Human Resources Professional: From Traditional HR Role to Business Partner

Why Attend

HR professionals have to stop ‘doing’ and start ‘delivering’; and HR has to transform itself into a credible business partner deserving a seat at the decision-making table. The door is wide open for human resources to become the business partner it always wanted to be rather than remaining as just another service function.

Now, more than ever, HR professionals need new skills and a whole new set of competencies: technical, behavioral and emotional, in order to be able to deliver strategic and tangible results.

This course will enable you to transform yourself and your HR department into a business partner capable of delivering results and adding value to your organization.

Course Methodology

This course is based on the latest research and best practices related to human resources management. It brings new experiences and examples to participants, as well as insights and understanding of what makes a successful HR business partner. The course uses an integrated mix of training approaches including lectures, case studies, group activities and sharing experiences. Participants will go through the various HR functions, the key results that HR has to deliver, the key performance indicators for measuring HR performance and the various competencies (technical, behavioral and emotional) necessary for the success of HR as a business partner. The course will end with an assessment of course participants to prove their understanding of the program material. Passing the assessment will give them the right to earn their certificate of completion.

Course Objectives

By the end of the course, participants will be able to:

  • Demonstrate a thorough understanding of the nature of HR as a managerial function
  • List all HR functions and responsibilities and identify their contributions to organizational success
  • Play the four new roles that make HR a credible business partner in a modern organization
  • Create an HR strategy that is aligned with the overall organizational strategy
  • Measure the contribution of HR to the bottom line in both profit and non-profit organizations
  • Assess the effectiveness of the human resources function through the use of ‘SMART’ Key Performance Indicators (KPIs) and indices
  • Demonstrate how a competency framework can increase the effectiveness of the HR function
  • List the core competencies for an HR professional.

Target Audience

Human resources managers, business partners, team leaders, and specialists.

Target Competencies

  • Deciding and initiating action
  • Relating and networking
  • Analytical thinking
  • Business acumen
  • Planning and organizing
  • Achieving goals and objectives
  • Applying expertise and technology


South Africa

Training Dates:

Each course starts every Monday of each week. Please book your training on a date that is a Monday.

Course Duration:

Unit Standard:

NQF Level:

Number of Credits:

Course Fees

Note: Please fill in the online application form on the left or bottom if this page to receive a quotation with detailed pricing from AATICD.

How to Apply:

To Apply Simply Fill in the Online Enquiries / Applications form on the Right Sidebar or Bottom of this website


When filling the online application form; please take note of your desired Training Month, Duration in Weeks and Training Session. This will give us the exact dates you will be attending your classes.

Also note that Tuition Fees must be paid upfront on or before training start date. This is to ensure that all resources are made availabe for you before you start. You will not be allowed into training if fees are not paid and verified.

Also note that Tuition Fees Cancellations must be made 14 business working days before the starting date of training. This will allow us to do a 50% refund of the total amount paid. If cancellations are made thereafter note that no refund will be made to delegates.

Tuition Fees include teas and lunch as well as either a laptop or tablet which a delegate will take home free of charge.

Tuition Fee DOES NOT include Accommodation, Dinners and other Extra Curricular Activities or Incidentals. Delegates are expected to fund this on their own. AATICD will not be held accountable for any incidents to delegates.

In-House Trainings are also available for 3 or more delegates for any duration. Please consult with our Administration for such In-House training bookings.

Course Outline

  • Human management: An overview
    • Definition and objectives of modern HR management
    • HR management now and then
    • The main functions in HR management
      • Organization
      • Resourcing
      • Climate and culture
      • Training and development
      • Performance management
      • Total compensation management systems
      • Personnel administration
    • Competency-based HR management: An overview
  • HR business partner
    • Four new roles to play
      • Management of strategic HR
      • Management of firm infrastructure
      • Management of employee contribution
      • Management of transformation and change
      • Basic HR competencies required to play the four roles
    • HR business partner and emotional intelligence
      • The fundamental emotional intelligence framework
      • The emotionally intelligent HR business partner
  • Job analysis, description, and evaluation
    • The pervasiveness of the job description
    • Four approaches for conducting a job analysis
    • Job Key Result Areas (KRAs)
    • Writing job descriptions using the job key result area approach
    • Characteristics of effective job descriptions
    • Guaranteeing ‘internal consistency’ through job evaluation
    • A bird’s eye view of the Meirc job evaluation system
  • Fundamentals of strategic HR management
    • Analysis of the environment
    • From SWOT analysis to vision and mission statements
    • The link between strategy and performance
    • Organizational vs. HR key result areas
    • Measuring HR KRAs through SMART Key Performance Indicators (KPIs)
    • Turning key performance indicators into SMART objectives
    • The balanced scorecard: an overview
  • Competency-based HR management
    • Competency definition
    • Types of competencies
    • The different competency components
    • Competency-based recruitment and selection
    • Competency-based training and development
    • Competency-based performance management
    • Benefits of a competency-based HR
  • Measuring HR Performance
    • The predominance of business results over HR results
    • Five steps of analytics
    • Measuring recruitment and selection
    • Measuring compensation and benefits
    • Measuring training and development
    • Measuring performance management
    • Designing the HR balanced scorecard