Human Resources Management (Certified HR Professional)

Departments. This essential program will provide you with the best in new techniques, processes, and direction that leading HR departments need to take to be world-class.

 

Rapid and radical change is affecting the whole of the world. Some parts of the Middle East are facing significant challenges in terms of growth and competition. In other places, the key to prosperity as an organization is seen as controlling costs and maintaining market competitiveness. In these circumstances, companies are increasingly searching for a source of competitive advantage through HR.

 

  • Use a strategic model to build an HR strategy, and know where strategy fits into corporate business.
  • Be able to use the 6 S process to translate strategy into HR action.
  • Write business action plans to delegate strategic tasks.
  • Build and produce high-level management information.
  • Know what HR trends to report on and be able to master emergency planning.
  • Do executive briefings to gather and disseminate information.
  • Show the added value of HR to your business.
  • Translate current trends to maximize Human Capital investment.
  • Managers or Supervisors acquiring responsibility for the HR or Personnel Function
  • HR or Personnel Generalists
  • Specialists returning to, or moving to, a generalist role
  • Established HR Professionals wishing to obtain new ideas
  • Newly appointed HR professionals
  • Managers or Supervisors or Team Leaders who wish to improve their knowledge of professional HR

  • Introductions and program objectives.
  • Why taking HR to executive level is such a good idea – greater opportunities, bigger job – long term security & its what world-class businesses want.
  • Where strategy fits with the Vision, mission, and operating plans.
  • The traditional approach to strategic planning.
  • The new HR model -10 steps needed to form an HR strategy.
  • The strategic model of how it works.

 

  • The formation of Strategic objectives and how to translate them into the HR 6 S model.
  • Building Business action plans.
  • Building Strategic action plans – getting others committed; No SAP – what can happen.
  • Producing Executive financial information – unit costs and spend analysis.

 

  • Why executives need predictive information.
  • The executive must be good at predictive information – trend analyses.
  • Software for predictive planning and trend analysis.
  • Other predictive factors to review, succession planning, emergency planning.

 

  • Measurement tools –organizational maturity, corporate culture, etc.
  • Relationship between performance and competence.
  • Valuing human capital – how to do it.
  • Critical performance indicators.
  • Presenting at the executive level.

  • World trends – employment, inclusion, new employee expectations.
  • World business trends – leadership, team working, employment/ supervision ratios.
  • Changing Trends relating to HR.

 

  • The big picture – Free Trade Agreements, World Trade Organisation, single currency, social changes, etc.
  • The strategic response.
  • Leadership and management style.
  • Recruitment and retention.

 

  • Performance Management for grown-ups.
  • Improving managerial performance.
  • The Psychological Contract.
  • Climate and Culture.
  • Coaching, Mentoring; Counselling; Giving Feedback.

 

  • Work Organisation.
  • The use of Competencies.
  • Human Capital Management


 

 

  • Rights versus responsibilities.
  • Poor performance procedure.
  • Disciplinary procedure.
  • Grievances.
  • Equal Opportunities.

 

  • Industrial Democracy.
  • The role of employee representatives.
  • Communications.
  • Consultation.
  • Involvement.
  • Program review and presentation of certificates.

 

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