Transformational Change Management for Bank HR Professionals

Introduction

This Strategic HR Change Management program is specifically designed for the banking industry to emphasize the key areas of strategic change that enhance the performance of any world-class HR department. The course focuses on HR activities within the banking system and introduces participants to innovative and cutting-edge approaches aimed at increasing the efficiency and effectiveness of their HR functions. Integrating the strategic planning process with change management initiatives within banks is a central theme. This international program aims to upgrade the skills, knowledge, and capabilities of HR professionals in the banking sector, enabling them to manage and lead strategic changes effectively.

Objectives

By the end of this course on Strategic HR Change Management in the Banking Sector, participants should be able to:

• Prioritize HR activities by identifying value-added initiatives.
• Make decisions that optimize workforce output.
• Create an action plan to achieve substantial organizational cost savings.
• Master the new strategic HR model.
• Excel in forecasting techniques to better predict future events.
• Achieve cost reduction through enhanced efficiency in succession planning.
• Apply business process reengineering methods in both HR and other business areas.
• Identify the 10 key areas for significant HR improvement.
• Implement organizational changes with a lasting positive impact.
• Modernize professional skills to remain competitive in HR.
• Understand how an integrated approach links people systems with organizational strategy, adding value to both public and private enterprises.
• Implement consistent, auditable processes across HR functions to adopt a business-oriented perspective in HR management.
• Apply the HR two-stage model to achieve a common strategic approach.

Training Methodology

• Lecture and interactive sessions
• Discussion and case studies
• Group work and team-building activities
• Role-playing and simulation exercises
• Situation analysis (case-based approach)
• Workshops on developing change management strategies
• Peer learning and feedback
• Q&A sessions with industry experts

Course Outline

Unit 1: HR as the Strategic Partner

• The New Strategic Process for HR
• 10 Input Checklists for Strategic HR
• Role of Creativity in HR Strategy
• Translating Strategy into Action: Strategic Action Plans
• HR Responsibilities in Matrix Management and Result Measurement
• Cost-Effective HR Improvements
• 10 Areas for Significant HR Impact
• Making HR Effective: 10 Decisive Actions
• The New Shape of HR Departments
• Workforce Planning and Projective Techniques
• Maximizing Organizational Structures
• New Supervisor and Manager Ratios

Unit 2: Advances in Recruitment, Training, and Maximizing Human Performance

• New Recruitment Processes Based on Research
• Evaluating and Valuing Training
• Costing Training and Prioritizing High-Value Outputs
• Pay and Rewards for Maximum Efficiency
• New Talent Model Value Concepts
• Efficiency Improvements Through Differentiation and Bonus Schemes

Unit 3: Performance, Competence, Appraisal, and Succession Planning

• Setting Organizational Performance Standards
• Predictive Forecasting Needs
• Performance Pay Systems
• Competency Structures and Measurement
• Improving Performance Appraisal Techniques
• Enhancing Appraisal and Training Value
• New Approaches and Results in Performance Appraisal
• Software Requirements
• Succession Planning: Organizational Value of PDPs
• Approaches to Targeted Succession Planning

Unit 4: Business Process Reengineering and Measuring HR ROI

• Importance of Business Process Reengineering (BPR)
• Understanding BPR: Concepts and Applications
• IBM & Levi Case Study
• Steps to Implement BPR
• Creating and Measuring HR Value
• HR ROI Formula and Practical Examples

Unit 5: Business Process Reengineering and Measuring HR ROI

• Significance of Business Process Reengineering (BPR)
• Understanding BPR: Concepts and Applications
• IBM & Levi Case Study
• Steps to Implement BPR
• Creating Value from HR and Measuring It
• Practical Examples
• The HR ROI Formula