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Strategy & Strategic Planning
Leading Strategic HR Transformation
REF : ST221 DATES: 23 - 27 Sep 2024 VENUE: Kuala Lumpur (Malaysia)> FEE : 5300 €
Overview:
Introduction:
The way forward for today’s HR professionals is to contribute to the business at a strategic level. The Chartered Institute of Personnel has 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 the executive level requires a different skillset and also mastery of the strategic process.
Course Objectives:
At the end of this course the 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
- Create HR strategic action plans to achieve business objectives
- 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 their professional confidence
- Write business action plans to delegate strategic tasks
- Translate current trends to maximize Human Capital investment
- Demonstrate fiscal control and creating ROI
- Know what HR trends to report on and be able to master emergency planning
- Manage an HR team to produce strategic results
Targeted Audience:
- All HR Staff and HR Practitioners
- HR Managers & Directors
- HR Business Partners
- Anyone who needs to understand HR strategy
- People moving into HR from other roles
Course Outlines:
Unit 1: The Formulation of Strategy:
- 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
- The traditional approach to strategic planning
- The new HR model - 10 steps needed to form an HR strategy
- The strategic model how it works
Unit 2: 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
Unit 3: Mastering Predictive Trends & Management Information:
- Getting the Big Picture
- Why executives need predictive information
- The executive must be good at predictive information – trend analyze
- Software for predictive planning and trend analysis
- Other predictive factors to review, succession planning, emergency planning
Unit 4: Key Performance Factors – Maximising 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 the executive level
Unit 5: 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