Developing leadership and strategic skills for human resources

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.

Targeted Groups:

• 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 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 Competencies:

• Strategic thinking using the 4 step model
• Planning
• Analytical thinking
• Creativity and step innovation
• Writing outlines for the 6 S process
• Mastery of the construction of Business action plans
• Use and mastery of HR statistical packages
• Personal presentation skills
• International HR law
• Manpower planning

Course Content:

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
• 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
• 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 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