Essential Skills for Effective HR Business Partnering

Transcription

1 Essential Skills for Effective HR Business Partnering Supporting long-term business goals with a strategic overall framework Vertical Type Sub-Category Website Human Resource Professional Development Strategy Course page

2 Welcome Note Hello there You've considered embarking on an exciting journey to strengthen your professional status and career trajectory. The choice to obtain professional certification and/or further credentials in the subject matter area that you choose to specialise in, puts a powerful tool, right in your hands. It will bring you competitive edge, career progression and market opportunity. This brochure will provide further information about the course of your choice. There is a wide selection of other courses on our website, a selection that is constantly added and improved upon. Feel free to or call us if you need help with anything. We welcome the chance to be part of your journey. Sincerely Rowena Morais Programme Director rmorais@verticaldistinct.com Note: Information is provided for the purposes of review only. Updates to the course programme may be made periodically and without notice. Essential Skills for Effective HR Business Partnering - Course 2

3 Course Background COURSE OFFERINGS Introduction An approach to managing human resources, strategic human resource management supports long-term business goals and outcomes with a strategic overall framework. TECHNOLOGY Certificate of Cloud Security Knowledge Cloud Technology Associate Business Architecture - Techniques & Deliverables Business Process Management - Techniques & Deliverables Scrum : PSM, PSD (Java &.NET), PSPO Certified Kanban Management Professional It focuses on longer-term resourcing issues within the context of an organisation's goals and the evolving nature of work, and informs other HR strategies, determining how they are integrated into the overall business strategy. Core Issues Tackled 1. Taking a strategic view of talent management; 2. Moving from operational services to a more deliberate big picture view of acquisition, engagement and retention that accounts for the role of analytics, social media and talent mobility; 3. Culture and agility how to connect with your workforce, improve both workplace and workforce and building sustainable leadership; 4. Internal consulting and influence designing the HR business model; 5. Developing a solid performance evaluation framework; 6. Reward considering the tangle and intangible; 7. The HR transformation journey the new organisation and role of HR within. KMP I and II Certified in the Governance of Enterprise IT COBIT 5 Foundation Certified in Risk & Info Systems Control Certified Professional in Health IT Software Testing : ISTQB Foundation, ATM, ATA, ATTA, isqi Certified Agile Tester ISTQB Foundation Exam Prep Course ITIL Lifecycle- Service Strategy + 3 more Transitioning to Agile How to Implement Practical Data Quality Management Ethical Hacker & Penetration Tester HUMAN RESOURCE HCI's The Strategic Human Resources Business Partner (shrbp) HCI's Strategic Talent Acquisition (STA) HCI's Performance Management Innovation (PMI) HCI's Human Capital Strategist (HCS) HCI's Analytics for Talent Management (ATM) Essential Skills for Effective HR Business Partnering - Course 3 3 HCI's Strategic Workforce Planning SWP Certified Mentor Practitioner (Level 1) The Language of Effective Presentations The Engaged Manager Inspiring the Best in Your People A Mach 2 HR Masterclass

4 Curriculum Day 1 - Session One Revamping Your Current Talent Function: A Strategic View of Talent Management by Leveraging on Existing Capabilities and Potential Comprehending the role of talent management aligned with organisational strategy; Assessing evolving talent demands and finding newer solutions to meet them through Strategic Workforce Planning; Business Strategy drives Talent Management Strategy; Analysing the talent within: Segmenting Roles; The new role of Talent Development; Leadership: Leading and Managing Talent; Building your Talent Acquisition strategy for the new organisation; Middle East HR and Emiratisation. Exercise : Case Study The new CEO and the need for a new level of HR: Becoming a strategic advisor to the C-Suite Essential Skills for Effective HR Business Partnering - Course 4

5 Curriculum Group Discussion Strategies for connecting your workforce to the The State of your HR Department: Can you organisation; make the transition?; Engagement, collaboration and retention; Key take-aways and how it could enable your Steps to improve the Workplace and the transformation. Workforce; Day 1 - Session Two Building sustainable leadership throughout the organisation. HR Transformation: From Operational Services to Talent Management partner Recruiting to Talent Acquisition; Case studies Employee life-cycle and the role of engagement. Strategies for improving engagement, collaboration and retention; Talent Development and Deployment; Human Capital Analytics and the role it plays in becoming a strategic partner; The use of social media in the talent management process; Managing global teams in a global world; Strategic HR being the end goal. Discussion Building a circle of continuous improvement in talent capability by reviewing and re-examining work structures. Day 1 - Session Four Bridging the Talent Gap: Creating a Vision of Talent Success to Establish Sustainable Organisational Growth Case studies From HR Generalist to Strategic Partner. Day 1 - Session Three Building and Sustaining a Culture of Employee The HR Audit: the talent quotient; HR becoming the internal consultant on Human Capital; Influencing skills: the new HR Competency; Designing your HR business model: Consultancy or HR Business Partner. Engagement to Thrive in a Competitive Business Landscape The role of Onboarding: the first key to Case Study How changing corporate strategy can affect your talent strategy. engagement; Essential Skills for Effective HR Business Partnering - Course 5

6 Curriculum Day 2 - Session One HR s Role in Performance Management: Delivering Ultimate Value to Your Organisation by Developing a Solid Performance Evaluation Framework Performance Management: rebranding a tired and inefficient process; Extracting value out of intangible reward systems to minimise company expenditure; Leveraging appreciation, recognition and empowerment and using it to maximum advantage. Day 2 - Session Three Designing the HR performance management process; Managers: the key in the performance conundrum; Understanding basic and key principles of performance management; Setting performance expectations for employees to establish various paths of success; Goal setting as the foundation of performance management. The New Organisation and the Future role of HR Group Discussion How are organisations interacting with HR; Thoughts on your HR Transformation journey; How are companies evaluating employee performance? 2 Day review Key Take-Aways; Building your network; Exercise Rebranding your PM Strategy. Q & A. Day 2 - Session Two The Perfect Blend: Combining Tangible and Intangible Reward Schemes to Obtain the Best of Both Worlds Analysis of Total Rewards: Are you competitive?; Total Rewards : strategic advantage; A great workplace and how it applies to your Total Rewards model; Essential Skills for Effective HR Business Partnering - Course 6

7 Faculty Cited by CIPD as one of the top five HR thinkers in the MENA region, Ron Thomas MHCS SWP GHCS is Managing Director at Strategy Focused Group - MENA based in Dubai. His writing has been featured in the New York Times, Wall Street Journal, Crain's NY Business, Workforce Management Magazine, TLNT.com, CEO.com, People and Management Magazine and Vertical Distinct. Ron Thomas MHCS SWP GHCS Ron was formerly CEO, Great Place to Work Gulf and the former CHRO for the RGTS Group in Riyadh, Saudi Arabia. A senior faculty member of the Human Capital Institute (HCI), he holds HCI certification as a Master Human Capital Strategist (MHCS) and Strategic Workforce Planner (SWP). He has held senior level positions within Xerox HR Services, IBM and Martha Stewart Living. A sought after keynote speaker, he was recently named one of the "50 Most Talented Global HR Leaders in Asia" by the World HRD Congress. Board memberships include the Harvard Business Review Advisory Council, McKinsey Quarterly Executive Online Panel and HCI's Expert Advisory Council on Talent Management Strategy. Essential Skills for Effective HR Business Partnering - Course 7

8 Additional Information Important Note 1. This course is brought to you in partnership with Ron Thomas. 2. Terms and conditions apply. Please visit Vertical Distinct for the full terms. Prerequisites None applicable. Locations Geographies covered : Asia Pacific Africa Europe Complete and updated list of all cities and dates are available on engineer at Concentra. As a consultant, he was a project lead on over a dozen projects spanning the manufacturing, healthcare, oil & gas, internet, banking & finance, and education verticals. His experience included projects at Fortune 500 and Global 1000 companies such as GE Medical Systems, BP Amoco, and William Blair. In addition to consulting, he has worked part-time as a corporate trainer and obtained certifications in Java (SCJP, SCJD) and Microsoft technologies (MCP+SiteBuilding). He has certifications in CIO, ecommerce, Data Warehousing and Business Intelligence. Essential Skills for Effective HR Business Partnering - Course 8

9 VERTICAL DISTINCT SDN BHD Suite 1208 Level 12 Amcorp Tower, Amcorp Trade Centre No. 18 Persiaran Barat, Petaling Jaya, Selangor Darul Ehsan, Malaysia Essential Skills for Effective HR Business Partnering - Course 9