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.

 

 

By the end of this course participants will be able 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

• 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

 

 

This course is suitable to a wide range of professionals but will greatly benefit:

• All HR Staff and HR Practitioners
• HR/Personnel Managers
• Planners, Strategic Planners
• HR Business Partners
• Anyone who needs to understand HR strategy

 

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

 

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

 

Mastering Predictive Trends & Management Information – Getting the Big Picture

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

 

Key Performance Factors – Maximizing 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 executive level
• End of day review

 

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

 

Course Methodology:

Course Fees:

 

Course Timings: