This program is designed to highlight key areas of strategic change that are essential for any world-class HR Department to be successful. The program focuses on 10 key HR activities and will show you innovations and the latest approaches to maximize the efficiency and effectiveness of your HR function. Upgrade your skills, knowledge, and ability with this new international program.
At the end of this program delegates will be able to:
Prioritize HR activities and identify what produces value
Take action to maximize manpower
Have compiled an action plan that will produce significant organizational savings
Master the new HR strategic model
Master how to do predictive forecasting
Reduce the cost and significantly improve the efficiency of succession planning
Master business process reengineering and be able to apply the techniques both in HR and in other areas of the business
Explain to others the 10 key areas where the Human resource can be significantly improved
Anyone who is involved in HR or training and needs to up to date with the latest in HR innovation. Also Professionals who need to understand what a modern HR function can offer the organization in terms of creating added value.
Those attending will be able to show and demonstrate the benefits of this program by:
Implementing change that will have a visible benefit to the organization
Updating your professional skills to be ahead in HR thinking and abilities
Understanding and be able to explain to others the new integrated HR concept and how it will add value to any business in either the public or private sector
Adopting a common and auditable approach throughout HR
Providing the organization with a much more business approach to HR management
Operating a common strategic model and approach using the HR two-stage model
Those attending will be able to show and demonstrate the benefits of this program by:
Be able to use an integrated strategic model for HR
Be able to process manage HR activities using the Strategic Action Plan Approach
Re-profile HR to make it dynamic and business-focused using the Ulrich model
Be able to improve at least 4 of the key HR processes and show the value of the changes you have made
Be aware of new HR software that will dramatically improve productivity and competence in your organization and be able to demonstrate the results
Show how Business process re-engineering will change the efficiency of existing staff and be able to demonstrate the value to your business –Public or Private sector
Strategic Planning
Matrix Management
Business Efficiency & Effectiveness
Manpower Planning
Predictive Forecasting
Creating Business Value
Business Process Re-engineering
Day 1: HR as the Strategic Partner
In this section, you will master how to put a strategy together and implement it using the new HR model developed in late 2008. You will understand the reasons for HR changing its role for cost center to profit center.
Introduction and Program Objectives
The New Strategic process for HR
The 10 input checklist for Strategic HR
The role of creativity in HR strategy
How to translate Strategy into action – the value of Strategic Action Plans
HR's role in Matrix management and measuring results
Review "Can the human resource really be improved at no extra cost?". Ten areas where a real difference can be made
Day 2: Making HR Effective - 10 Decisive Actions to Make a Difference
Decisive actions you will be able to implement for change – in this section, we will cover: The new structure of HR, Manpower planning, and how to do downsizing or right sizing in the organization.
The new shape of HR
The internal structure needed for tomorrows successful HR departments
Does added value apply to HR?
Manpower Planning (1) – use of Manpower Projective Techniques
Maximizing organizational structures to enhance productivity – how downsizing and right-sizing work
Understanding the new ratios for supervisors and managers
Day3: A New Look at Advances in Recruitment, Training, and Techniques to Maximise Human Performance
You will understand and be able to master new techniques that will vastly improve: Recruitment, Training, and Pay and Rewards. Use of case studies will aid in your learning.
Recruitment(2) – The new approach to recruitment processes
How testing and profiling can make a real efficiency difference
How to improve the questioning process using the latest in behavioral techniques
Tips and techniques used by interviewing professionals
Professional interviewing in practice
Training(3) – The new training efficiency model
Techniques to determine which training provides value to the organization
How to evaluate training
Valuing and costing training and the use of a prioritizing system to get outstanding value from the training budget (specialist handout)
Maximizing efficiency through pay and rewards (4)
Concepts of value using the new talent model
Two major improvements in efficiency – the use of differentiation and bonus schemes
Business examples – Case Studies
Day4: New Performance and Value Approaches to Performance, Competence, Appraisal and Succession Planning
This is the section for creating a performance advantage. You will master how to measure and track competency and performance improvement and re-vitalize performance appraisal. Also, I will understand the new approach to succession planning.
Understanding Performance (5) - Setting organizational performance standards
Need for predictive forecasting
Paying for performance
Understanding how competencies (6) - are structured and how to realistically measure them
Performance appraisal (7) – understanding the cost of an appraisal and how to improve it
Techniques to improve appraisal techniques and to maximize the value of training
A new approach – new results
Software needed
5 Succession Plans (8) – what is the organization's value of PDP?
The three approaches to targeted succession planning
Group exercise and report back
Day 5: Business Process Re-engineering and How to Measure the Return On Investment on HR Activities
In this final section of the program, you will learn and be able to do Business Process mapping and be able to know how to calculate the ROI on all HR activities.
BPR (9) - Understand the immense value Business Process Re-engineering offers
What is BPR? – DVD and discussion
IBM and Levis Case Study
How to do BPR?
Creating and Measuring value from HR (10)
Practical examples
The HR ROI formula
Program Review