Course Description
Today’s most effective human resources managers are strategic business partners. This advanced certificate equips you to work inside and throughout the business to drive change and growth. And you’ll become fluent in the language of your business leaders.
As an HR manager, can you articulate your company’s business goals and strategy? Do you know how best to align your human resource tools and expertise — from recruitment, to talent management, to engagement — to support this strategy? This MBA level advanced HR management program provides a broad, organizational perspective, laying the foundation for you to identify, develop, and measure HR initiatives critical to your firm’s bottom-line success.
The role of today’s HR manager demands broad responsibilities that include organizational leadership and strategic thinking. As the profession evolves, HR departments are being called upon to make bigger-picture decisions and to execute well-defined HR strategies that align with larger organizational strategies.
Strengthening the employer-employee relationship is the strategic role of a human resources manager. However, there’s more than meets the eye to doing this. Human resources managers formulate workforce strategy and determine the functional processes necessary to meet organizational goals. Their job requires expertise as an HR generalist, which means they must be familiar with every human resources discipline.
Upon completion of this training course you will recieve your certificate which has been fully accredited by Qualifi, an official UK government recognized awarding body.
Benefits of an Internationally Accredited Certification
Our accredited courses have been independently assessed to ensure a consistent and high quality
Our accreditation provides proof that we comply with industry best practices.
Our accreditation demonstrates that our presenters have vast technical knowledge and experience.
Studies have shown that individuals that attain international accreditation/certification are more likely to achieve higher salaries and be promoted over those individuals that are not.
Key Takeaways
Learn the latest thinking regarding the changing role of the HR business partner / professional
Develop models of strategy and value creation
Learn the tools needed to strategically align HR activities with organizational strategic action
Understand HR’s role as a vital contributor to your organization’s success
Discover strategies to attract and retain top talent
Examine best practices for managing performance and creating compensation, training and benefit systems that drive bottom-line result
*Successful completion of the course materials, and exam makes you a Certified Strategic Human Resource Professional (SHRP)™ . You can use the designation of SHRP™ on your resume and business card.
Agenda
Topics That Will Be Covered
Aligning Corporate Strategy to Human Resource Strategy
Corporate Vision and Mission Statements
How operations delivers the strategy
What is Strategy?
Strategic Project Planning: To plan or not to plan?
The triggering event
Defining Corporate Strategy and Competitive Advantage
Strategic Human Resources
Strategic Human Resources Management Overview
The changing role of the HR professional
Purpose of Strategic Human Resource Planning
The 4 steps of the HR Planning Process
The 6 steps of HR strategy development
Case Study: Walmart
The Tools and Techniques for Human Resource Strategic Analysis
HR Metrics for Organizational Effectiveness
Benchmarking
Balanced Scorecard Approach
Strategy Mapping
SWOT/PEST Analysis
Mckinsey 7S Framework for Evaluating HR Strategy
When to use 7S Framework
The 7 Elements of Strategy Evaluation
How to use the 7S framework in HR
Asking the right questions
Strategic Human Resources Management
The importance of HR policies and procedures and HR manuals.
The basic components of a professional HR policies
Role of HR manuals and employment contracts in employee engagement and communications
HR strategy and policy implementation
International Human Resources Management
HR in global organizations
Categories of employment
Developing international assignment
Global talent management
Doing Business with diverse cultures Geert Hofstede’s Cultural Dimensions Model
The 6 Principles of Global Talent Management
Alignment global talent management with corporate strategy using example from General Electric (GE)
Internal Consistency using example from Siemens
Cultural Alignment of Management: aligning global talent with the corporate culture using example from IKEA and IBM
Involvement of all levels of management using example from Procter and Gamble (P&G)
A Balance of global and local needs, the importance of consistency using example from Rolls Royce
Employer branding through differentiation using example from Shell
Change Management
The emotional cycle of change management
Kurt Lewin’s Model of change management: The 3 stages of change
John Kotter’s 8 Step Change Model
The Role of HR in Change Management
HR as a an agent for change
Case Study: Corrus Uk
Performance Management
Definition
Functions of performance management
Factors influencing performance management
The Performance Management Cycle
Compensation Strategy
Key elements of developing a compensation strategy
Compensation: Creating the right incentives
Types of Compensation
Equity Theory
The New Approach to Compensation
The Key Questions to ask when creating a compensation schematic
Employer Branding
Employee Attractiveness Components
Google, Starbucks, and Apple employer branding
Employer branding research
Goals of Employer Branding
The 5-steps to building an employer brand
Case Study: Audi
Motivation
Motivation and Compensation
Motivational Theories: Maslow and Herzberg
Motivation through job design’
Motivation through rewards
“What Really Motivates Us?”
Case Study: Virgin Media
Employer Engagement
Goal of the employer and the employee (The Principle Agent Problem)
Factors effecting Employee Engagement
How to address the factors effecting Employee Engagement
Case Study: Harrods
Achieving Work-Life Balance
The importance of work-life balance
The benefits of managing the work-life balance
The business case for work-life balance
Employment trends to improve work-life balance
Case Study: Brunt Hotels
Leading a Four Generation Workforce
Identify the values, expectations, and issues that shape the multigenerational work environment.
Eight guidelines for fostering cross-generational relationships.
Communication tips specific to each generation.
Motivate and inspire individuals from all generations.
Leadership
Emotional Intelligence
Leadership Styles and Traits
Hershey-Blanchard Situational Leadership
Special demands on project managers
Project communications
Characteristics of successful project management
Management styles, leadership and motivation
*Personality Profiling Test valued at $275 is included in this program.
*Earn Professional Development Units towards maintaining your relevant certification/license.
*Earn (Professional Development Credit) upon successful completion of this program toward SHRM.
Audience
Who Should Attend This Program
Human Resource Specialists, and other HR professionals at all career levels working in the areas of…
- HR Policies and Procedures
- Employee Relations
- Employee Communications
- Personnel Administration
Comments
Delegates must meet the following criteria to be eligible for certificate of completion:
Attendance – delegates must attend all sessions of the course. Delegates who miss more than two hours of the course sessions will not be eligible to sit for the Certified Strategic Human Resource Professional (SHRP) Examination.
Successful completion of the course work and exam – Upon completion of this training course you will receive your certificate which has been fully accredited by Qualifi Limited; a UK recognized awarding organization (Ofqual registration 04619981).