INTRODUCTION FOR REINVENTING HR TRANSFORMING HR INTO BUSINESS DRIVER

Ever-increasing pressures have forced managers to critically rethink their approaches to human resource management. People and their current and potential contributions were often overlooked in the past. Managers consequently must adopt a strategic mindset or way of looking at and thinking about the management of people. Human resource managers, in turn, have responsibility to ensure that human resource management is strategically aligned with the organization’s overall business objectives. A differentiator between the corporate winners and losers in the twenty-first century clearly will be the quality of an organization’s human resources.

The importance of strategic human resource management for competitive advantage (and particularly sustained competitive advantage) has made the strategic management of human resource critical to long-term business success.

COURSE OBJECTIVES

The trainees would be able to

• Learn examples of best practice strategic human resource initiatives as utilized by the world’s better managed human resource departments
• Hear about the ever changing role of the human resource function and how you can best carry out the role
• Develop and learn how to implement a human resource strategic plan that is a link to and supports your organizations business plan
• You will be introduced to a step by step methodology for delivering more value added, strategic human resource services to each of your internal customers

WHO SHOULD ATTEND

• HR Staff and Functional Managers

NUMBER OF PARTICIPANTS

• Maximum 20 pax

DURATION

• 2 days

METHODOLOGY

• Lecture 30 %
• Case studies
• Interactive Questions and Answers
• Group Discussion

COURSE CONTENT

The 4 Modules of Reinventing HR: Transforming HR into Business Driver Presentation

Module 1 Strategic HRM Defined

• Approaches to HRM
• Model of Strategic HR Management
• What should Happen In Strategic HRM
• HR Competencies
• Competencies of Strategic Human Resource Consultants
• What are the Roles of a Value Driven HR Delivery Model?

Module 2  Challenges & Opportunities – Strategic HR

• HR Organization Today and Tomorrow
• Strategic HR Roles
• SHR Mindset
• Changing “HR” Roles: Some Generalisations
• Ideal HR Function

Module 3  Model of the Strategic Management Process

• A Sample SWOT Analysis Matrix
• Levels of HRM integration in Strategy Formulation
• Strategic Types
• HRM and Strategic Types
• Strategic HRM Models
• Sources of Employee Value
• HRM Strategy Aims to Enable Organization to Achieve Strategic Objectives
• Outcomes in Evaluating HRM Strategies and Policies

Module 4  What is Business Acumen?

• Benefits of Developing Business Acumen
• Components of Business Acumen

– Thorough insight into organization

– Comprehensive understanding of the organization’s operations

– Ability to apply and interpret financial data

– Use of Business Terminology

– Identify the priorities of the organization

– Creating a value proposition

– Understanding the Financial Picture

– Advancing the learning and performance agenda of the organization

Module 5  What Strategic HR Team Entails

• Gaining Credibility & Trust
• Developing Trust
• What Strategic Business Partner Need to Know
• HR Knowledge
• Apply Business & HR Knowledge

Module 6  HR professional Identities

• What is your unique identity as an HR professional?
• Why do you matter to business success?
• How can your unique identity create more value?
• Creating more value from your unique identity as HR professional
• How HR adds value
• Sources of Employee Value
• New Criteria for Rating “HR”?

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