Guide to Onboarding
Anti-Racism
Lead Effective Skip-Level Meetings
Practice Starting a Great Mentoring Relationship
Build Effective Mentoring Relationships
How to Be an Ally – Allyship Foundations
How to Be an Ally – Allyship in Action
Develop Storytelling in HR
Identify and Extinguish Manager and Employee Burnout
Master the 3i’s of Employee Engagement
Increase Employee Engagement Using the 3i’s
Emotional Intelligence in Leadership
Lead With Emotional Intelligence
Strengthen Relationship Dynamics as You Transition From Peer to Leader
Build HR Influence Through Curiosity and a Coach Approach
Activate Networks to Enable Collaboration
Equip Managers to Activate Networks to Enable Collaboration
Support First-Time Leaders to Practice Neuroinclusive Leadership
Practice Key Coaching Behaviors
Build the Foundation for Effective Coaching
Coach High-Performing Employees for Success
Give Feedback
Empower Your Team Through Coaching and Curiosity
Lead Through Change
Reinforce Culture and Strategy With Recognition
Inspire Your Team Through the Organization’s Mission, Vision, and Values
Reinforce Behavior With Employee Recognition
Effectively Resolve Conflicts
Train Managers to Effectively Navigate Conflict
Practice Managing Employee Reactions to Complex Poor Performance Conversations
Improve Poor Employee Performance
Equip Managers to Coach Employees for High Performance and Development
Equip Managers to Adopt Inclusive Leadership Behaviors
Equip Managers to Lead Through Change
Equip Managers to Improve Poor Performance in a Hybrid Environment
Effective Virtual Meetings
Foundational Communication Skills
Foster Effective Feedback in the Workplace
Train Managers to Master Difficult Conversations
Difficult Conversations at Work – Reflect on Strengths and Opportunities for Improvement
Difficult Conversations at Work – Practice and Plan Effective Strategies
Influence Organizational Stakeholders
Train Managers on the Art of Influence
Navigate the Change Management Process
Biases and Heuristics
Train Managers in the Art of Decision Making
How to Prioritize Your Work When Everything Feels Important
Train Managers to Build Key Resilience Behaviors
Goal Management Guide
Equip Managers to Have Effective Performance Appraisal Discussions
Data Literacy for HR Professionals Module 1
Data Literacy for HR Professionals Module 2
An Introduction to Data Literacy
Data Interpretation and Storytelling
Foundational Data Literacy
Adopt Inclusive Leadership Behaviors
Develop Leadership Presence Through Storytelling