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 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 works

• End of the day review

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 spending analysis

• End of the day review

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

• End of the day review

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

• End of the day review

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

• End of the day review