Guide people through change to accelerate business success
Most organisations turn to HR to help support and manage change, no matter the size or complexity involved. They know people are the key to success, and change is hard for most. Change Management for HR (CMHR), HCI’s newest certification course, is designed to build the skills you need to guide people through change: aligning change initiatives with business strategy, communicating effectively, addressing resistance and encouraging sustainability.
Coping with Change | Organisations that do not embrace change risk losing relevance, market share, and long-term viability. Yet, perpetually modifying strategies, processes, and/or policies comes at a cost — change fatigue. Constant disruptions in the status quo can contribute to decreased engagement and productivity, and uncertainty.
Most organisations turn to HR to help support and manage change, no matter the size or complexity involved. They know people are the key to success, and change is hard for most. In fact, more than 80% of professionals agree their organizations are in a constant state of change, but only 29% say major change initiatives are well-received.
HCI’s approach to change management emphasises people over process.
The Role of HR in Change Management | As an HR professional, you must guide individuals and teams through change in a way that supports the strategic partnership between HR and the business and engages and inspires key stakeholders. HCI’s newest two-day certification program is designed to build the skills necessary to align change initiatives with business strategy, communicate effectively, address resistance, and encourage sustainability.
HCI’s Approach to Change Management | Our innovative Change Management for HR (CMHR) certification program focuses on identifying and building the capabilities people need to navigate change successfully, rather than the tactical processes that underlie change initiatives. The principles learned in CMHR can be applied effectively in any organization, regardless of company size, industry, or change model(s) already in use.
To lead people through change, HCI research has identified three key roles that HR must play:
The Architect uses design thinking to construct and experiment with change, and makes sure resources and key players are secured.
The Broadcaster communicates the change with stories and data, opens dialogue between all parties, and emotionally connects people to the intention behind the work.
The Coach addresses personal resistance to change and holds people accountable for doing their part, while rewarding achievements along the way.
Learning Objectives
After completing the CMHR certification program, you will be able to:
Explain HR’s role in change management;
Describe how the partnership between business and HR can lead to success;
Distinguish among the three different roles that HR can play and when each is necessary ;
Consider how to use these roles in your own organisation;
Develop an action plan for the next change initiative;
Use checklists and tools to implement the change initiative.
Learning Architecture
All HCI courses are built on a foundation of:
■ Substantive and contemporary content, consistent with business school standards;
■ Practical and actionable concepts, presented in case format;
■ Active involvement, engagement and participation;
■ Real world practices, that require application of the material;
■ Use of best media and methods across learning styles;
■ Highest quality instructors in both subject matter and pedagogy; and
■ An objective emphasis on measurably improving business performance.
Learning Fundamentals
■ Optimised blended learning environment;
■ Grounded in original research;
■ Designed and taught by senior academics and executives;
■ Highly interactive, case-based and collaborative;
■ Continually updated with new content, tools and information;
■ Practical, effective and focused on measurable business results; and
■ Supported by deep informal learning resources.
2020
Asia
16 – 17 Mar | Kuala Lumpur, Malaysia
19 – 20 Nov | Kuala Lumpur, Malaysia
Australia
28 – 29 May | Melbourne, Australia
27 – 28 Aug | Brisbane, Australia
Guide people through change to accelerate business success
Introduction (The role of change in organisations; stats around change, change success, etc.; Change management: what it is, why it’s important; Guiding change through people, not pushing people through change; Partnership between HR and the business; Overview of HR’s change management roles.)
The Architect- Desiging Change Initiatives (Overview of Architect role; Overview of human-centered design (HCD); Using HCD for a change initiative; Using nudges in change design.)
The Architect- Partnering with the Business (Obtaining buy-in and sponsorship; Identifying and involving stakeholders; Creating the change management team; Establishing decision-making authority.)
The Architect- Setting up Change Initiatives for Success (Assessing change readiness; Identifying and addressing organisational barriers to change; Planning for and evaluating sustainability.)
The Broadcaster – Communicating the Right Information in the Right Way (Overview of Broadcaster role; Why communication is important; Communicating the vision (purpose, goals of change) with storytelling; Communicating reasons for the change; Communicating details about the change; Communicating about the impact on employees; Communicating progress; Using the right framing for each message.)
The Broadcaster – Building a Strategic Communication Plan ( Importance of being strategic and planful; Audience considerations; Timing of messages; Communication channels/ methods; Choosing the right senders; Emotional resonance.)
The Coach – Understanding and Addressing Reactions To Change (Overview of Coach role; Different ways people react to change; Understanding resistance; Addressing resistance and barriers.)
The Coach – Maximising Employees’ Capabilities (Identifying training needs; Creating a training plan; Building confidence; Developing a growth mindset.)
The Coach – Keeping Employees Engaged Through Change (Importance of keeping employees engaged; Building team cohesion; Encouraging resilience; Reinforcement (rewards, recognition); Creating a network of coaches (managers, super users, ambassadors).)
Conclusion (Wrap-up/Summary; Action Planning; Certification test.)
Why HCI?
About (This certification-led programme is by the Human Capital Institute (HCI). The Human Capital Institute provides solutions that advance the practice of human capital and strategic talent management. A global clearinghouse and catalyst for new ideas and next practices HCI is a resource for the most progressive organisations and executives in the world).
Audience Profile(195, 000 HCI members worldwide; 18 % in emerging markets; 96 % of the Fortune 500; 77 % of the Inc 500; 52,000 mid-sized firms; 726 colleges & universities; all major federal agencies and all branches of the military).
Online Talent Communities (world’s largest aggregator of open source news, information and research at the intersection of human capital and business strategy; access to over 100, 000 articles, white papers and case studies; digital library of over 1,800 webcasts, podcasts and videos; daily feed of over 200 expert blogs).
HCI Alumni (Since 2005, more than 20,000 progressive talent leaders have taken an HCI education course. As a participant, you will receive complimentary Community Membership with HCI.)
Faculty (The course is delivered by a single approved faculty member. Faculty are assigned to teach classes in any number of locations. Changes to the schedule may arise from time to time and may result in changes to assigned faculty.)
Who Should Attend
The CMHR curriculum is designed for functional leaders, people leaders, and individual contributors seeking to advance their careers by elevating personal proficiencies, establishing HR as a partner to the business, and designing change initiatives that support engagement and organizational growth.
This certification program is particularly suited for HR professionals at organisations currently undergoing or preparing for significant change:
Mergers or acquisitions;
Leadership changes;
Department restructure;
Team or function reorganisation;
New technology platform or programme implementation.
Sample titles include : Senior HR Business Partner; Transformation Director; Talent Development Director; HR Generalist; HR Director; Organisational Change Director; L&D Director.
Exam
Exam Format and Conditions (multiple choice exam; exam must be taken within six months of course completion – no extension of time will be given; exam consists of between 40-60 questions depending on which course is taken; pass score of 75%); up to three attempts provided to take the exam.
Certification (In order to receive your certification you must pass a test receiving a score of 75% or higher).
Recertification (each certification is valid for 3 year period; renewal is based on continuing education credits that demonstrate currency in the field; credits may be earned by attending HCI learning events, completing additional courses or through outside educational activities; the accumulation of 60 credits extends the certification for three additional years.
Once you register for a course, you will be signed up as a member on the HCI portal. You can refer to the “Education” tab of your online profile and download HCI’s Recertification Tracker which outlines the requirements for recertification credits.
Credits :(1) This programme has been approved for 13.5 General recertification credit hours towards aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through the HR Certification Institute; (2) SHRM has pre-approved this certification for 13.5 Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications. The Human Capital Institute is recognised by SHRM to offer Professional Development Credits (PDCs) for courses named above.
Inclusives
A meal and light refreshments will be provided at this course.
This price is inclusive of the cost of taking the exam.
Important Note
1. Terms and conditions apply. Please visit Vertical Distinct for the full terms.
2. This course is brought to you in partnership with the Human Capital Institute.
Training Grants – applicable to courses in Malaysia
Vertical Distinct Sdn Bhd is a PSMB (Pembangunan Sumber Manusia Berhad) Approved Training Provider and the courses offered in Malaysia are HRDF (Human Resource Development Fund) claimable. For guidelines and details on how to submit your application or claims to the HRDF, please visit HRDF.
This course is SBL-Khas claimable under HRDF. This course is also supported as a certification programme. HRDF advises that their general guideline is that all certification programmes are fully claimable. Subject to relevant terms issued by HRDF.
Employers are advised to tick “certification” when submitting claims to ensure it is approved based on the quote received. Applications of training grants are processed through HRDF’s eTris system. There are two schemes available namely SBL and SBL Khas. The process for those applying under SBL schemes is generally that the applicant/employer makes the payment of the course fee to the training provider and later claim reimbursement from HRDF.
The applicant applies for the training grant> obtains HRDF approval> applicant completes the course> applicant makes payment to the training provider> applicant claims it from HRDF. For programmes approved under SBL Khas, the training provider is paid by HRDF directly.
