Human Resources and Training
Strategic Human Resources Management
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Strategic Human Resources Management Course
Introduction:
Strategic Human Resource Management entails exploring ways in which human resources can directly contribute to a company's growth. HR professionals must embrace a strategic mindset when it comes to cultivating and retaining employees in alignment with the organization's long-term objectives and plans.
Course Objectives:
By the end of Strategic Human Resources Management course, participants will be able to:
- Understand the concepts and definitions of Human Resources Management
- Develop a training strategy to fulfil organizational needs
- Develop staff selection processes and performance appraisal systems
- Appreciate the benefits of career management and creating personal development plans
- Focus on what managers, employees, and organizations need to succeed using your performance management process as a tool to engineer success for everybody
- Comprehend how learning processes integrate with corporate performance
- Learn the Training Needs Analysis methodology and economic training delivery
- Sharpen communication and inter-personal skills for training
- Deliver training demands and evaluate the benefits effectively
- Understand how unwanted behaviors can cause conflict in the workplace
- Generate higher employee performance using financial and non-financial incentives
Who Should Attend?
This Strategic Human Resources Management course is ideal for:
- Middle to senior-level HR professionals and for senior functional executives in both the private and public sectors who would like to develop their understanding of the impact that HR can have on an organization.
- Operational managers who wish to gain a greater understanding of the strategic HR, OD and people management and development issues
- Senior Managers who would like a refresher and to develop their confidence, assertiveness and influencing skills
Departmental Directors and Departmental Managers who would like practical and relevant techniques - Anyone who is responsible for the design and development of HR strategies and who is interested in exploring new ideas in a practical way
Course Outlines:
Strategic Human Resource Management-Basics and Framework
- HRM and Strategic HRM
- Importance of Strategic HR Management
- The framework of Strategic HR Management
- Key stakeholders in Strategic HR Management
The Main Cycles in Human Resources (HR) Management
- HR Strategy Cycle.
- Recruitment and Selection Cycle.
- Training and Development Cycle.
- Performance Management Cycle.
- Compensation and Benefits Cycle.
Key Steps in Planning Strategic HRM
- Assess the current situation- HR and the organization
- Envision and articulate a desired future/outcome
- Conceptualize and implement an HR strategy and strategic objectives
- Establish a mechanism to evaluate progress
Organizational Culture
- What is Organizational Culture?
- Characteristics of Organizational Culture
- Role of Vision, Mission & Core Values in creating a culture
- Culture Mapping Tool for designing culture change
Workforce Planning, Talent Acquisition and Employer Branding
- Key aspects of Workforce Planning process
- Designing a robust and time-bound recruitment process
- Various innovative and effective hiring channels
- Improving the quality of the hiring process
- Use of Psychometric assessments/tools in the selection process
- Various branding initiatives
Holistic Onboarding & Orientation Process
- Importance of new شffiliate Onboarding & Orientation
- ‘Integrated Onboarding’ process
- Various initiatives to offer ‘Integrated Onboarding Experience’ to prospective employees
Talent Performance Management & Performance Enhancement System
- Performance Management cycle
- Selection of appropriate Performance Management System/Tool
- A critical aspect of Performance-Goal setting exercise
- Importance & implementation of ‘Frequent Quality Dialogue’ between employee and manager
- Importance & implementation of Calibration process- Performance & Potential Calibration
Talent Development
- Designing an effective ‘Learning & Development Framework’
- Sources of Training/Development need analysis
- Develop innovative strategies for addressing talent L&D needs
- Evaluate the effectiveness of Talent Development programs
Talent Retention Strategies
- Importance of retaining business-critical talent
- Various Employee Engagement initiatives
- Communication initiatives for improving employee engagement
- Career Planning/Progression
- ‘Employee Connects’ as a talent retention tool
- Competitive Compensation and Benefits
Succession Planning & Succession Management Process
- Importance of holistic succession planning process
- Approach to Succession Planning & Management
- Key aspects of an effective Succession Planning & Management System
- Continuum of Succession Processes