Strategic HR Blueprints: Positioning HR for Organisational Success

Course overview

Welcome to the revolutionary “Positioning HR for Organizational Success” program, which aims to improve the standing of HR in your company. HR is not only a function but also a strategic partner that promotes organizational growth, innovation, and sustainability in today’s fast-paced and cutthroat business environment. The goal of this program is to give HR directors the knowledge and abilities they need to match HR procedures to overarching business goals and establish HR as a success driver.

This program’s main goal is to provide HR professionals the tools they need to strategically arrange HR operations to optimize organizational effect. With a focus on critical topics including talent development, leadership, change management, and strategic alignment, the program will assist you in moving from traditional HR roles to one where you play a crucial part in your organization’s strategy framework. Our mission is to change the way that HR is thought about and used, making sure that HR procedures are not only helpful but essential to accomplishing company objectives.

Introduction

Successful organizations are built on the cornerstone of strategic human resource management, or SHRM. HR plays a large role in helping firms negotiate the complexity of the contemporary corporate environment, going well beyond standard personnel duties. Rather, it assumes a strategic role, guiding an organization’s course and efficacy through the optimization of its most precious resource: its human capital.

Strategic human resource management is a progressive strategy that links an organization’s strategic goals with its human resource management procedures. It goes beyond standard HR duties by emphasizing staff development, long-term objectives, and fostering a positive workplace culture.

We are The Training Bee, a global training and education firm providing services in many countries. We are specialized in capacity building and talent development solutions for individuals and organizations, with our highly customized programs and training sessions.

After completing this program, you will be equipped with the knowledge, skills, and self-assurance needed to improve HR’s position in your company and produce significant outcomes. We are eager to go out on this adventure with you and support you as you attain excellence in HR positioning for the success of your firm.

Learning Objectives

Upon completing Strategic HR Blueprints: Positioning HR for Organisational Success, participants will be able to:

• To promote corporate success, match organizational objectives with HR initiatives.
• Make HR the organization’s primary strategic partner.
• Effectively lead and oversee organizational change.
• Put systems in place for drawing in, nurturing, and keeping elite talent.
• Boost worker engagement and foster a positive work environment.
• Create and implement efficient strategies for managing performance.
• Employ analytics and data related to HR to make well-informed decisions.
• Encourage and incorporate IED programs inside the company.
• Maintain moral principles and make sure HR procedures are followed.
• Anticipate and adjust to new developments in HR trends and innovations.

Our Unique Training Methodology

This interactive course comprises the following training methods:

• Journaling – This consists of setting a timer and letting your thoughts flow, unedited and unscripted recording events, ideas, and thoughts over a while, related to the topic.
• Social learning – Information and expertise exchanged amongst peers via computer-based technologies and interactive conversations including Blogging, instant messaging, and forums for debate in groups.
• Project-based learning
• Mind mapping and brainstorming – A session will be carried out between participants to uncover unique ideas, thoughts, and opinions having a quality discussion.
• Interactive sessions – The course will use informative lectures to introduce key concepts and theories related to the topic.
• Presentations – Participants will be presented with multimedia tools such as videos and graphics to enhance learning. These will be delivered engagingly and interactively.

Training Medium

This Strategic HR Blueprints: Positioning HR for Organisational Success training is designed in a way that it can be delivered face-to-face and virtually.

Course Duration

This training is versatile in its delivery. The training can be delivered as a full-fledged 40-hour training program or a 15- hours crash course covering 5 hours of content each day over 3 days

Pre-course Assessment

Before you enroll in this course all we wanted to know is your exact mindset and your way of thinking.
For that, we have designed this questionnaire attached below.

• How closely do your HR procedures match the objectives of the company?
• Give an example of a time you convinced top leaders of HR’s worth.
• To what extent do you feel comfortable spearheading and overseeing organizational change?
• Evaluate the hiring, training, and retention tactics you currently use in your talent management strategy.
• Which talent management obstacles have you encountered, and how have you overcome them?
• Consider how you handle goal-setting and performance management.
• How can the effectiveness and constructiveness of performance reviews be ensured?

Course Modules

This Strategic HR Blueprints: Positioning HR for Organisational Success covers the following topics for understanding the essentials of the Agile Workplace:

Module 1 – Aligning HR Strategy Strategically

• Being aware of the strategic goals and vision of the company.
• Creating HR plans that complement corporate objectives.
• Assessing how HR initiatives affect the operation of the company.

Module 2 – Creating a Strategic HR Collaboration

• HR’s function in making strategic decisions.
• Gaining respect and power among top executives.
• Expressing the importance of HR and its contributions to corporate success.

Module 3 – Taking the Lead in Innovation and Change

• Strategies and frameworks for change management.
• Taking the lead in innovation and encouraging a culture of ongoing development.
• Controlling opposition and making sure changes are implemented successfully.

Module 4 – Development and Management of Talent

• Developing successful methods for hiring and acquiring talent
• Creating programs for career advancement and employee development
• Putting talent retention and succession planning concepts into practice

Module 5 – Improving Culture and Employee Engagement

• Techniques for raising worker satisfaction and engagement
• Establishing and maintaining a positive work environment
• Analyzing and measuring data related to employee engagement

Module 6 – Putting Performance Management Into Practice

• Creating Instruments and Procedures for Performance Management
• Establishing precise performance standards and targets
• Giving constructive criticism and handling problems with performance

Module 7 – Using HR Analytics to Inform Decisions

• Important HR analytics and metrics methods
• Evaluating and analyzing HR data to support strategic choices
• Building and utilizing HR dashboards to gain information in real time

Module 8 – Fostering Inclusion, Equity, and Diversity (IED)

• Knowing the principles of IED and their significance
• Creating and carrying out IED plans and initiatives
• Assessing the results of IED programs and resolving issues

Module 9 – Compliance and Ethical Leadership

• HR’s responsibility for maintaining moral principles and legal compliance
• Creating and implementing policies and processes for compliance
• Addressing moral conundrums and overseeing compliance concerns

Post-course Assessment

Participants need to complete an assessment post-course completion so our mentors will get to know their understanding of the course. A mentor will also have interrogative conversations with participants and provide valuable feedback.

• After the course, evaluate your performance management procedures.
• After the course, how have you enhanced your performance review procedures?
• To what extent do you feel at ease using HR analytics and data to make decisions now?
• After the training, describe a data-driven decision you made and its results.
• How equipped are you right now to handle new developments and trends in HR?
• What actions have you done to adapt contemporary HR practices?

Lessons Learned

HR’s value is demonstrated and overall company performance is improved when initiatives are in line with the organization’s strategic goals.

Establishing HR as a strategic partner enhances HR’s integration into important business decisions and strengthens leadership collaboration.

In order to overcome resistance and achieve successful results, leading and managing change involves clear communication, stakeholder participation, and adaptation.

A proactive strategy for attracting, nurturing, and retaining people is necessary to keep a competitive edge and foster organizational expansion.

Increasing worker engagement results in increased output, increased job satisfaction, and decreased attrition.

The secret to properly managing and enhancing employee performance is to create clear goals, conduct regular performance reviews, and provide constructive criticism.

Making use of HR analytics yields insightful information that improves HR procedures and informs decision-making.