Course Overview
Given how human capital is increasingly becoming a prime mover of enterprise valuation and a differentiator among competitors today, it is certainly not surprising to note that it is the Chief Human Resources Officer (CHRO) whose job description bears the closest resemblance to that of a CEO in most organisations today. To thrive in this age of constant disruptions, CHROs must develop the agility that drive value for the organisation rather than merely focusing on the functional role of the HR department.
Designed exclusively for the top HR executives, the CHRO Course works towards defining the future of developing and executing human resource strategy in support of the overall business plan and strategic direction of the organisation. At this training, discussion and executive-level networking will allow participants to strategize new approaches that drive innovation and business success.
This course will also cover transformational change and technology innovations that improve business functions and increase collaboration across departments to solve organisational and operational issues. After the course, participants are expected to be familiar with and be able to develop human resource management standards that will increase their company’s productivity and long term success.
Course Outcomes
- Understand current changes in the roles and responsibilities of a CHRO, and new trends in the HR management field locally and internationally
- Establish and implement HR efforts that effectively communicate and support the firm’s mission and strategic vision
- Develop HR plans and strategies to support the achievement of the overall business operations objectives
- Function as a strategic business advisor to the executive/senior management of each business unit or specialty group regarding key organizational and management issues
- Work with the firm’s executive management to establish a sound plan of management succession that corresponds to the strategy and objectives of the firm
- Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals
- Develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective for the firm
- Provide overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation and benefits globally
- Strengthen talent pipeline at the human resources leader level
Course Outline: Day One – Day Three
Management Magic: Why Managing People Effectively is Critical to Management Success?
- The benefits and value of professional people management
- Understanding the repercussions of getting it wrong
- Understanding your own motivation
On Becoming a CHRO
- The position, role, mission, and responsibilities of a CHRO
- Key competencies, qualities, knowledge, experience needed to become a professional CHRO
- The journey and necessary conditions to become a professional CHRO
Achieving Alignment between Business & HR
- Functions, tasks, authorities and responsibilities of the HR department
- HR Strategic plans that are agile enough to address changing business demands, and yet robust enough to provide consistent structure and support
- Organizational structure, task assignment, and delegation in HR department
- The relationship between HR department and other departments/divisions
Improving Enterprise Talent Acquisition
- Talent acquisition processes tied to each individual employee segment as opposed to a one-size-fits-all approach
- Gaining perspective and insights through comprehensive audits by gathering feedback from key stakeholder groups which will allow for comparison of performance across multiple touch points, identification of breaking points and identification of where time and money are being wasted
- Costs of hiring wrong candidates and lowered employee morale and customer satisfaction
Developing an Effective Talent Retention Strategy
- Attraction and recruitment
- Avoiding focus on limited data sets
- Leveraging current employees
- Identifying consistent turnover themes to address the most pressing issues
Personnel Appraisal
- Building personnel appraisal system
- Evaluating attitude; competency; and achievement
- Introducing popular models, methods, and tools for effective personnel appraisal
Developing a Strategic Workforce Plan
- Importance of strategic workforce planning in the face of the increased pace of technology change and divergent skills requirements
- Involvement of the right people and investment of the right amount of time
Managing Global Teams
- Building and changing Corporate Culture
- The challenges of overcoming cultural differences
- The impact of building trust on the success of global teams
- Additional areas that need focus and development, including setting direction, managing performance expectations and creating empowerment
Building and Implementing an Internship Programme
- Making clear plans, defined processes and an effective management structure
- Internship transactions that create positive value for both the employer and the interns
- Appropriate supervision and mentorship to meet the goals of the interns and the company
Training Needs Analysis
- Identifying the 3 levels of training needs analysis
- Tools and techniques that support competency profiling
- Communicating results and gaining commitment to action
Compensation & Remuneration System
- Salary policies and key factors
- Salary system and specific steps to set up a salary structure
- Salary structures and budget planning
- Remuneration policies and structure
Laws & Regulations on Labour
- Understanding of Laws and Regulations on Labour
- Problems related to labour contracts
- Law on labour termination
- Labour dispute resolution
The New National HR Standards & Audits as a Benchmark for HR Governance
- The HR standards journey
- HR auditing as a tool to improve organisational performance
Who Should Attend?
- Chief Human Resource Officers
- Chief People Officers
- HR Vice Presidents
- HR Business Partners
- HR Directors
- HR Managers
- Heads of Succession Planning
- Heads of Performance Management
- Transformation Managers
