Code | Date | City | Fees | Register |
---|---|---|---|---|
HR057 | November 11, 2024 - November 15, 2024 | Berlin | $ 6000 |
Register Course.. |
HR057 | December 16, 2024 - December 20, 2024 | Istanbul | $ 5000 |
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HR057 | January 19, 2025 - January 23, 2025 | Dubai – UAE | $ 5000 |
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Objectives
- By the end of this Course participants will be able to:
- See the new three tier HR framework and understand the structural changes needed .
- Use the new HR maturity model to measure existing position and develop strategies for the future.
- Understand and use strategic models and implementation processes to deliver future based results (this includes a new complete end to end strategic model) .
- Use the organizational maturity model questionnaire to plot the current position of their organization .
- Understand and be able to use a corporate culture programme to change organizational culture .
- Use the new MMM motivational model for re-energizing the organization .
- Learn how existing appraisal systems can be changed to produce measurable performance and competency results .
- Understand and be able to use creativity methods for improving HR performance .
- New approaches to Pay and benefits .
- Explore knowledge management and the role of emotional intelligence for tomorrows organization .
- Create added value – beyond key indicators .
The Delegates
- Human Resource staff who wish to see the future of HR .
- Managers who have an interest in performance improvement through people .
- Managers who want to see the value that HR can add to an organization .
- Staff wishing to see how new pay and benefits systems can change productivity .
- Employees wishing to pursue a senior career in Human Resources .
The Contents
- The changing expectations of Human Resources :
- Global Change .
- Impact of technology on future businesses .
- Need to change organizational structures .
- How changing internal and external customer needs will affect all current HR concepts .
- Where are you now? The HR change model .
- How strategy works – the model and the implementation:
- The four strategic models – how they work .
- Strategic models for use within the organization, incorporating the LAND model .
- Creativity and innovation – their role in strategic thinking .
- Translating strategy into action and use of corporate culture:
- How strategy is translated into business plans
- Use of the 6 S model to produce plans that can be measured
- Creating HR quality plans – how to do it – practical exercises
- Delivering measurable business benefits
- Significant changes in how International HR will function in the future:
- Process re-engineering HR activities
- The three tier model for HR
- Managing and valuing Human Capital
- Developing and measuring Competency and Performance
- Use of Corporate culture
- The changing function of recruitment, psychometric testing and Personality questionnaires
- Significant HR actions that can help improve the efficiency of the organization :
- Understanding rightsizing the organization – an ongoing process
- How pay and conditions can dramatically improve productivity
- A new look at performance appraisal
- How a new motivation model “MMM” can change measurable results
- Corporate communications – a new role for HR?
- Managing trends; knowledge management, home working, predictive forecasting
- Strategic Analysis – Internal and External Environment Analysis :
- Techniques and models of internal (organisational) analysis
- The resource based view of the firm (RBV), and Value Chain Analysis
- Techniques and models of external analysis
- SWOT analysis (strengths, weaknesses opportunities and threats)
- Force field analysis
- Pest/pestle analysis (Political, economic, social, technical, legal & environmental dimensions/influences)
- The Change Process – Approaches and Models for Implementing Strategic Change :
- The planned approach to change
- The emergent approach to change
- The situational and contingency approaches to change
- Examine different methodologies and models applicable to the above approaches
- The impact of management behaviour, culture, organisational learning and organisational structure .
- The implications for Organisational Development in applying different approach to change
- Managing Change – Roles and Responsibilities :
- Leaders – setting the vision .
- Human Resource Professionals – overseeing the implementation of change
- Line managers – implementing change
- Human Resource professionals – establishing supporting people management procedures, systems and processes, e.g. new compensation and reward systems
- Review of success criteria
The Discount
0% in case of Three P. (or more)
Course File
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