Advanced Human Resources Management Program the Latest HR Professional Techniques

An advanced seminar addressing both new areas and improvements to existing processes, systems and techniques to create added value and efficiency in HR

This innovative seminar is designed to provide you with the latest HR techniques and tools to improve organizational efficiency. Since BP outsourced their entire HR administration in 2002, organizations world-wide are expecting more from their HR departments and questioning - do they add value or are they just a cost?

This seminar will help you to provide true, added value in your organization, will explain step by step how to do it and will provide you with the knowledge to put it into practice.

The seminar is split into two sessions.

• The first session is Innovation and new techniques in human resource management Human Resource strategy now needs to be a key component of a company's business strategy. It needs to address how to make optimum use of the people within the company and to ensure that the company can plan with confidence.
• This means maintaining and enhancing competitive advantage. The HR function needs to be central to this process but not in the sense of HR administrators but rather as influencers and facilitators of change and continuous improvement.
• The second session will concentrate more on the application of strategy and is titled:
• Behaviours and Performance - Key Messages for HR Professionals.

The seminar will look at how the principal operational elements of a modern HR strategy - the use of competencies matched to a performance management system - link back to the strategic imperatives.

The seminar will be of value to you whether you use competencies now or are considering doing so.

Objectives

Delegates will be able to:

• Align HR with corporate strategy
• Be able to use corporate culture to direct and manage change
• Evaluate the effectiveness of HR actions and training
• Use a system to translate strategy into management action
• Refine and add value to organizational communications
• Use techniques to re-engineer and measure unit costs
• Understand the impact of e-business, e-learning and e-customer on the organization and HR
• Be able to improve three key processes in your organization by an average of 30% - at minimal cost
• Learn about creating the "agile" organization for business
• Align management style with high performing teams
• How to reward and manage knowledge
• Understand the value or organizational Knowledge Management
• Understand where competencies fit in the search for competitive advantage
• Describe how competencies can be used to maximum effectiveness in a changing environment
• Use Competencies as the basis of HR policy and practices, covering such issues as:
• Recruitment, Assessment, Employee Development, Training Needs Analysis, Team    Development,  
• Career Development, Succession Planning and Performance Management
• Understand the importance of, and the difference between, quantitative and qualitative objectives
• Build behavioral objectives into a performance management system

Training Methodology

The training methodology is interactive with group exercises and is suitable for all employees involved in functions management. The pace and level of the training workshop is customized to the understanding of the delegates. Ongoing back-up and support is available after the training on request to the supplier, and the training course is also available for in-house presentation as well as for “Competency Transfer”.

Who Should Attend?

The seminar is targeted at:

• Human Resources Professionals
• HR Planning and Development staff / Professionals
• HR Staff who are responsible/ interest in HR Planning and Development
• Anyone who needs to know about organizational change
• staffs who wish to review their HR policy and consider the use of competencies to bring about change
• Anyone involved in localization

Course Outline

Module One:

• Strategy formulation
• Re- Aligning the HR functions
• From vision to action
• Aligning and understanding the translation of strategy to make added value operating plans that produce results
• Creating added value mechanisms
• Factors driving organizational change
• Video - the three stages of organizational change (case studies)
• Review Session

Module Two:

• HR actions needed during change
• Culture Management and Human Resource Development
• "Who moved my cheese" concept of constant change
• Measuring HR activities using the MPS evaluation model
• Changing Work Environment
• Localization - its impact on HR and training
• Localization - the new requirements of manpower planning
• Changing skills and role of the HR Professional
• Review session

Module Three

• Central Role of HR- affecting change –key processes for success
• Understanding the four stages of individual change
• About change - what is the role of HR? What do we control?
• Business process re-engineering the MH approach - Video and case studies
• Creating a change friendly organization
• Analysing needs at all levels - providing the organization with Manpower planning data
• Downsizing and right sizing - what works?
• Creating flat structures and high-performance teams – Differences between. Video and case studies
• Review session

Module four

• Immediate action to increase performance
• Review session
• Improve recruitment efficiency by 40%
• Performance management, performance appraisal – improve output performance by 10 - 15%
• How to use the MMM method to improve organizational motivation
• The use of bonus and pay rewards to improve motivation and productivity
• Communicating ideas and developing appropriate policies and processes
• Preferred methods of communication - use of team briefing - video
• Creating succession planning models and career development 

Module five

The HR functions - bringing all the elements together

• The impact of e business, e commerce and e learning on the organization and HR
• Linking HR and training strategies into corporate plans –upward flow information
• Creating the agile organization through HR activities
• Knowledge management, managing and rewarding
• Back at work action plans

Module Six

• Behaviour and Performance - Key Messages for Hr Professionals
• Behavioural competencies
• What is a behavioural competency?
• Other, related, definitions
• How can behavioural competencies be used in a business environment?
• The case for using competencies
• Developing behavioural competencies
• A typical competency library
• Establishing a competency framework
• Competency-based interviewing
• Defining competencies
• The skills involved  

Module Seven

The introduction and use of competency-based systems

• Making the case to management
• Reasons for using competencies
• Recruitment and selection
• Assessment
• Competency-based training
• The contribution of competencies to job evaluation

Module Eight

• Making the links to line management
• Quantitative and qualitative objectives
• Coaching and Mentoring
• Development centres
• Training and development
• Training and development needs analysis
• Team development and group dynamics
• Career development

Module Nine

Performance Management

• The essentials of Performance Management
• Clarifying expectations
• Performance appraisal
• The skills involved

Module Ten

• Succession planning
• Learning strategies
• Career development Interviews
• Performance management and links to pay