Course Objective

·         Know and be able to demonstrate to others how a world-class integrated HR function operates.

·         Be able to show others the real value HR can deliver to any organization.

·         Be able to understand how people are the essential ingredient in any organization – master personality, competence, and performance –the three key people ingredients.

·         Use new techniques and software to get the best from your existing HR data.

                   Course Outline

Day 1:

Does HR provide a good service?

      ·   Introductions and Course Objectives.

·    There needs to be more clarity between what HR does vs. what it should do.

·    Measuring HR success.

·    Aligning HR with organizational needs.

·    Debrief review.

·    Identifying our customers.

Day 2:

HR in alignment from structure to strategy – how it all works

     ·   Transitioning to greater effectiveness - the new shape of HR functions.

·    The critical areas of HR – the new HR map of activities.

·    The integration of HR with organizational strategy.

·    Enhancing cooperation between HR and other departments.

·    Tools for improved inter-departmental collaboration.

Day 3:

From recruitment to performance appraisal – critical processes

    ·   Critical activity two: Recruitment and selection - your involvement in the process.

·    Recruitment is the gateway into the organization.

·    Recruitment in action.

·    Recent improvements in the recruitment process and how to streamline the process.

·    Critical activity three is performance appraisal, and how much does this cost?

·    Is performance appraisal good value? What is it designed to do?

·    There is a need to measure and collect two critical pieces of data - Competencies and performance ratings. How to improve this process? 

Day 4:

 Training and HR processes

      ·   Critical activity four: How to code, prioritize, and get a streamlined system for training.

·    The new training schema.

·    Activities involved in training – getting it right.

·    Critical activity five – Pay bonus and rewards - new ideas and methods to improve motivation.

·    Essential activity six – Grievance – disciplinary and rules and regulations – the most challenging area; disciplinary issues.

·    What do other companies do?

Day 5:

Making things happen correctly

      ·   HR's leadership role.

·    Innovative approaches to succession planning.

·    The right people are the most valuable asset – measuring human capital.

·    HR as the new powerhouse – manpower planning.

·    Leveraging HR data to boost business performance.

·    The role of HR in process management.