Strategic Change Management for HR Professionals
Course Details
Objectives
• Priorities HR activities and identify what produces value
• Take action to maximize manpower
• Have compiled and action plan that will produce significant organizational savings
• Master the new HR strategic model
• Master how to do predictive forecasting
• Reduce the cost and significantly improve the efficiency of succession planning
• Master business process reengineering and be able to apply the techniques both in HR and in other areas of the business
• Explain to others the 10 key areas where the Human resource can be significantly improved
Outline
HR as the Strategic Partner
• Introduction and Program Objectives
• The New Strategic process for HR
• The 10 input check list for Strategic HR
• The role of creativity in HR strategy
• How to translate Strategy into action – the value of Strategic Action Plans
• HR’s role in Matrix management and measuring results
• Review “Can the human resource really be improved at no extra cost?”. Ten areas where a real difference can be made
Making HR Effective – 10 Decisive Actions to Make a Difference
• The new shape of HR
• The internal structure needed for tomorrows successful HR departments
• Does added value apply to HR?
• Manpower Planning (1) – use of Manpower Projective Techniques
• Maximizing organizational structures to enhance productivity – how downsizing and right sizing work
• Understanding the new ratios for supervisors and managers
A New Look at Advances in Recruitment , Training and Techniques to Maximize Human Performance
• Recruitment(2) – The new approach to recruitment processes
• How testing and profiling can make a real efficiency difference
• How to improve the questioning process using the latest in behavioral techniques
• Tips and techniques used by interviewing professionals
• Professional interviewing in practice
• Training(3) – The new training efficiency model
• Techniques to determine which training provides value to the organization
• How to evaluate training
• Valuing and costing training and the use of a prioritizing system to get outstanding value from the training budget (specialist handout)
• Maximizing efficiency through pay and rewards (4)
• Concepts of value using the new talent model
• Two major improvements in efficiency – use of differentiation and bonus schemes
• Business examples – Case Studies
New Performance and Value Approaches to Performance, Competence, Appraisal and Succession Planning
• Understanding Performance (5) – Setting organizational performance standards
• Need for predictive forecasting
• Paying for performance
• Understanding how competencies (6) – are structured and how to realistically measure them
• Performance appraisal (7) – understanding the cost of appraisal and how to improve it
• Techniques to improve appraisal techniques and to maximize the value of training
• New approach – new results
• Software needed
• 5 Succession Plans (8) – what is the organization value of PDP’s?
• The three approaches to targeted succession planning
• Group exercise and report back
Business Process Re-engineering and How to Measure the Return On Investment on HR Activities
• BPR (9) – Understand the immense value Business Process Re-engineering offers
• What is BPR? – DVD and discussion
• IBM and Levis Case Study
• How to do BPR?
• Creating and Measuring value from HR (10)
• Practical examples
• The HR ROI formula
Who Should Attend ?
This course is designed for HR professionals who are responsible or are directly involved in leading strategic change and managing the process through the HR department.
