HR Governance Masterclass

APPLYING (HRM) CORPORATE GOVERNANCE, STRATEGIC HRM AND HRM RISK MANAGEMENT
Specific Outcomes:
• Defining Corporate Governance and HRM Governance
• King IV Report on Corporate Governance: Applying the 16 principles to HRM
• The role of HR governance within corporate governance
• Applying the 5 elements of HRM functional Governance: o Structure and accountability
o Effective councils
o Philosophy and operating principles
o Core management activities
o Performance monitoring
• Developing a HRM Governance Framework
o Strategic Alignment of HRM o HR Risk Management and Internal Controls
o HR Process Management
o HRM Transformation
o HR Quality Assurance
• Aligning HRM Governance with business strategy
o Defining SHRM
o Developing a HRM Scorecard
o 6 High Priority Strategic HRM objectives and related roles
o Developing SHRM Metrics
• Applying the Strategic Performance Advisor model
o Strategic HRM
o HRM Governance
o Business Intelligence
o Workplace Advocacy
• Applying the 5-step HRM Risk Management
o Identifying HR risks
o Analyzing HR risks
o Prioritizing HR risks
o Implementing HR risks management strategies o Evaluating HR risks
• Diagnosis of current, Strategic HRM practices (Gap Analysis)
• HRM transformation
o Step 1: Strategic Review and Analysis
o Step 2: Strategic Role Clarification and Contracting
o Step 3: Formulation and Development of Transformational Strategies
o Step 4: Implementation of Transformational Strategies
o Step 5: Measure and evaluate business impact and results
• HR Risk Management Case study

HRM Policy Development Process and HRM as the Custodian of Organizational Ethics
Specific Outcomes
The Fundamentals of HRM Policy Development
• Defining HRM policy
• Identifying the sources of HRM policies
• Contextualizing the legislative HRM environment
• Identifying the role players in HRM policy development (Stakeholder analysis using the Power-Interest Matrix)
• Analyzing and researching current HRM policies and procedures
• Identifying the characteristics and nature of HRM policy development and implementation
• Identifying the levels of HRM policy-making

The Purpose, Relevance, and Need for HRM Policies
• Business models and strategic alignment of policies
• Purpose of HRM policies
• The need for HRM policies

Mastering the 6-Step HRM Policy Development Process
• Step 1: HRM Agenda-setting/Issue identification
• Step 2: HRM Policy Analysis
• Step 3: Consultation and Coordination
• Step 4: HRM Policy Formulation (drafting) and Adoption (decisions)
• Step 5: HRM Policy Implementation
• Step 6: HRM Monitoring and Evaluation

• Ensuring compliance with HRM policy and labour legislation

HRM as the Custodian of Organizational Ethics
• Developing an Ethical Code
• Oversight – ensuring that organizational behavior complies with this Ethical Code
• HRM’s role in advocating and promoting workplace democracy, inclusivity, and employee engagement
• Establishing governance structures, councils, and committees
• HRM’s role in creating an ethical culture

HRM Auditing, HRM Performance Monitoring and Metrics, and Human Capital Reporting
Specific Outcomes
HRM Auditing
• Defining HRM Auditing, its scope, and purpose
• The governance business case for HRM Auditing
• 8 Critical success factors of HRM Auditing
• Diagnosis of current HRM Auditing practices (Gap Analysis)
• Development of an HRM Audit toolkit – primary, secondary, and tertiary tools

Applying the 3-Step HRM Auditing Process
• Phase 1: Foundational/Initiation
• Phase 2: Assessment
• Phase 3: Concluding and Reporting

Performance Monitoring – HRM Metrics of HRM Performance
• Efficiency
• Effectiveness
• Strategic impact

HRM Metrics and Analytics
• Diagnosis of current HRM Metrics and Analytics practices (Gap Analysis)

Human Capital Reporting
• HRM Intelligence
• HRM Quality Assurance and Continuous Improvement Processes (CIP)

HRM Auditing Case Study