Strategic Change Management for HR Experts

Introduction:

This program focuses on HR Strategic Change Management, designed to explore essential methods for executing strategic change within a top-tier HR department. Emphasizing HR roles and functions, this course introduces innovative approaches to unlock your Human Resources Department’s full potential and efficiency. Advance in the field of International Human Resource Strategic Change Management by enhancing your skills, knowledge, and abilities.

Objectives:

Upon completion of this HR Strategic Change Management course, participants will be able to:

• Prioritize HR activities and identify value-driven initiatives.
• Apply strategies to enhance human resource utilization.
• Develop actionable plans for significant organizational savings.
• Master the new HR strategic model.
• Apply predictive forecasting techniques effectively.
• Reduce costs and enhance efficiency through improved succession planning.
• Control business process reengineering (BPR) within HR and other organizational areas.
• Articulate ten major benefits from implementing HR system changes.
• Implement significant changes with tangible organizational benefits.
• Update professional skills to stay ahead in HR innovations.
• Explain the new integrated HR concept and its relevance to both public and private sectors.
• Adopt a standardized, auditable approach to HRM.
• Make HR management more business-oriented.
• Utilize the two-stage HR operations model strategically.

Training Methodology:

• Interactive Workshops
• Case Studies
• Simulations
• Role-Playing
• Group Discussions
• Hands-On Practice
• Expert Lectures
• Peer Feedback Sessions
• Self-Assessment Tools
• Technology Demonstrations

Course Outline:

Unit 1: HR as the Strategic Partner

• The new strategic process for HR.
• The 10 input checklists for strategic HR.
• The role of creativity in HR strategy.
• Translating strategy into action: the value of Strategic Action Plans.
• HR’s role in matrix management and measuring results.
• Review: Can HR improvements be achieved at no extra cost? Ten areas where significant differences can be made.

Unit 2: Making HR Effective - 10 Decisive Actions

• The evolving shape of HR.
• Internal structures needed for successful HR departments.
• Added value in human resource management.
• Manpower planning and forecasting techniques.
• Maximizing organizational structures to enhance productivity: downsizing and right-sizing.
• Understanding new supervisor and manager ratios.

Unit 3: Advances in Recruitment, Training, and Performance Maximization

• Recruitment: Innovative methods and techniques.
• Productive examination and character sketching.
• Behavioral techniques and professional interviewing tips.
• Training effectiveness: New models and assessments.
• Valuing and costing training: Prioritizing systems for better returns on training budgets.
• Enhancing efficiency through pay and rewards.
• Improving efficiency with differentiation usage and bonus schemes.

Unit 4: Performance, Competence, Appraisal, and Succession Planning

• Setting organizational performance standards.
• The need for predictive forecasting.
• Pay for performance strategies.
• Structuring and measuring competencies.
• Cost benefits in performance appraisal processes.
• Techniques to enhance assessment and maximize training value.
• New results with new methods.
• Software requirements for performance and appraisal.

Unit 5: Business Process Reengineering and Measuring HR ROI

• Understanding Business Process Reengineering (BPR) and its value.
• Case studies: IBM and Levi’s.
• Implementing BPR.
• Creating and measuring HR value with practical examples.
• HR ROI formula and calculations.