E.on develops David Ulrich's business partnering model
David Woods, 23 November 2009
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1 comment on this article.E.on UK has launched a development centre to help its HR team implement the business partner model by David Ulrich (pictured) in the business.
The energy company is working with Kenexa, a global provider of business solutions for human resources, to create a tailored, one-day development centre to help the HR team at E.ON UK, embed the model and to assess the development needs of its staff.
Based on the core competencies of the HR business partner role, Kenexa's development centre provides a simulation of a working day for an HR business partner. So far, the development centre has run twice, with eight participants each time, with more to come.
Kirsten Steer, head of talent management at E.on UK, said: "The advantage of a development centre is that the participants can be observed actually undertaking the role, so they can then be given very clear and pertinent feedback which can be enormously helpful to them.
"The participants have to deal with data-rich and information-heavy scenarios and pull out themes and ideas. They have to influence others on a one-to-one basis and conduct exercises, which have inherent conflict, for example dealing with a line manager who rates all of his team as superb. These are great exercises, totally relevant for the HR role, and they give the whole event believability."
The participants receive detailed feedback, practical career advice and development recommendations. They also receive a full assessment report.
Steer added: "The development centre gives people a fantastic chance to benchmark themselves against their colleagues. They gain a high level of targeted feedback which helps them to understand their strengths and their specific development priorities.
"Having HR people who are better equipped at partnering the business takes us one-step nearer to achieving our goal of becoming the world's leading energy company. The more capable our HR business partners are the more effective the organisation will be."
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Cormac McGrane - 23 November 2009
Interesting points here. Is this an indication that our upcoming graduates are maturing earlier. Making the decision to go for quality rather than prestige!! There is some hope for the human race.
Education as a predictor of success is greatly over rated. It is largely a measure of ones ability to do what!!! Understand the job, analyse the job??? It tells us that the young graduate should be able to do the job.
However, it largely ignores the role of behaviour and its greater ability to predict success on the job. The time is right for employers to begin to discriminate also. You need to understand that 6 months down the line you probably won't be able to discriminate between the first class honours student, or the pass student.
Of course, I'm simplifying the whole graduate recruitment thing, but when working with most clients on graduate campaigns it can take a long time to get the focus off the qualification and to look at the whole candidate.
Be aware, you our graduates may begin to choose not to work with you.
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