PROGRAM DETAILS

 Introduction

Given the increasing executive focus on people and talent, HR has an unprecedented opportunity to position itself as a true strategic partner to the business. Yet very little tangible, pragmatic advice exists as to how specifically HR can make a real difference to organisational performance. This programme unveils the six key requirements for building a strategic HR Partner function that is fit for your organisation’s needs both today and in the future.

 Learning Objectives

By attending this highly interactive programme delegates will learn the:

• Six key requirements for building strategic HR
• Identify how HR can align to business strategy and then develop robust workforce plans to drive performance through people
• Identify the right things to focus on, analysing where HR can afford to be ‘lean’ and where practices need to be cutting edge to deliver the strategy
• Recognise that since one size does not fit all (for global or multinational clients) how to balance standardisation and differentiation
• Evaluate how HR currently works and what may need to change to develop an integrated HR partner operating model
• Develop pragmatic, sustainable implementation plans for both discrete, stand-alone solutions and large scale transformation programmes
• Build the HR capability required to confidently engage with the business and operate as a true strategic partner

 Training Methodology

This practical and results-oriented program is based on adult learning concept. It incorporates short inspiring lectures with structured lessons from the learning manual; captivating PowerPoint slides with videos to enhance learning; ongoing discussions with action planning; ample time for Q&A; training activities to reinforce key concepts within a fun learning environment.

Pre & Post-course assessments will be implemented to measure the effectiveness of the training.

 Program Content

Day 1: Align HR to the Business Strategy

• What does adding value at board level mean?
• Understand and leverage the linkages between strategy, people and work
• The critical role HR Partners play in developing people and organisational agility mean?
• How to determine if your organisation’s future people requirements is in line with business strategy?’
• How to determine impact of possible external factors on the organisation’s human capital needs to translate HR activity into robust plans that answer the ‘five rights.’

Day 2: Focus HR on the Right Things

• Understand where there is a requirement for basic – versus best practice – HR practice and service critical to becoming a strategic partner
• Exploring what ‘lean’ HR could look like and then identifying where additional resource should be focused to deliver the strategy
• How to have a commercial conversation around the value it adds to the business and its return on investment.
• Identify the key services which are essential to your organisation’s future.

 Day 3: Balance HR Standardisation and Differentiation  

• How to change the standardisation of HR in recent years to meet business needs?
• Which differentiation in HR practice and service is required?
• How much flexibility is needed, whether by business segment, market, region or employee group?

 Day 4: Create an Integrated HR Model 

• Learn how HR partners work by creating an HR model which is fit for purpose now, yet scalable for the future, is critical to delivering short and long term functional value.
• Translate HR activity into detailed processes and policy supported by the right data and technology.
• Put the right governance and performance management in place to ensure focused delivery and scalability in line with changing business requirements.

 Day 5: Build HR Capability to Ensure Implementation 

• Deliver pragmatically and sustainably means acceptance of constant change, and recognition that adapting quickly is key to organisational agility and competitive advantage. How to do this?
• ‘Future proof’ the design of discrete, stand-alone interdependencies across key HR activities and processes to maximise value.
• Creating a confident, capable and agile HR team by developing HR partners who have the necessary skills to understand the business environment, translate the organisation’s strategy into human capital requirements and engage with the business effectively.
• Deriving course lessons and applying them at work