The Proactive HR Leader

Objective:

This Proactive HR Leader training program will look at how to:

• Create a proactive HR function that works in partnership with the organization to deliver business goals, maximize efficiency, deliver performance improvement, and get more from what already exists.
• Ensure the HR department adds proactive and tangible value to the organization.
• Ensure HR personnel proactively deliver the kinds of systems and business partnership behaviors that will make the organization more effective.

Content:

The Changing (Business) Expectations of HR

• Clarify HR function objectives and roles aligned with business requirements
• How to manage the HR function's resources more effectively and efficiently
• Learn how to identify business requirements
• Understand communication styles and the effect on relationships within/without the HR team
• Understand how to resolve problems with stakeholders
• How to ensure we add tangible value to business performance

How HR Should Work

• How to manage the HR function's resources more effectively and efficiently
• How to plan and prepare your work proactively
• Practical guidelines for delivering HR resources effectively and confidently to deliver strategic outcomes
• Learn how to work to eliminate duplication of effort and develop positive relationships with stakeholders

Significant HR Actions that Can Help Improve Organizational Efficiency

• Proactively influencing the business to listen and respond positively
• Improving business response through effective questioning and proactive delivery
• Generating business ownership and responsibility for implementation
• Produce plans that can be measured against business priorities
• Know how to deliver measurable business benefits

Translating HR Strategy into Proactive Action

• The HR function as change agent and facilitator
• How HR must motivate the business
• Removing blocks to creativity and motivation in the HR function

Significant Changes in How HR Must Function in the Future

• How HR strategy should be aligned with business plans
• Managing and valuing organizational human capital in ways the business understands
• Developing and measuring competencies and performance