Mini MBA HR Management Taking HR to the Next Level

Mini MBA: HR Management – Taking HR to the Next Level

OBJECTIVES

• Master the new HR strategic process
• Be able to transform strategic requirements into HR objectives using the 6 S model
• Be able to create HR strategic action plans to achieve business objectives
• Be able to provide innovative predictive information
• Have practiced business information interviews and presenting results
• See the big picture for the future of employment and performance through people
• Build your professional confidence
• Identify the context for change – the economic and social changes that are driving employment change
• Identify current employment practices and establish an agenda for change
• Look at international developments in employment practices
• Establish a series of best practices covering such issues as Leadership and Management Style, Recruitment and Retention, Performance Management, Work Organization, Equal Opportunities, Industrial Democracy, Employee Relations and Communications, Consultation and Involvement

WHO SHOULD ATTEND?

• HR Professionals
• Personnel Planners
• Strategic Planners
• Senior Line Professionals
• Employee Relations Professionals
• Members of project groups who are developing employment practices
• Supervisors & Team Leaders taking responsibility for the HR or Personnel Function
• Supervisors or Team Leaders who wish to improve their knowledge of professional employment practices
• Anyone who needs to understand strategy and trends that will transform Human Capital

COURSE OUTLINE

 Leading Strategic HR Transformation

The Formulation of Strategy, How it Works – The Process Explained

• Introductions and program objectives
• Why taking HR to executive level is such a good idea – greater opportunities, bigger job – long term security & its what world class businesses want
• Where strategy fits with the Vision, mission and operating plans
• Traditional approach to strategic planning
• The new HR model -10 steps needed to form a HR strategy
• The strategic model how it works– case studies and DVD

Translating Strategic Requirements into Business Action Plans – Including the Formation of HR Budgets

• The formation of Strategic objectives and how to translate them into the HR 6 S model
• Building Business actions plans – step one – group exercise
• Building Strategic action plans –getting others committed – part two –group exercise. No SAP –what can happen –DVD QE2
• Producing Executive financial information – unit costs and spend analysis. Group exercise

Mastering Predictive Trends & Management Information – Getting the Big Picture

• Why executives need predictive information
• Executive must be good at predictive information – trend analyse – exercises
• Software for predictive planning and trend analysis
• Other predictive factor to review, succession planning, emergency planning

Key Performance Factors – Maximizing Human Capital

• Measurement tools –organizational maturity, corporate culture etc.
• Relationship between performance and competence
• Valuing human capital – how to do it -exercise
• Critical performance indicators – exercise
• Presenting at executive level – exercise

Understanding and being able to Act on High Level HR Trends

• World trends – employment, inclusion, new employee expectations – DVD
• World business trends – leadership, team working, employment/ supervision ratios
• Changing Trends relating to HR

The Business of HR

The Context for Change

• The big picture – Free Trade Agreements, World Trade Organization, single currency, social changes etc
• The strategic response
• Leadership and management style
• Recruitment and retention

Managing Performance, Behavior and Culture

• Performance Management for grown-ups
• Improving managerial performance
• The Psychological Contract
• Climate and Culture
• Coaching, Mentoring; Counseling; Giving Feedback

Implications for Employment Practice

• Work Organization
• The use of Competencies
• Human Capital Management

Employee Relations

• Rights versus responsibilities
• Poor performance procedure
• Disciplinary procedure
• Grievances
• Equal Opportunities

The Future for Employment Practices

• Industrial Democracy
• The role of employee representatives
• Communications
• Consultation
• Involvement
• Program review and presentation of mini MBA certificates