Strategic Change Management for HR Professionals

Introduction

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.

Objectives

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

• Priorities 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
• 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 other’s 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

Training Methodology

Who Should Attend?

Anyone who is involved in HR or training and needs to up to date with the latest in HR innovation. Also, Professionals need to understand what a modern HR function can offer the organization in terms of creating added value.

Course Outline

Day 1: HR as the Strategic Partner

• Introduction and program objectives
• The New Strategic process for HR
• The 10 input checklist for Strategic HR
• The role of creativity in HR strategy – DVD and group exercise
• 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? -group work. Ten areas where a real difference can be made

Day 2: Making HR effective - 10 decisive actions to make a difference

• 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

Day 3: A new look at advances in Recruitment, training, and techniques to maximize human performance

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
• DVD – professional interviewing in practice – exercise

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 – use of differentiation and bonus schemes
• Business examples – case studies

Day 4: New performance and value approaches to Performance, Competence, Appraisal and 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 the appraisal and how to improve it

• Techniques to improve appraisal techniques and to maximize the value of training
• The new approach – new results
• Software needed

5 Succession Plans (8) – what is the organizational value of PDP’s?

• 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

• 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 – practical exercise
• Creating and measuring value from HR (10)
• Practical examples
• The HR ROI formula