HR Processes and Best Practices Program

Introduction

This important HR Processes, Culture, & Change Management Programme training course focuses on vital areas of modern Human Resource Management (HRM). It is a unique course that addresses core HR issues in a critical and evaluative way. This HR Management training course also provides a theoretical background, guidelines on best practice, and skills development in organizational development processes, all from a HR perspective. This Culture, & Change Management Programme training course focuses on core HRM Processes, whilst in the second week we will look more specifically at culture and change management. Over ten days, this exciting training course will bring you up to date on the latest techniques and approaches that are appropriate ineffective management of Human Resources, Culture, and Change including:

• Strategic HRM (SHRM)
• Performance Management in a multi-cultural setting
• Reward, Learning & Development
• Talent Management & Nationalisation
• Organisational Development (OD)
• Work Psychology
• The Difference between Change Management and Managing Change
• Methodology & Application
• An Understanding of Workplace Culture and Change
• Leadership and Change

Objectives

By the end of this training course, participants will be able to:

• Understand Strategic HRM approaches (SHRM)
• Demonstrate a thorough understanding of employee resourcing, recruitment & reward
• Describe best practice in working with employees with problems
• Understand performance management in a multi-cultural environment
• Design a suitable change management model in their workplace
• Understand organizational culture
• Identifying change management practices that may be culture-bound
• Develop practical skills in Organisational Development (OD)

Training Methodology

Who Should Attend?

Course Outline

DAY 1: Human Resource Management for the 21st Century

• The Changing Face of Organisations and Functions

• Key Impact of Changes on Human Resource Management

• Human Resource Management (HRM) is not Personnel

• New Roles and Responsibilities of HRM

• Impact of Data Analytics and Predictive Analytics

• Evolving Structures of HRM

• Career Routes into HRM and Continuous Professional Development (CPD)

Performance Management in a Multi-Dimensional Organization

• Performance Management in a Multi-Cultural Environment

• Effective Performance Management Is Changing

• The Role of C Suite and the Responsibilities of Line Management

• Are Objectives and Performance Standards Always Relevant?

• Understanding the Difference between High Potential and High Performance

• Managing High Performers and Under-performers

• Examining the Causes of Performance Gaps

• The Relevance of Performance Appraisal & 360° Feedback

DAY 2: Recruitment, Employee Resourcing & Reward

• Targeted Recruitment and Selection

• The Use of Social Media and Mobile Recruiting

• Need for Comprehensive Selection Tools

• Assessment and Development Centres

• The Psychology of Motivation

• The Psychological Contract

• Managing Multi-Generations in the Workplace

• Reward Management, Remuneration and Benefits

Workplace Conflict & Working with Employees in Difficulty

• The Inevitability of Workplace Conflict

• Management Interventions to Avoid Conflict

• Using Mediation in the Workplace

• Counseling Services & Employee Assistance Programmes (EAP)

• Managing Employee Problems – Stress Management

• Managing Employee Problems – Bullying and Harassment

• Equality of Opportunity, Diversity and Discrimination

DAY 3: Employee Development

• Understanding the Importance of Learning and Development

• Current Trends in L&D - Mentoring, Coaching and PDPs

• Neuroscience Research and Learning

• Identifying Learning & Development Needs and Meeting Them

• How Corporate Social Responsibility Can be Used for Development

• Personal Action Planning

Understanding Human Psychology and Its Impact on Change Management

• What is Human Psychology?

• Tip of the Iceberg Concept

• Understanding Yourself

• Developing Self-awareness, Trust and Communication 

• How Attitudes are formed?

• Motivation at Workplace and What Drives People to be Motivated

• The Key Drivers of Change

• The Need for Change Management

DAY 4: Approaches to Organizational Change

• Where do you start with Organizational Change?

• Anticipated Reaction to Change

• What are typically the things which are required to Change?

• Define the Scale of Organizational Change

• Approaches to Organizational Change

• Steps required to Implement Change

• How to Sustain Change?

• What is the impact of Appreciative Inquiry on Change Management?

• Organizational Alignment around the Change

Change Management and Change Leadership

• The Five Psychological Phases of Change and their Effective Management

• Difference between Change Management and Change Leadership

• Leadership and Culture in Change Management

• Change Management and Emotional Intelligence impact on Organization Performance

• The Key Components of Emotional Intelligence Link to Leadership

• Emotional Quotient (EQ) vs. Intelligence Quotient (IQ)

DAY 5: Organisational Development (OD)

• What is Organisational Development?

• Introduction  to  Performance  Management Tool Namely the Balanced Scorecard

• Defining Strategy and How to Translate It into Action and Execution

• SWOT and PESTEL Analysis

• Barriers and Success Factors to Strategy Execution – Culture, Leadership and Human Factors

• Building a Strategy Focused Organisation (SFO)

• Introduction to Strategy Maps

Developing Performance Contracts Framework and Scoring Mechanism

• Developing Business Plan Methodology to Achieve the Strategic Direction of the Organization

• Developing and Implementing Performance Contracts Framework between CEO and Functional Managers within the Organization

• Developing a Comprehensive Balanced Scorecard and Scoring Mechanism for your organization using EXCEL