Introduction
An approach to managing human resources, strategic human resource management supports long-term business goals and outcomes with a strategic overall framework. It focuses on longer-term resourcing issues within the context of an organisation’s goals and the evolving nature of work, and informs other HR strategies, determining how they are integrated into the overall business strategy.
Curriculum Guide
Day 1 – Session One
Revamping Your Current Talent Function: A Strategic View of Talent Management by Leveraging on Existing Capabilities and Potential
• Comprehending the role of talent management aligned with organisational strategy;
• Assessing evolving talent demands and finding newer solutions to meet them through Strategic Workforce Planning;
• Business Strategy drives Talent Management Strategy;
• Analysing the talent within: Segmenting Roles;
• The new role of Talent Development;
• Leadership: Leading and Managing Talent;
• Building your Talent Acquisition strategy for the new organisation;
• Middle East HR and Emiratisation.
Exercise: Case Study The new CEO and the need for a new level of HR: Becoming a strategic advisor to the C-Suite.
Group Discussion
• The State of your HR Department: Can you make the transition?;
• Key take-aways and how it could enable your transformation.
Day 1 – Session Two
HR Transformation: From Operational Services to Talent Management partner
• Recruiting to Talent Acquisition;
• Strategies for improving engagement, collaboration and retention;
• Talent Development and Deployment;
• Human Capital Analytics and the role it plays in becoming a strategic partner;
• The use of social media in the talent management process;
• Managing global teams in a global world;
• Strategic HR being the end goal.
Case studies From HR Generalist to Strategic Partner.
Day 1 – Session Three
Building and Sustaining a Culture of Employee Engagement to Thrive in a Competitive Business Landscape
• The role of Onboarding: the first key to engagement;
• Strategies for connecting your workforce to the organisation;
• Engagement, collaboration and retention;
• Steps to improve the Workplace and the Workforce;
• Building sustainable leadership throughout the organisation.
Case studies Employee life-cycle and the role of engagement
Discussion Building a circle of continuous improvement in talent capability by reviewing and re-examining work structures.
Day 1 – Session Four
Bridging the Talent Gap: Creating a Vision of Talent Success to Establish Sustainable Organisational Growth
• The HR Audit: the talent quotient;
• HR becoming the internal consultant on Human Capital;
• Influencing skills: the new HR Competency;
• Designing your HR business model: Consultancy or HR Business Partner.
Case Study How changing corporate strategy can affect your talent strategy.
Day 2 – Session One
HR’s Role in Performance Management: Delivering Ultimate Value to Your Organisation by Developing a Solid Performance Evaluation Framework
• Performance Management: rebranding a tired and inefficient process;
• Designing the HR performance management process;
• Managers: the key in the performance conundrum;
• Understanding basic and key principles of performance management;
• Setting performance expectations for employees to establish various paths of success;
• Goal Setting as the foundation of performance management.
Exercise Rebranding your PM Strategy.
Day 2 – Session Two
The Perfect Blend: Combining Tangible and Intangible Reward Schemes to Obtain the Best of Both Worlds
• Analysis of Total Rewards: Are you competitive?;
• Total Rewards: strategic advantage;
• A great workplace and how it applies to your Total Rewards model;
• Extracting value out of intangible reward systems to minimise company expenditure;
• Leveraging on appreciation, recognition and empowerment and using it to maximum advantage.
Day 2 – Session Three
The New Organisation and the Future role of HR
Group Discussion
• How are organisations interacting with HR;
• Thoughts on your HR Transformation journey;
• How are companies evaluating employee performance?
2 Day review
• Key Take-Aways;
• Building your network;
• Q & A.
