By the end of this course delegates will be able to:

• Experience new HR frameworks and understand the potential resource development improvements required
• Use the new Human Resource maturity model to assess the ‘departments health’ and develop appropriate strategies
• Understand and use strategic models and implementation processes to deliver future focused requirements
• Use an organizational model questionnaire to plot the current ‘performance’ of the organization
• Understand and be able to create/deliver corporate Programs to initiate organizational cultural changes
• Examine new motivational model(s) and questionnaires to re-energizing the organization
• Develop existing, or create new appraisal systems to produce measurable improvements in performance and competency skill sets
• Understand and be able to develop creativity within the team to improve HR performance
• Consider the implications of pay, benefits and rewards when linked to performance reviews
• Explore knowledge management along with the expanding role of emotional intelligence in tomorrow’s organization
• Create added value to satisfy key HR performance indicators

Those attending this program will:

• Experience the latest thinking regarding international HR strategy
• Have a unique opportunity to sample a number of HR delivery measurement and assessment tools
• Master HR strategic thinking using an straight forward approach
• Be able to improve organizational performance by adopting a new approach to staff development and retention

  Changing Business Expectations and the Resulting Demands Placed on Human Resources

• Introductions
• Businesses experiencing global change
• The impact of technology, and the way business will be conducted in the future
• The need to change organizational structures to match the business needs
• How changing internal and external customer requirements will impact on all current HR concepts
• Where are you now? The HR change model -questionnaire analysis and discussion

How Strategy Works – Examining the Models, Implementation and Measurement Strategies

• Strategic models – the value and how they work including case studies
• Mission statements, measurement tools and monitoring progress and celebrating improvements
• Strategic models for use within the business, incorporating organizational tools for managing conflicting activities
• Creativity and innovation – their role in strategic thinking

Translating Strategy into Action and Examining Changes in Corporate Culture

• How strategy can be translated into business plans
• Use of the 6 S model to produce plans that can be measured
• Creating HR quality plans – how leading international companies to do it
• Assessing bottom line benefits and delivering measurable business benefits
• How organizations fall into the trap of failing to plan – planning to fail

Significant Changes in How International HR Will Function In the Future and the Implications

• Process and staff re-engineering HR activities
• The three tier model for HR –benefits to the business
• Managing/ developing Human Capital and knowledge management
• Developing, deploying and measurement of competencies in successful performance management processes
• Using Corporate culture –how to develop a corporate culture template
• Running successful recruitment campaigns using, psychometric testing’ personality questionnaires and competency frameworks

Demonstrating How Specific HR Actions Can Help Improve the Efficiency of the Organization

• Monitoring of the manpower plan, understanding rightsizing the organization – an ongoing process
• How pay and conditions strategies can dramatically improve productivity – at no extra cost to the organization
• Reviewing performance appraisals – delivering year on year improvements in competence and performance
• How a new motivation model, and motivational tools/techniques can achieve measurable results
• Successful corporate communications – a new role for HR?
• Managing trends; intellect management, remote working, using predictive forecasting methods