Certified Human Resources Professional: From Traditional HR Role to Business Partner - Virtual Learn

Course Objectives

Certified Human Resources Professional: From Traditional HR Role to Business Partner - Virtual Learn

Course Objectives
By the end of the course, participants will be able to:

Demonstrate a thorough understanding of the nature of HR as a managerial function
List all HR functions and responsibilities and identify their contributions to organizational success
Play the four new roles that make HR a credible business partner in a modern organization
Create an HR strategy that is aligned with the overall organizational strategy
Measure the contribution of HR to the bottom line in both profit and non profit organizations
Assess the effectiveness of the human resources function through the use of 'SMART' Key Performance Indicators (KPIs) and indices
Demonstrate how a competency framework can increase the effectiveness of the HR function
List the core competencies for an HR professional.
Target Audience
Human resources managers , business partners, team leaders, and specialists.

Target Competencies
Deciding and initiating action
Relating and networking
Analytical thinking
Business acumen
Planning and organizing
Achieving goals and objectives
Applying expertise and technology

Course Outline

Human management: An overviewDefinition and objectives of modern HR managementHR management now and thenThe main functions in HR managementOrganizationResourcingClimate and cultureTraining and developmentPerformance managementTotal compensation management systemsPersonnel administrationCompetency based HR management: An overview
HR business partnerFour new roles to playManagement of strategic HRManagement of firm infrastructureManagement of employee contributionManagement of transformation and changeBasic HR competencies required to play the four rolesHR business partner and emotional intelligenceThe fundamental emotional intelligence frameworkThe emotionally intelligent HR business partner
Job analysis, description and evaluationThe pervasiveness of the job descriptionFour approaches for conducting job analysisJob Key Result Areas (KRAs)Writing job descriptions using the job key result areas approachCharacteristics of effective job descriptionsGuaranteeing 'internal consistency' through job evaluationA bird's eye view of the Meirc job evaluation system
Fundamentals of strategic HR managementAnalysis of the environmentFrom SWOT analysis to vision and mission statementsThe link between strategy and performanceOrganizational vs. HR key result areasMeasuring HR KRAs through SMART Key Performance Indicators (KPIs)Turning key performance indicators into SMART objectivesThe balanced scorecard: an overview
Competency based HR managementCompetency definitionTypes of competenciesThe different competency componentsCompetency based recruitment and selectionCompetency based training and developmentCompetency based performance managementBenefits of a competency based HR
Measuring HR PerformanceThe predominance of business results over HR resultsFive steps of analyticsMeasuring recruitment and selectionMeasuring compensation and benefitsMeasuring training and developmentMeasuring performance managementDesigning the HR balanced scorecard

Per participant


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