New Trends in Strategic HR Management

Objective:

Participants attending the training will be able to:

• Get right up to date with HR management best practices and current thinking
• Have a unique opportunity to sample a number of new HR approaches to people development
• Align HR with the organization’s vision, strategies, values and competencies
• Master HR strategic thinking using an A-Z approach
• Explain the key principles and practices involved in implementing strategic HR management
• Lead and work in the HR function to create tangible business value
• (Re)Branding HR

Content:

HRM Transformation

• HR Management and the organizational impact it SHOULD have on strategy
• How changing internal/external customer needs affects HR Management concepts
• Transformation from HR Management (HRM) to Human Capital Management (HCM)
• Changing the organization’s perception of HR as a source of strategy implementation and as a means to achieve critical business priorities

HRM to HCM

• Moving HR to become a strategic core competency and a high-performance work system that creates real shareholder value
• Designing the HCM strategy model
• Implementing the strategy
• How to focus on business level outcomes rather than HR level inputs

Strategic HR Competencies

• Understanding the human capital dimension of each of the organization’s key business priorities
• Be able to communicate how solving these human capital problems directly affect organizational performance

Process Redesign

• Ensuring HRM practices are integral to all organizational systems and the organization capability development
• Ensuring HRM practices and processes fit with each other and with the strategy and design of the business
• Integrating systems and help HR to reinvent its structure and approach so that it can deliver the kinds of systems and business partnership behaviors that make the organization more effective

HRM in Partnership with the Business

• Helping HRM to have a full partnership role in the following business processes:
• Developing strategy
• Designing the organization
• Change/process implementation
• Integrating performance management processes and practices