Course details

Overview ?

The Course

The way forward for today’s HR professionals is to contribute to the business at strategic level. The Chartered Institute of Personnel have 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 executive level requires a different skill set and also mastery of the strategic process.

The Goals

This programme 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

The Benefits

Following 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 maximise Human Capital investment

The Results

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 executive level (via EQ measurement)
Future focus
Manage a 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

The Core Competencies

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

The Programme Content

Day One

The Formulation of Strategy, How it Works - The Process Explained

Introductions and program objectives
Why taking HR to executive level is such a good idea – greater opportunities, bigger job – long term security & it's what world class businesses want
Where strategy fits with the Vision, mission and operating plans
Traditional approach to strategic planning
The new HR model - 10 steps needed to form a HR strategy
The strategic model how it works
End of day review

Day Two

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 actions plans
Building Strategic action plans – getting others committed. No SAP – what can happen
Producing Executive financial information – unit costs and spend analysis
End of day review

Day Three

Mastering Predictive Trends & Management Information – Getting the Big Picture

Why executives need predictive information
Executive must be good at predictive information – trend analyse
Software for predictive planning and trend analysis
Other predictive factor to review, succession planning, emergency planning
End of day review

Day Four

Key Performance Factors – Maximising Human Capital

Measurement tools –organisational maturity, corporate culture etc.
Relationship between performance and competence
Valuing human capital – how to do it
Critical performance indicators
Presenting at executive level
End of day review

Day Five

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 day review

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Day 5

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