• Primary objective and benefits

  This workshop will help participants to:
  1. Align HR plans to business plans.
  2. Create measures of HR’s contribution to the organization.
  3. Identify business performance drivers, HR enablers and create a BSC.
  4. Apply competency based performance management criteria.
  5. Assess and review current employment practices.
  6. Identify strategies to build an environment in which talent can flourish.
  7. Assess the benefits of a competency based approach to succession planning to support the organization of the future.
  8. Identify the effectiveness of your employee development activities ensuring a measurable return on investment.
  9. Develop their skills and knowledge to undertake a robust and professional audit of the HR function.
  10. Be able to audit functional and strategic areas of HR.

Program Contents

• Module 1 -
  What Is Business Strategy?
  • Strategic vs operational management
  • The Levels impacted by Strategic Planning
  • 12 Steps for getting started with KPIs
  • Aligning Business Goals
  • Examining Your Strategies and KPI’s

• Module 2 -
  Balance, Alignment, Measurement
  • Understanding Balanced Scorecards
  • Three Components of Strategic Management
  • Strategic position, choice & implementation
  • The M Model
  • Mapping Swim Lane Diagrams

• Module 3 -
  Strategic Business Planning Toolkit
  • SWOT Analysis, PESTLE Analysis
  • The McKinsey 7 S model
  • Porter’s Five Forces, Force Field Analysis
  • Ishikawa / Fishbone Technique
  • Scenario Analysis, Risk Analysis

• Module 4 -
  Designing An HR Strategy
  • Components of the HR Strategic Plan
  • Essential measurements
  • HR Strategic Plan Diagnostic Activity
  • HR Audit Category Ranking Activity
  • Audit your Organization’s Strategic Planning Activity

• Module 5 -
  Using Competencies As An Aid
  • Identify the components of a critical competency framework
  • Utilizing competencies to reduce subjectivity
  • Manage different degrees of competence
  • Succession process

• Module 6 -
  Managing A Strategically Integrated Performance Management Approach
  • Analyzing generic roles, contribution levels
  • Improve team performance
  • Assessing how role statements can contribute to performance management
  • Analyzing methods of assessing performance
  • Focusing on contribution

• Module 7 -
  Identifying Talent Requirements
  • Defining roles and talent requirements
  • Identify and measure competence
  • Talent Inhibitors In the Environment
  • Individual development needs of employees
  • Auditing your talent management provision

• Module 8 -
  Strategic Training Needs Analysis
  • The training cycle
  • Practice & the seven step consulting process
  • Outcomes and Evaluation
  • Establishing criteria for evaluation
  • ROI and Return on objectives
  • Brinkerhoff and Kirkpatrick - supporting your business case

• Module 9 -
  Gap Analysis
  • Gap analysis - The problem specification
  • The key players who affect the gap
  • Is the gap really related to performance?
  • Performance gap and the cost of the gap
  • Overcoming the difficulties in quantifying the performance gap