PROGRAM OVERVIEW
Human Resource (HR) as a Strategic Partner of business is a concept that has profound implications for the role, function and organization of the human resources function.
Success demands that HR’s ability to:
- develop and practice new skills
- be accountable for delivering value
- create policies, processes and services that contribute to business success
It also demands people managers throughout the business acquire and be accountable for practicing business-enabling people management competencies.
TARGET GROUP
This program presents a step by step approach for creating a staffing plan to resource the business. It is intended for senior business managers involved in planning the manpower required to achieve strategic and operational business plans.
- HR Directors
- Senior Managers who are considering moving to a Business Partnering model
- HR Managers aspiring to the role of Business Partner
- Managers in charge of business units who are looking to HR to help grow their business capabilities
LEARNING OUTCOMES OF THE PROGRAM
- Extrapolate the impact of strategy on manpower requirements
- Forecast the labor market trends and labor turnover data
- Identify strategies to achieve a desirable manpower future
- Develop plans of staff recruitment, deployment, retention and development
- List and use data sources in support of manpower planning
- Specify links to succession planning and career development
CONTENT OF THE PROGRAM
Session 1 – Why the concept of HR as a Strategic Partner has evolved?
- Demonstrating value and optimizing human capital as a competitive advantage.
Session 2 – How the Strategic Partnering model of HR differs from more traditional models
- Building and managing HR systems to enable the business activities and compliance to deliver added value.
Session 3 – HR and business acumen
- Understanding external business realities in order to develop strategy, adapt practices and allocate limited resources to maximum results.
Session 4 – Key stakeholders and how HR creates value for them
- Building stakeholder partnerships and crafting HR’s mission.
Session 5 – HR practices that create value
- HR practices that drive a high performance culture and bringing practices to life.
Session 6 – HR’s delivery processes
- Aligning HR processes to deliver value, process efficiency and stakeholder satisfaction.
Session 7 – HR’s organizational structure
- Organizing HR to accomplish its strategic goals, maximize efficiencies, and delight stakeholders.
Session 8 – Key skills and competencies required to function effectively in partnering
- Investing in building HR professionalism, closing the gap between current and desired capabilities.
Session 9 – Implementing the concept of HR as Strategic Partner
- The strategic role of HR in building partnerships.
Session 10 – Building the case for change
- How HR promotes organizational excellence; model for the new HR; mapping HR’s transformational journey; questions for HR to answer.
Session 11 – Senior Managers role in HR’s new mandate
- HR cannot succeed in becoming more strategic on its own; practical aspects of senior management’s commitment; accountabilities for delivering added value.
Session 12 – Tools to measure success
- Understanding what is meant by ‘HR being strategic’; how, and how effectively, HR engages with the business to understand what outcomes HR needs to deliver and how; measurement framework that captures the breadth of HR’s contribution
METHODOLOGY
This program will be delivered via interactive presentation, practical hands-on activities, role-play and group & individual presentation.
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