INTRODUCTION FOR THE STRATEGIC ROLE OF HUMAN RESOURCE MANAGEMENT
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 dropt 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
- Management staff who has line responsibilities for HR functions
NUMBER OF PARTICIPANTS
- Maximum 20 pax
DURATION
- 2 days
METHODOLOGY
- Lecture 30 %
- Case studies
- Interactive Questions and Answers
- Group Discussion
COURSE CONTENT
The 8 Modules of The Strategic Role of Human Resource Management
Presentation
Module 1 – How to provide even greater value to your internal customers
- Basic strategic trends
- Consequences of these basic trends
- The different roles played by the strategic HR
- The HR Management Process – What it entails in each function
- Planning
- Organizing
- Staffing
- Leading
- Controlling
Module 2 – Best practice techniques and initiatives to enhance the quality of service from HR
- External Congruence with the business strategy.
- Internal Consistency of HR Practices and Policies
Module 3 – Five most important dimensions/aspects of HR service
- Human Resources Planning
– Forecasting
– Maintaining personnel inventories
– Succession planning
- Recruitment & Selection
– Recruitment
– Selection
– Testing
– Orientation
- Training & Development
– Primary Skills Training
– Advanced Skills Training
- Performance Management and Reward Management
– Performance reviews
– Job analysis
– Job evaluations
– Wage surveys
- Career Management
– Career Path Design
Module 4 – How to utilize an Internal Customer Report Card within your organization
- What is Strategic HRM
– Clarify the business strategy
– Realign the HR functions and key people practices
– Create needed competencies and behaviors
– Realization of business strategies and results
– Evaluate and refine
- Linking Corporate and HR Strategies
– HR Strategy Map
– What are the HR Strategic Objectives
– What are Key Performance Indicators
Module 5 – Steps involved in implementing a strategic internal service improvement plan
- Identify the Strategically Relevant HR System Policies and Activities
- Design the HR Scorecard Measurement System
- Periodically Evaluate the Measurement System
Module 6 – Means of utilizing coaching and counselling techniques to make a significant impact with managers and employees
- What is coaching
- What is counselling
- When to coach and when to counsel
- Business benefits of Good Coaching
- Boss vs. Coach
- Elements of Good Coaching Session
- Communication Skills for Effective Coaching
- Five Steps for Effective Coaching
- Coaching Strategies for Different Behavioral Style
Module 7- How to develop a competency-based strategic human resource plan that is aligned with your organization’s business plan
- Competency Identification Process
- Benefits of Using Competency Model
- Key Characteristics of Successful Implementation
- Competency-based Interview for Selection
- Competency-based Career Planning
- Competency-based Training & Development
- Competency-based Performance Management
Module 8
- A strategic approach for implementing your new action plan
