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Home Modern Trends in HR Management


  • Ref:
  • HR116
  • Course Title:
  • Modern Trends in HR Management
  • Fees:
  • $6,750
  • Venue:
  • Boston, USA
  • Date:
  • 2022-09-26


New business requirements and new innovations make it essential for HR to be in strategic harmony with the business. No longer a burdensome cost, HR Management has a new role to play. It must move from an old to a new paradigm. 
The new future for HR Management will mean a massive rethink of how HR contributes to the business and how its value is measured. If your business strategy explicitly recognizes that the success of your organization is dependent on your people and if you interested in building a world class people business so that you can attract and retain the best staff and provide them with great personal development opportunities this programme is for you.
Learning Objectives
Participants attending the programme will:
  • Get right up to date with HR management best practices and current thinking
  • Have a unique opportunity to sample a number of new HR approaches to people development
  • Align HR with the organization’s vision, strategies, values and competencies
  • Master HR strategic thinking using an A-Z approach
  • Explain the key principles and practices involved in implementing strategic HR management 
  • Leading and working in the HR function to create tangible business value
  • Branding HR

Training Methodology

The programme will be interactive and practical. There will be work in groups and pairs as well as individual exercises and everyone will get an opportunity to discuss their issues with business writing. Each day will end with time to produce an action plan for delegates’ continuing development.

Programme Content
Day 1 - HRM Transformation
  • HR Management and the organizational impact it SHOULD have
  • How changing internal and external customer needs affects HR Management concepts
  • Transformation from HR Management (HRM) to Human Capital Management (HCM)
  • Changing the organization’s perception of HR as a source of strategy implementation and as a means to achieve important business priorities
  • How to focus on business level outcomes rather than HR level inputs
Day 2 - HRM to HCM
  • Moving HR to become a strategic core competency and a high performance work system that creates real shareholder
  • Designing the HCM strategy model
Day 3 - HR Strategic Competencies
  • Understanding the human capital dimension of each of the organization’s key business priorities
  • Be able to communicate how solving these human capital problems will directly affect organizational performance
Day 4 - Process Redesign
  • Ensuring HRM practices are integral to all organizational systems and the organization capability development
  • Ensuring HRM practices and processes fit with each other and with the strategy and design of the business
Day 5 - HRM in Partnership with the Business
  • Helping HRM to have a full partnership role in the following business processes:
  • Developing strategy
  • Designing the organization
  • Change/process implementation
  • Integrating performance management processes and practices
  • Integrating systems and help HR to reinvent its structure and approach so that it can deliver the kinds of systems/business partnership behaviors that make the organization more effective
  • Ensuring the CEO and the Head of HR share a focus on one question: how to architect and implement a HR strategy aligned with business priorities and capable of rapidly adapting to a shifting competitive landscape?