19 - 30 May 2025
Kuala Lumpur (Malaysia)
Hotel : Royale Chulan Kuala Lumpur
Cost : 8400 € Euro
This program deals with the latest innovations and direction of today’s Human Resource Departments. This essential program will provide you with the best in new techniques, processes, and direction that leading HR departments need to take to be world-class.
Rapid and radical change is affecting the whole of the world. Some parts of the Middle East are facing significant challenges in terms of growth and competition. In other places, the key to prosperity as an organization is seen as controlling costs and maintaining market competitiveness. In these circumstances, companies are increasingly searching for a source of competitive advantage through HR.
Module 1 - Leading Strategic HR Transformation
Module 2 - The Business of HR
You will learn how to:
Master the new HR strategic process
Be able to transform strategic requirements into HR objectives using the 6 S model
Be able to create HR strategic action plans to achieve business objectives
Be able to provide innovative predictive information
Have practiced business information interviews and presenting results
See the big picture for the future of employment and performance through people
Build your professional confidence
Identify the context for change – the economic and social changes that are driving employment change
Identify current employment practices and establish an agenda for change
Look at international developments in employment practices
Establish a series of best practices covering such issues as Leadership and Management Style, Recruitment and Retention, Performance Management, Work Organisation, Equal Opportunities, Industrial Democracy, Employee Relations, and Communications, Consultation and Involvement
Upon completion of this seminar, you will know how to:
Use a strategic model to build an HR strategy, and know where strategy fits into corporate business
Be able to use the 6 S process to translate strategy into HR action
Write business action plans to delegate strategic tasks
Build and produce high-level management information
Know what HR trends to report on and be able to master emergency planning
Do executive briefings to gather and disseminate information
Show the added value of HR to your business
Translate current trends to maximize Human Capital Investment
Those attending the program will return to their organization equipped with up to date knowledge of the full range of issues that are involved in the development of the HR function as a competitive advantage.
Delegates will be able to develop an operational response to the issues raised by the strategic issues as there will be a concentration on practical steps.
Demonstrate the HR strategic model to others
Perfect high level interviewing skills
Develop social skills for use at the executive level (via EQ measurement)
Future focus
Manage an HR team to produce strategic results
Be able to deliver strategic objectives on time and on budget
Demonstrate self-development and CPE record
Self-starting to achieve business objectives
Demonstrate leadership qualities
Demonstrate fiscal control and create ROI
Be able to improve HR practices
Demonstrate self-development
Set and achieve business objectives for performance management
Demonstrate leadership qualities
Demonstrate the HR strategic model to others
Perfect high-level behavioral interviewing skills
Role model use of the disciplinary process
Manage an HR team to produce results
Practice at developing strategic thinking using the 10 step model
Forward planning
Analytical thinking
Creativity and step innovation
Writing outlines for the 6 S process
Mastery of the construction of Business action plans
Use and mastery of HR statistical packages
Personal presentation skills
International HR law
Manpower planning
Use and mastery of different leadership styles
Personal presentation skills
International HR law
Manpower planning
Practice strategic planning
Forward planning
Review recruitment and selection
Use performance management tools
Review the use of competencies
Mastery of the construction of Business action plans
Module 1:
Leading Strategic HR Transformation
Day 1: The Formulation of Strategy, How it Works – The Process Explained
Introductions and program objectives
Why taking HR to the executive level is such a good idea – greater opportunities, bigger jobs – long term security & it's what world-class businesses want
Where strategy fits with the Vision, mission and operating plans
A traditional approach to strategic planning
The new HR model -10 steps needed to form an HR strategy
The strategic model how it works
Day 2: Translating Strategic Requirements into Business Action Plans – Including the Formation of HR Budgets
The formation of Strategic objectives and how to translate them into the HR 6 S model
Building Business action plans
Building Strategic action plans – getting others committed; No SAP – what can happen
Producing Executive financial information – unit costs and spend analysis.
Day 3: Mastering Predictive Trends & Management Information – Getting the Big Picture
Why executives need predictive information
An executive must be good at predictive information – trend analyze
Software for predictive planning and trend analysis
Other predictive factors to review, are succession planning, emergency planning
Day 4: Key Performance Factors – Maximising Human Capital
Measurement tools –organizational maturity, corporate culture, etc.
Relationship between performance and competence
Valuing human capital – how to do it
Critical performance indicators
Presenting at an executive level
Day 5: Understanding and Being Able to Act on High-Level HR Trends
World trends – employment, inclusion, new employee expectations
World business trends – leadership, team working, employment/ supervision ratios
Changing Trends Relating to HR
Module 2:
The Business of HR
Day 6: The Context for Change
The big picture – Free Trade Agreements, World Trade Organisation, single currency, social changes etc
The strategic response
Leadership and management style
Recruitment and retention
Day 7: Managing Performance, Behaviour and Culture
Performance Management for Grown-ups
Improving managerial performance
The Psychological Contract
Climate and Culture
Coaching, Mentoring; Counselling; Giving Feedback
Day 8: Implications for Employment Practice
Work Organisation
The use of Competencies
Human Capital Management
Day 9: Employee Relations
Rights versus responsibilities
Poor performance procedure
Disciplinary procedure
Grievances
Equal Opportunities
Day 10: The Future of Employment Practices
Industrial Democracy
The role of employee representatives
Communications
Consultation
Involvement
Program review and presentation of certificates