Strategic HR Planning and Job Competency Development (10 Days)

Introduction:

Participants in the Strategic HR Planning and Job Competency Development course will focus on strengthening capabilities in both governmental and private institutions. The course aims to improve performance and human resource capabilities through intentional and systematic change. Organizations face competing priorities such as cost, quality, speed in product development, and adapting to a changing environment marked by intense competition, globalization, total quality management, balanced scorecard, teamwork, innovation, excellence, and customer satisfaction.

Participants will address the challenges of maintaining alignment in organizational culture, climate, and strategic planning while adapting to new technologies and the information revolution. Overcoming these challenges requires exceptional and creative human resources.

The course will guide organizations in achieving transformation, innovation, development, and leadership excellence, positioning them at the forefront of their industries.

As HR roles evolve, understanding strategic HR planning and development is crucial. This course provides HR professionals with valuable insights into strategic HR planning and job competency development, essential for aligning HR functions with organizational goals.

The curriculum covers HR sub-specialties such as Technical HR competencies and Strategic HR competencies, equipping participants with the skills needed for today's dynamic corporate world.

Objectives:

By the end of the Strategic HR Planning and Job Competency Development course, participants will be able to:

• Assess HR contributions toward achieving organizational goals.
• Identify features needed for innovation and differentiation.
• Understand effective HR management systems.
• Apply principles of managing human resources.
• Enhance administrative effectiveness and performance management.
• Grasp the importance of performance improvement.
• Execute skilled interviewing techniques.
• Perform functionally aligned assessments.
• Apply methods for effective work performance appraisal.

Training Methodology:

• Needs Analysis
• Objective Setting
• Content Development
• Interactive Workshops
• Case Studies
• Role Playing Exercises
• Group Discussions
• Simulation Exercises
• Feedback and Review
• Assessment and Evaluation
• Follow-Up Sessions

Course Outline:

Unit 1: Skills of Administrative Excellence and Evaluation of Work Results

• System of work results evaluation and improvement.
• Administration and effectiveness improvement.
• Components of excellence and administrative improvement.
• Principles of excellence and administrative improvement.

Unit 2: Intellectual Principles and Basics of Human Resource Management

• Pillars for applying excellence and creativity in HR.
• Scope, significance, and goals of HR management.
• Organizational and HR management problems.
• Evolution and principles of HR management.

Unit 3: Manpower Planning

• Definition and significance of manpower planning.
• Phases of manpower planning activities.
• Recruitment and forecasting techniques.
• Challenges in human capital planning and solutions.

Unit 4: Selection, Recruitment, and Interviewing Skills

• Selection and recruitment systems.
• Scientific steps in selection and recruitment.
• Interviewing skills and values testing.
• Attributes of creative and exceptional candidates.

Unit 5: Functional Evaluation of Human Resource Performance

• Performance criteria and indicators.
• Functional evaluation approaches.
• Addressing evaluator bias.

Unit 6: Features and Challenges of Globalization

• Characteristics and impact of globalization on organizations.
• Economic, technological, cultural, and social factors.
• Future challenges and global perspectives.

Unit 7: HR Management in the Age of Globalization

• Objectives and functions of HR management.
• Impediments and importance of HR management in globalization.

Unit 8: Planning Human Resource Needs Amid Environmental Challenges

• Importance and factors affecting human resource planning.
• Incorporation of planning models and forecasting techniques.

Unit 9: Analysis of Work and Job Descriptions

• Relevance of job analysis in organizations.
• Work performance analysis and job analysis techniques.

Unit 10: Career Path Planning and Development

• Importance of career planning.
• Factors and approaches in career planning.
• Career management and staff ladders.

Unit 11: Strategic Management of Human Resource Planning

• Strategic management of HR and administrative development.
• Objectives and methods of administrative and organizational development.

Unit 12: Strategy Building through Balanced Scorecard (BSC)

• Strategic issues and performance management in organizations.
• Criteria, indicators, and implementation of the Balanced Scorecard.

Unit 13: Developing and Enhancing Six Sigma Systems

• Concept and relevance of Six Sigma.
• Six Sigma methodology and project management.
• Implementation and applications of Six Sigma.