Introduction

The way forward for today’s HR professionals is to contribute to the business at a strategic level. The Chartered Institute of Personnel has published numerous articles on the new business needs for HR – all indicating the new need – for HR to be a strategic partner.

The question is - How to do it – this program will provide the answers and will give you both the skills and knowledge to make a difference and to make the transition from a provider to a strategic partner. The latter is, of course, an added value activity and as such is normally higher paid. Making the transition to the executive level requires a different skillset and also mastery of the strategic process.

Course Objectives of Leading Strategic HR Transformation

This program will help you 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

Course Benefits of Leading Strategic HR Transformation

Following the completion of this unit, 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

Course Results of Leading Strategic HR Transformation

This seminar will provide you with the skills to enable you to:

• 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 creating ROI

Core Competencies of Leading Strategic HR Transformation

• Practice at developing strategic thinking using the 4 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

Course Outlines of 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 works

• End of the day review

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 spending analysis

• End of the day review

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

• End of the day review

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

• End of the day review

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

• End of the day review