High Impact HR Management
Pre-emptive approach to the Management of Human Resources
Deliver quality solutions in each of the major areas of HR activity.
Workshop overview
As an HR professional or as a line manager in a functional area, or maybe as a technical specialist, you now recognise that the responsibilities, challenges and opportunities involved in human resource management in business organisations are increasing daily.
How can you best respond to this new environment?
Whether you are already in a position of responsibility in your organisation\'s Human Resources function, or you simply want to become more professional in dealing with HR issues in another function, this intensive workshop provides you with an up to date understanding of the mission-critical activities, roles and processes involved.
You will examine the role of HR as a strategic partner and contributor to the company\'s success, your key role as a change agent, acting as an employee advocate to help employees achieve their goals whilst contributing to those of the organisation, your role as a developer of human capital, and acting as a functional expert in the day to day opportunities presented in managing people in your business. It provides you with the tools to respond to these opportunities and to meet the challenges involved - adding further value to your organisation and to your own role.
Who should attend?
HR professionals and those in other functions who wish to enhance their understanding of the management of human resources.
What business issues are addressed?
How HR can make a significant contribution to your company\'s business success.
How you can understand your business strategy and contribute to its implementation.
How you can use the tools of HR to deal with important people and organisation issues.
How HR can make a significant contribution to your company\'s business success.
How you can understand your business strategy and contribute to its implementation.
How you can use the tools of HR to deal with important people and organisation issues.
Workshop level
Managers who have experience in functional management but now occupy more senior positions in their organisation and wish to position themselves to address the challenge of ensuring that functional activities are fully integrated with corporate direction and strategies. Senior managers participating can expect to focus on the processes of strategy execution as well as strategy design.
What will I be able to do after participating?
You will be better able to:
Assess the nature of the changing environment within which the company and its people are now working
Make a strategic contribution to your company\'s management of a changing business environment
Manage internal HR and organisational initiatives using up to date human resource management tools and approaches
Develop your skills in supporting employees involved in and affected by a rapidly changing environment
Deliver quality solutions in each of the major areas of HR activity
What will I do during this workshop?
Before the workshop, you will:
Communicate with the Workshop Facilitator to identify your specific areas of interest and the issues facing you in your HR role, which you will have the opportunity to address during the workshop
Complete strategically focused background reading on some key concepts in HR Management
The following indicate the principle areas we will be addressing. However, the workshop style of our four days provides opportunities for each participant to connect the tools, techniques and approaches covered with your own situation.
Day 1: The business context of HR
Analysing the HR context - the challenges facing today\'s organizations
Building a powerful business case for HR Excellence
The impact of labour markets, demographics and open competition on the availability of human resources
Building a Human Resource Plan: The forecasting challenge- demand and supply
Providing people orientation to the company as well as performance delivery
Human Capital: assessing human capital worth as a value added to our business
Understanding the nature of strategic decision making
The HR Brand - differentiating ourselves
The HR Role: strategic and leadership partner, employee advocate, change agent, functional expert and developer of human capital- analysing your company\'s HR strategic profile; Managing organisational politics- HR\'s role and skills in influencing the "right people" to invest their commitment in the "right things"
Building a vision for HR: What do we see in the cross wires? What is our all consuming core purpose? Where do values fit with all of this?
A systems approach to HR - reviewing and connecting activities and processes to support corporate and function strategies
The Communicators: HR\'s role in internal communications; getting difficult messages accepted; communicating your HR strategy; examining the media and the tools needed to communicate your strategy to enable buy-in and mobilised commitment
Day 2: Planning the assessment process
Throughout the day, you will examine the activities, tools and techniques involved in obtaining the right people to take your business forward and how to assess You will use case studies and live material to familiarise yourself with the applications we will be discussing
Human Resource Planning - making a significant connection with organisation planning
Employee\'s Value Proposition: Why should they want to work for us? What makes some organisations attractive to potential employees?
Attracting: A review of the major tools for assessing role requirements to meet the changing needs of your company, tools for online and other methods of attracting quality people; Becoming the employer of choice in a competitive labour market; Enable and support me to do the job they are expecting of me?
Selecting: What makes some people attractive to employers? What do we assess? The assessment of mindsets, values, style and behaviour as well as skills, knowledge and professional competences. Gathering the information- the use of interview based methods and assessment centre
Tools for assessing candidates and taking the right decision: personality, ability, style and other psychometric tools
A critical assessment of performance management and development systems to meet the demands for an efficient and effective system for managing performance which is both vertically and horizontally integrated
The use of 360 assessment tools
Day 3: Developing performance now and for the future
What are the major issues around performance in your organisation? What results do you aim for and how do you monitor the performance process? This module focuses on how you can develop individual and corporate performance through the use of up to date HR tools and thinking.
The case for performance management: Securing vertical and horizontal connection; defining the limits to performance management - a systemic approach
Performance metrics: What do we measure? How do we measure? The challenge of monitoring and measuring behavior as well as performance; translating KPIs into individual indicators
Building and applying an HR Scorecard
HRs contribution to corporate and business unit performance reviews
Individual performance reviews and the incentive connection; handling the review meeting and providing constructive feedback, the use of coaching and mentoring skills
Talent Management: The challenges of the business environment and their specific impact on the processes of managing our important people resource; discussion of why this is a critical issue for our business; the direct impact of talent planning on your business - establishing what is vulnerable, manageable and what is low risk
Learning & Development: An examination of all major tools for identifying individual and corporate needs and for finding the right solutions; building self ownership into the equation
Career Management: Connecting personal career plans with plans for succession in line with corporate strategy and a changing organisation; how do we help our people manage their careers?
Developing our Organisation: Can HR manage OD, or must we always use consultants?
The core issue of culture change; analysing your own companies culture and assessing its appropriateness for a rapidly changing business and social environment
Day 4: Getting into action by managing change
Build your plans for leading HR strategy execution and plan implementation. In this final day you will have the opportunity to review the tools and approaches you have explored and to apply your selection of them to your choice of HR issue within your organisation; you will include the challenge of maintaining the momentum of your plan and modify where necessary; you will receive help from the Workshop Facilitator and from your peers on the programme.
Change management: What is our role in change- do we lead or do we manage?
HRs support and influencing role when faced with negative reactions to change and ambiguity.
Practical tools: Assessing the case for change and presenting it to secure internal commitment and resourcing; analysing and getting buy-in from key stakeholders; envisioning and preparing for a successful future
Building a road map for change initiatives
Action planning: Participants prepare an action plan to achieve their departmental or corporate HR strategy plan
Communicating your plans: Participants prepare to present their plans with coaching from faculty and from their colleague participants
Plans are presented and discussed in the group
Reviewing the role of HR: In the light of the workshop what needs to be the focus of HR within your organisations? What repositioning is required? How can this be achieved?
Conclusion- summarising the key learning and commitment to use your enhanced HR knowledge and capability to add significant value to your company
May 24-27, 2010
Nice
Fee 3950 EUROS
November 29-December 02, 2010
London
3950 Euros
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