Course details

Overview ?

The Course

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 latest approaches to maximise the efficiency and effectiveness of your HR function. Upgrade you skills, knowledge and ability with this new international program.

The Goals

At the end of this program delegates will be able to:

Prioritise HR activities and identify what produces value
Take action to maximise manpower
Have compiled and action plan that will produce significant organisational 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

The Delegates

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 organisation in terms of creating added value.

The Process

Very practical program with case studies and team exercises. Delegate will compile a value log to be able the benefits to their organisation when they return to work.

The Benefits

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 organisation
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 organisation with a much more business approach to HR management
Operating a common strategic model and approach using the HR two stage model

The Results

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 organisation 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 you business –Public or Private sector

The Core Competencies

Strategic Planning
Matrix Management
Business Efficiency & Effectiveness
Manpower Planning
Predictive Forecasting
Creating Business Value
Business Process Re-engineering

The Programme Content

HR as the Strategic Partner

In this section you will master how to put 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 centre to profit centre.

Introduction and Program Objectives
The New Strategic process for HR
The 10 input check list 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
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 down sizing or right sizing in the organisation.

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
Maximising organisational structures to enhance productivity – how downsizing and right sizing work
Understanding the new ratios for supervisors and managers
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 behavioural 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 organisation
How to evaluate training
Valuing and costing training and the use of a prioritising system to get outstanding value from the training budget (specialist handout)
Maximising efficiency through pay and rewards (4)
Concepts of value using the new talent model
Two major improvements in efficiency – use of differentiation and bonus schemes
Business examples – Case Studies

New Performance and Value Approaches to Performance, Competence, Appraisal and Succession Planning

This is the section for creating performance advantage. You will master how to measure and track competency and performance improvement and re-vitalize performance appraisal. Also, will understand the new approach to succession planning.

Understanding Performance (5) - Setting organisational 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 appraisal and how to improve it
Techniques to improve appraisal techniques and to maximise the value of training
New approach – new results
Software needed
5 Succession Plans (8) – what is the organisation value of PDP’s?
The three approaches to targeted succession planning
Group exercise and report back