In modern organizations, Human Resources (HR) cannot limit itself to a mere implementation role. Its approach to managing the function needs to expand in order to truly become a strategic partner in the business. This course will help you learn about the tools and techniques used in drafting and developing HR strategies. It will also equip you with the knowledge and skills you need to translate such strategies into actions. Furthermore, the course will enable you to link the HR strategy to that of the organization and provide real value-adding HR solutions that you can present in a language organizational management understands.
Course Methodology
This course uses a combination of theory and practical application of course concepts. Participants will engage in simulation exercises combined with round table discussions of real life situations allowing them to gain a strong grip on the knowledge and skills presented in this course.
Course Objectives
By the end of the course, participants will be able to:
List the main cycles in human resources and the critical steps of each
Define strategic HR management and draft an HR strategy
Explain the vital Key Performance Indicators (KPIs) which should be constantly monitored in HR
Assess employee morale and determine a formula for calculating it objectively
Differentiate between types of turnover and determine how each should be calculated
Describe the main types of planning and budgeting approaches and how and when to use each
Target Audience
Human resources managers and senior professionals, specialists, team leaders, and business partners in the function who seek to broaden their knowledge and improve their skills in the key functions of HR as well as those who are responsible for evaluating HR and its effectiveness in the organization. This course is also suitable for those employees who are targeted for development or promotion within the HR function.
Target Competencies
Strategic planning
Analytical thinking
Leading and supervising
Deciding and initiating action
Working with people
Relating and networking
Persuading and influencing
Planning and organizing
Achieving goals and objectives
Course Outline
The main cycles in human resources management
HR strategy cycle
Recruitment and selection cycle
Training and development cycle
Performance management cycle
Compensation and benefits cycle
Strategic HR management
Situation analysis
'SWOT' analytical tool
'PEST' analytical tool
'PEDSTL' analytical tool
HR strategy
Visions and missions
HR strategic goals
Critical success factors in HR
Key result areas
Key performance indicators
Core competencies
Core values
Measurement of each critical success factor category
Measuring human resources
Measuring HR strategies: the main KPIs
Human resources versus human capital
Return on Human Capital (ROHC) and Cost of Labor (COL)
Human Value Added (HVA) and Profit per Employee (PPE)
Employee morale and employee satisfaction indices
Other HR metrics
HR scorecards and dashboards
The balanced scorecard
Employee turnover
Turnover versus attrition (gross and net turnover)
Voluntary versus non voluntary separation
Analyzing turnover: interpreting the data
Cost of turnover for organizations
Healthy versus unhealthy turnover
Turnover index
Strategic planning and budgeting for human resources