The need for HRPMO University has been in the back of my mind for about ten years.

Since 2003, I have managed my own consulting business supporting clients in their transformation efforts for Human Resources and Human Capital Management. I worked side by side with Finance and Information Technology experts. I learned about business analysis methodologies, project management and strategic planning. I worked behind the scenes with smart consultants and I discovered a new world full of tried and tested methodologies, frameworks, and analytical tools.

Through my consulting work, I was educated on the process of creating business intelligence that could provide insight into strategy, planning and stakeholder service. I learned there are many tools and methods to choose from – the key is to customize the application of these tools and methods to the specific environment and goals desired.

I learned that some organizations want heavy application of structure and methods, with lots of reporting and analytics. Other organizations want to know the structure and rigor are there and being used but want the project manager to handle everything and are comfortable with a less hands-on approach. Still others are content with even more informality if the results are acceptable.

I became proficient in many methods and tools that, as an HR practitioner earlier in my career, I badly needed. In my early years, I could have used the skills to conduct a SWOT analysis, apply project management structure, or develop a cost/benefit analysis. I realized that these tools and methods are not readily included in training for Human Resources professionals because I had never heard of them before and most of the HR professionals I was working with hadn’t either. And over the course of 20 years in the field, the increase in the use of these skills was very slight.

Skills such as business analysis, project management and cost management are referenced but not taught. Translating results from Human Resources projects into organizational alignment is discussed as a critical need but is not explained. There is no training in these tools and methods that is integrated and focused on Human Resources and working with intangible results. A professional has to train for each component separately with a specific toolset and then try to select, customize, and integrate the tools into application when you return to work.

That is how the idea of HRPMO University was born. My goal is to develop an integrated curriculum and community where these tools and methods are specifically taught for HR and are integrated to provide a foundation upon which to build your strategy for Human Resources.