Digital HR Transformation Course


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by Jon Ingham
Price: $999.00
0 Lessons

Course Overview

Digital technology and digital business are the most powerful forces impacting the way people work in organisations currently. These forces inform the way we organise and manage people working for the business and therefore they also need to inform the way we organise HR. To respond to these needs effectively, proactive HR teams and practitioners will want to understand what all these changes will involve.

The course will therefore review the digital technologies which are currently available or are likely to impact business over the next 10 years as well as the increased use of data and analytics it enables. The training will also cover the different ways in which businesses are taking advantage of these new devices, systems and platforms in order to get closer to customers, develop new business models and broader ecosystems and to become more agile.

This provides a basis to review the ways in which the work companies need to do, and the workforces available to do it are both changing, as well as how companies are seeking to organise and manage these people to get work done. This will often mean changing organization models and innovating HR processes, using digital technologies, data and analytics to get closer to employees and develop more agile approaches within HR.

Lastly, HR will often need to transform itself and the session will therefore finish by exploring the possible shape of the HR group in a digital business as well as new digital ways to transform.

Learning Outcomes

Participants will gain a detailed understanding of the following topics:

  • Have reviewed new digital technologies and changes in different businesses as they have gone digital
  • Have reviewed changes in the workforce, in South Africa and elsewhere, as they take advantage of digital technologies too, e.g. the rise of gig working
  • Have considered likely impacts on their own businesses and organisations, including innovation in their HR processes
  • Have reviewed the opportunities for modern organization forms using Jon Ingham’s Orientation Motivation Matrix
  • Have reviewed the likely consequences on their own HR group using Jon Ingham’s ‘Beyond Ulrich’ model
  • Have developed and prioritised actions to take back in their own companies.

 

Course Outline

At the start of the course, attendees will share their own situations and personal objectives and there will be time during the training to respond to these needs, bringing in additional content when required.

Throughout the course, the training will be based on a mix of input and ongoing discussion. The inputs will include research, case studies, models, frameworks and practical suggestions for attendees to take away. Where relevant, the training will focus on particular issues and opportunities in attendees’ companies to make the learning as practical and powerful as possible.

The training will also feature additional daily activities to probe deeper into particular topics and give attendees time to network, share experience and discuss opportunities with each other. Each day will also provide time to review learning and plan actions that attendees can take as a result of this learning.


 

Day One

• A strategic approach to digital transformation

  • Introductions and setting up exercises
  • The opportunities for creating value and how this is enabled by digital technologies and approaches
  • Organisation principles for digital business
  • The need for best-fit approaches

• Activity – strategic planning for digital HR transformation

Using digital technology in business, people management and HR transformation

  • The main technologies impacting businesses
  • The future of work post the establishment of digital technology
  • Digital business models and the use of digital platforms

• Digital business

  • Digital business models and the use of digital platforms
  • The impact of digital business on HR
  • HR’s role in developing the digital workplace experience
  • A review of digital business progress/opportunities in attendees’ companies

• The new workforce, enabled through digital technology

  • The impact of robots and AI on employment
  • The increasing focus on tasks and projects and the growth of the contingent workforce, particularly gig workers
  • Creating synergy between AI and humans in decision making
  • Managing the integrated human supply chain

• Activity – reviewing the potential changes to the workforces in attendees’ companies


 

Day Two

• Competing on the retained core workforce

  • Developing digital skills and capabilities
  • Why we need to shift focus from individuals to relationships between individuals and the way they work together in groups, supported through organisation development
  • Redefining talent in the digital age
  • The new employment value propositions and employer branding for the retained and contingent, and potential and existing, workforces

• Developing digital culture

  • Reviewing the key elements of an organisation design
  • How each organisational element is impacted by digital business
  • The shift from hierarchies to networks
  • Introducing agile approaches into organisational management
  • Increasing focus on workplace design aligned with digital technologies

• Activity – reviewing potential future organisations in attendees’ companies

  • Developing digital leadership
  • New capabilities for digital leaders
  • Creating social leadership skills in all employees
  • Digital approaches to leadership development
  • Engaging business leaders and line managers in digital transformation

• Activity – developing digital leaders in attendees’ companies

• Making better people decisions though big data analytics and cognitive computing

  • The increasing availability of exhaust data and importance of big data
  • Examples of technologies using big data analytics to improve HR operations
  • The use of cognitive computing to analyse big data and improve design making
  • The ethics of digital data and analytics
  • Supporting big data through strategic / conceptual analytics

• Re-engineering HR processes and transforming the employee experience

  • The impact on digital on recruiting, learning, performance management and reward
  • Redesigning HR processes using digital technologies and approaches
  • The need for best fit vs best practice design
  • The increasing focus on apps vs processes
  • Using designing thinking, including personas and journey mapping

• Activity: redesigning the employee journey for a particular touchpoint in attendees’ companies


 

Day Three

Re-engineering HR processes and transforming the employee experience

  • The impact on digital on recruiting, learning, performance management and reward
  • Redesigning HR processes using digital technologies and approaches
  • The need for best fit vs best practice design
  • The increasing focus on apps vs processes
  • Using designing thinking, including personas and journey mapping

Activity: redesigning the employee journey for a particular touchpoint in attendees’ companies

Digital HR capability

  • New capabilities for HR practitioners
  • HR’s own behaviours role modelling digital leadership
  • Digital technologies to improve HR practitioners’ learning and productivity

Transformation of the digital HR organisation

  • Developing of the HR discipline (no longer a function) for a digital world
  • Digital technologies enabling HR organisation and productivity (AI, platforms, analytics, etc)
  • Expanding HR’s scope into Human, Augmented Human, and Robot Resources

Digital change management

  • Collaborative approaches to change management
  • Building a business case for digital business / HR
  • Managing digital change as organisation development
  • Leading a digital champions programme

Activity: taking action as a result of the training
Opportunities for agile development
Course summary, handing out of certificates & close

 


 

Who should attend?

The course will be most relevant for senior and strategic HR staff such as those occupying the following positions:

  • Head of HR
  • VP of HR
  • Head of Workforce
  • Head of People Technology
  • Head of People Analytics
  • Head of Recruitment
  • Head of Organisation Design
  • HR Director
  • Head of Learning
  • Those leading and transforming the HR itself
  • HR high potentials
  • Future Leaders & those concerned with the future of work

 

 

Course features

Global Reach

Measurement of teaching effectiveness

Content Security

Versatility

Corporate and Enterprise services

Mobile learning

Self-paced courses

The ability to teach full time

Easy-to-use interface

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Our virtual classes are designed to keep the same levels of engagement and networking as participants would on our on-site public courses. All course sessions are delivered through our easy-to-use online learning platform and is supplemented by case studies and practical group exercises.

Similar to our in-person public courses, you will have live interaction with course trainers and other participants. Our live online courses are led by our experienced trainers, this is done during scheduled times. All registered delegates will receive copies of the course materials electronically.

This course is scheduled to take place live online using virtual learning technology. For dates on our public courses please contact us via the chat option, phone or email.