Course Introduction
We have been living through unprecedented times, as countries, communities, companies and people have been affected by the impact of Covid 19 over the past two years. As a HR professional:
- Do you need to build a HR strategy to support your changing business needs?
- Is your HR strategy fit to meet the needs of the ‘new normal’ people expect from work?
- Do you want to play a leading role in helping your business transform itself?
This course will help you address these questions and many others. Covid 19 has turned many things, we have taken for granted, upside down. Companies have struggled to cope during lockdowns and ever changing situations on the flow of goods and services. Businesses had to quickly adapt their working environments in factories, worksites and offices, resulting is greater health and safety and many people working from home. HR departments had a leading role in helping to facilitate these changes and their contribution has been widely recognized. Now companies are having to cope, with post Covid 19 challenges including shortages of skilled employees, supply chain challenges, and continued demand for homeworking to continue. Now more than ever HR can play a leading contribution to helping businesses transform themselves to meet these challenges.
This program will practically outline various approaches, tools and techniques, which can be adapted to consider the prevailing company culture, to help develop your HR strategy.
In terms of learning outcomes, you will be able to develop a HR strategy that will deliver to the business, while influencing management on the value of investing in people and the critical role that HR plays. We will also provide a guide on defining the financial\business impact of HR initiatives, so that you can build the business case and be more confident showing how HR can impact the bottom line.
Experiential Learning
The program will be practical in approach, we want to make this program participative so that we can address your learning outcomes from the program. To deliver this we ask all participants to identify their expectation from the program to make sure we deliver to your needs. You will also be asked to identify what you have learnt and what you will be taking away to implement in your business in the future, in terms of personal commitments to yourself and the rest of the group.
The program will have numerous exercises for participants to ‘try out’ many of the tools and techniques we will be sharing with you, so you can explore how they can help develop your HR strategy. There will be several case studies for participants to work through, to give you practical experience in developing a HR strategy.
We are happy for participants to share some details of their business and HR challenges to create an anonymous case study that we can work on to develop a HR strategy, during the program. We will make the company, the industry and the location anonymous so no one will know the company. Please contact us and we will get the trainer, Tom Raftery, to talk to you to help but the case study together.
Course Trainer
Tom has over 35 years experience in senior HR line and consulting roles, working across a wide range of industries. He works at board level and his areas of expertise are HR strategy and systems, organisation design and strategic workforce planning, compensation & benefits, career and succession planning, leadership development and executive coaching, with the emphasis on improving both business and personal performance.
Learning Objectives
Understand the changing trends in HR as companies cope with the drive to change how we work, with more employees requesting flexible working.
What transforming an organization involves and the key role that HR plays in helping to facilitate the change. Change management is critically important in achieving organizational transformation
Explore the power and influence of culture and how this can have an impact on what a business wants to achieve
Understand the basic of business management to understand how a business delivers value and how HR can influence this
How to develop output focused objectives and KPIs, so help HR deliver on its promises, an area HR has at times failed to achieve
The basics of an effective HR audit process and from this define what HR needs to deliver to improve the employee experience and develop an effective delivery process for its HR services
How to develop a HR strategy, by identifying the people implications of the business strategy, so that management can also see HR is delivering strategically
How to develop a HR strategy that will address the business challenges many companies face post Covid
How to build a business case, particularly around key areas of HR, through use of financial data and assumptions to show the likely financial impact of HR initiatives
The critical importance of implementation and communication planning for HR initiatives, an area where HR does needs to spend more time and resources
Who Should Attend?
Developing a HR Strategy should be of interest to all HR professionals, but typically this program would require participants to have a good understanding of HR and ideally some level of business acumen. Typically, a HR professional would require at least 5 years’ experience to get the benefit from this program.
This is an ideal program for middle to senior level HR professionals, who understand the business and have a broad understanding of the main functional areas of HR. It would also be beneficial for business unit heads to understand the role that HR plays in the business.
Detailed Agenda
Setting the Scene
- Review of the global, technological and global challenges faced by HR, post Covid, and the impact of the ‘new normal’
- Review of the global trends in HR and in particular, people analytics, design thinking artificial intelligence, agility, etc.
- Reflect on HR in Asia Pacific
- The economic and workforce challenges
- The role of HR and how its changing
- Perception of HR’s role and its contribution in the region
HR’s role in Transforming Organisations
- Types of organizational transformation
- HR’s role in helping organisation’s transform
- The role of change in transformation and how HR can play a leading role in facilitating successful change
What is Strategy?
- The role of strategy in business
- Economic and organizational life cycles
- Toole and techniques to analyse business and competition, including value chain analysis, McKinsey 7s model and the balanced scorecard
Understand how Business works
- The basics tools of business analysis, such as PESTLE, SWOT analysis, business process analysis etc.
- The basics of finance and what HR needs to look at in financial reports and data that will help them build the HR strategy
- The power of company Vision, Mission and Values and reexamine the company purpose in the light of the impact of Covid
People implications of the Business Strategy
- What you need to understand about your business strategy and operational challenges
- Interpreting business strategy and financial information
- How to identify the people implications of a company’s business strategy
Developing your HR strategy
- Moving from people implications to developing a HR strategy that adds value to the business
- The use of the balanced scorecard to deliver strategic objectives
- Validating the HR strategy to ensure it delivers what the business needs
- Designing the structure and process of the HR function to deliver the strategy
- Building agility into your HR strategy and the need to change quickly, if required
How to develop the key components of the HR strategy, briefly covering
- Workforce planning
- Talent acquisition
- Talent management
- Learning & development
- Compensation management
- Performance management
Designing the HR structure\processes to deliver the Strategy
- Options to structure HR
- Business Partner Model
- Use of technology and process improvement
- HR leadership and key HR skills for the future
Building the HR Business Case
- Key financial data HR should understand
- Building the HR business case not on absolutes but on tried and tested assumptions
- Valuing the intangibles and getting to the ROI
- Involvement of key management in Finance, Strategy and Operational departments
- Scenario planning and risk assessment
Developing Objectives and KPIs to deliver your Strategy
- Importance of measuring performance, difference between goals, objectives and KPIs
- How to develop output focused and SMART objectives and KPIs
- Importance of validating objectives to ensure they deliver what the business needs
How to Successfully Implement your HR strategy
- Developing the implementation plan early
- Developing a communication plan
- How to deal with the resistance you may face
- How to effectively manage change
- How to prioritise and focus on ‘quick wins’
Key influencing skills & Gaining Management Buy-in
- The importance of building and sustaining relationships with key management
- How to use the influence map
- How to gain buy-in and address the ‘WIIFM’ question
- Effectively marketing yourself and HR
