Human Resources Management (Certified HR Professional)

Module 1:

Leading Strategic HR Transformation

Day 1: The Formulation of Strategy, How it Works – The Process Explained

• Introductions and program objectives

• Why taking HR to the executive level is such a good idea – greater opportunities, bigger jobs – long term security & it's what world-class businesses want

• Where strategy fits with the Vision, mission and operating plans

• A traditional approach to strategic planning

• The new HR model -10 steps needed to form an HR strategy

• The strategic model how it works

Day 2: 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 action plans

• Building Strategic action plans – getting others committed; No SAP – what can happen

• Producing Executive financial information – unit costs and spend analysis.

Day 3: Mastering Predictive Trends & Management Information – Getting the Big Picture

• Why executives need predictive information

• An executive must be good at predictive information – trend analyze

• Software for predictive planning and trend analysis

• Other predictive factors to review, are succession planning, emergency planning

Day 4: Key Performance Factors – Maximising Human Capital

• Measurement tools –organizational maturity, corporate culture, etc.

• Relationship between performance and competence

• Valuing human capital – how to do it

• Critical performance indicators

• Presenting at an executive level

Day 5: Understanding and Being Able to Act on High-Level HR Trends

• World trends – employment, inclusion, new employee expectations

• World business trends – leadership, team working, employment/ supervision ratios

• Changing Trends Relating to HR

Module 2:

The Business of HR

Day 6: The Context for Change

• The big picture – Free Trade Agreements, World Trade Organisation, single currency, social changes etc

• The strategic response

• Leadership and management style

• Recruitment and retention

Day 7: Managing Performance, Behaviour and Culture

• Performance Management for Grown-ups

• Improving managerial performance

• The Psychological Contract

• Climate and Culture

• Coaching, Mentoring; Counselling; Giving Feedback

Day 8: Implications for Employment Practice

• Work Organisation

• The use of Competencies

• Human Capital Management

Day 9: Employee Relations

• Rights versus responsibilities

• Poor performance procedure

• Disciplinary procedure

• Grievances

• Equal Opportunities

Day 10: The Future of Employment Practices

• Industrial Democracy

• The role of employee representatives

• Communications

• Consultation

• Involvement

• Program review and presentation of certificates