The greatest resource of any organization is its people. The greatest opportunity is realizing their potential. This is a science, and an art. HR needs to lead managers and is key in contributing at all levels. This involves advanced management skills, insightful analysis, and creative engagement.

This HR Management and Analytics training course will give you the confidence to lead and manage a new model of HR management. It is based on the latest models, leading edge thinking and best-practice skills and methods. This HR management training course covers everything from planning through to recruitment, training, HR strategy, measurement, and assessment. HR must make decisions on data.

By using advanced HR management skills and relevant behavioral data you will be able understand and manage organizations better, easier and with greater transparency.

Objectives:

By the end of this HR Management and Analytics training course, participants will be able to:

Develop an effective response to staff recruitment, succession planning, and career development,

Ideas for developing an HR strategy which relates to socio-economic trends.

Ways of improving employee motivation, retention, and engagement.

Methods for developing employees and improving contribution.

Ideas for reforming the relationship between HR and the rest of the organization.

Getting the best out of the use of competencies, skills, knowledge, and mindset.

Using real-world data to assess what is really happening.

HR data-driven for people management and competency assessment

How behavioral economics can reinvent HR and make savings.

Data-driven people management for improving performance.

Course Outline:

DAY 1

HR In Transition

The current position in HR

The role of HR and the line manager

The rise of cloud-based HR systems and Enterprise systems

Organisation structures

Strategic HRM – the new HR Strategic Model

New roles in HR

The role of the HR Business Partner Part 1

DAY 2

Resourcing and Recruitment

What is the difference?

Resourcing and HRs role

Managing transition and change

Recruitment

Transitioning responsibility for recruitment from HR to line managers

What is involved

Competency based assessment

Structured interviewing and training line managers

The role of the HR Business Partner in Resourcing and Recruitment

DAY 3

Pay and Employee Reward

Trends in the Marketplace

Identifying stakeholder needs and managing these

The psychological contract

Organisational structures and managing reward across different structures

Structuring HR to cope with strategic reward, the pay review process, and communication

Ensuring the performance management essentials are in place

Effectively transitioning consistent decision making to the line manager

Reviewing the transitional issues – task/process and behaviour

DAY 4

Training, Learning and Development

Is the 70/20/10 model the default position?

The role of the line manager in training, learning and development

How HR needs to be structured to manage organisational training, learning and development

How organisational structure impacts training, learning and development

The 70% - What employees need. What line managers need.

Core competencies required of HR professionals.

DAY 5

The Future Of HR

Evolving models of HR

Enterprise systems and AI

Transition – the theory and the practice

Career development in HR – what choice points exist

Getting closer to the business – the next steps for attendees