There is much more to
HR than managing people.
Learn to use HR as a tool for
Business Transformation.
Disruption has accelerated the evolution of the HR function, not only in terms of responsibilities but also importance to the bottom line.
Today's HR leaders must
solve extraordinary challenges that affect how employees interact and work, and in turn, the ability of the organisation to deliver.
In order to harness a fully empowered workforce, organisations must redefine their relationships with employees and amplify individual strengths.
To shape the future of work and the organizations of the future, today’s HR leaders need to reimagine the basic tenets of human resource management.
As HR has evolved beyond the tactical scope of traditional HR practice and operational work, senior leaders in the HR function have a critical role to play in business transformation. Thus, Human Resources Management today has transitioned to broader initiatives that support the overarching goals of the organization from digital transformation to diversity and inclusion, culture to employee experience and analytics.
To thrive in this ever-changing and complex ecosystem, HR leaders need a new set of skills and expertise.
Our Latest Professional Development Course is designed to
Empower HR leaders to tackle the challenges of the new normal.
This program is developed for HR Professionals who wish to focus on evolving changes in human resources and people operations management and gain the skills needed to implement human-centric organizational transformation.
At the end of the programme, you will emerge ready to navigate disruption and excel as a forward-thinking HR leader in the C-suite.
Learning outcomes
This programme will enable you to:
.
Apply new frameworks and management techniques to appreciate and address the organizational challenges and opportunities of the 21st century.
Implement new approaches for leading and inspiring a modern workforce
Effectively influence board-level discussions on strategic issues that relate to the people side of the organisation to improve strategic alignment
Design strategies to empower your workforce in a continuously changing world
Critically act on the societal expectations for your organisation and the social responsibilities of the contemporary people officer
Programme highlights
.
The Programme imparts essential information for you to reinvent the HR function as a value-driver in your organisation. The programme captures cutting-edge academic research in easily actionable frameworks to enable you to build a future-proof human resources and people operations strategy.
The emphasis is on maintaining a small cohort size ensures a personalized learning experience.
Furthermore, you will be able to draw on the acumen of our eminent faculty and participate in a face-to-face event to connect with global peers.
Assessments And Leader Board
Participants will be given assessments to test their acquired knowledge during the Course of the session.
This will help you understand the knowledge gap and further assist you in developing a learning path for yourself.
Post-work assignments/tasks will be given after each session to enhance your skills on each topic taught during the face to face session.
The leader board scores you against your peers in the learning journey.
Peer Coaching and Feedback
Learn from high-achieving peers from different industries and build your network
You will get a chance to interact, share and exchange ideas with your peers.
You can discuss on-going scenarios, solve doubts, work on assignments and receive valuable feedback from like-minded senior leaders globally.
Course Curriculum
What will you learn
Segment 1 : HR as a Chief Growth Officer
Strategy and HR
This session will focus on advancing participants’ understanding of how organizations strategically position themselves for competitive advantage. It will emphasize the importance of aligning an organization’s customer value proposition to customers’ unmet needs and of investing in core competencies that enable the organization to deliver on this value proposition consistently and repeatedly. Participants will also consider how influences and trends in the external environment shape organizations’ strategic opportunities and threats over time.
Unpack the concept of differentiation and identify different approaches to offering a unique and effective customer value proposition.
Define core competencies and introduce the organizational competency map as a tool for identifying required activities and resources.
Discuss and apply frameworks for identifying opportunities and threats in the
organization’s external environment.
HR as a Business Leader
This session will focus on the strategic role played by HR in defining and supporting the employee contributions required to sustain an organization’s core competencies and competitive advantage.
It will emphasize the importance of the causal map linking HR investments to business requirements. Frameworks will be introduced to ensure the
development of comprehensive HR interventions, discuss how to strategically target HR investments based on workforce partitioning, and consider the role of HR interventions in supporting organizations’ responses to external pressures.
Takeaways:
Examine the use of a causal map in linking HR investments to financial performance; considering multiple applications of the causal map in supporting the development and refinement of an HR strategy.
Discuss the use of workforce partitioning to target HR investments toward employee groups to make the greatest strategic impact.
Consider the role of HR interventions in shaping and supporting organizations’ responses to pressures and trends in the external environment.
Business Intelligence & Analytics for HR Leaders
The session will focus on how organizations are using analytics to guide HR decision-making.
It will cover several examples of HR analytics in action, discuss common obstacles and how to address them, and review key frameworks. reasons to embrace digital transformation.
Equipped with a foundational understanding of people analytics, participants will be positioned to rigorously examine common HR challenges related to hiring top talent. Engaging the workforce, managing retention, and more.
Takeaways:
Examine the role of analytics in HR today, in producing insights, solving problems, and evaluating solutions/progress.
Identify and address the common challenges that HR faces in being data-driven to build HR capabilities.
Decide where to focus personally and as an organization and how to move forward with the help of a framework.
Segment 2 : HR as a Talent Leader
HR and Talent Development
This session will examine current trends and challenges in the field of talent development.
It will present a talent development framework and use several case studies to assess how the dimensions are currently being applied within organizations.
The session will also present ideas to align future talent development initiatives.
Takeaways:
Identify the key elements of designing and implementing effective talent development programs.
Assess the extent to which the key dimensions of effective talent development programs are currently reflected in practice.
Discuss ideas for aligning talent development programs with ongoing changes in the world of work.
HR’s Role in Driving Inclusivity
The session focuses on tackling the challenges of a diverse workforce. Moving beyond diversity towards equity and belongingness.
Takeaways:
Understanding the organization’s vision, mission, and goals: Have a clearer understanding of the organization’s strategic direction.
Contribution: Understand how their individual work contributes directly to the execution of the organization’s strategy and success; more focused and eager to take up challenges.
Alignment: Feel that their personal values align with the values and mission of the
organization.
Evoking High Performance
The session will discuss research related to evoking high performance in organizations.
At the end of the session, participants will know about research and theory on performance psychology, and will also learn concrete strategies that they can try in their own organization to evoke high performance
Takeaways:
What leaders can do to maximize the performance of the members of the organization, including how to give feedback and how to effectively use goal setting.
How a leader can manage different personalities and get the most out of their
employees.
How leaders can structure a group to facilitate good teamwork, with a particular focus on the pros and cons of the hierarchy.
HR as a Driver of Purpose driven Engagement
The session will discuss research related to building a New age engagement framework which has basically transited to Purpose Driven from Infrastructure driven or Growth Drive.
Takeaways:
Understand what is Purpose Driven Engagement ?
How can we build a Purpose Driven Engagement framework and what are the core pillars of the framework.
Understand some of the latest trends and success stories of Purpose Driven Engagement
Segment 3 : HR as a Change Driver
Future of Work
Too often, conversations around the Future of Work have too little to do with the future and even less to do with work.
This session aims to re-center the conversation around work as opposed to technology and to underscore the ways in which C-suite leaders—not the technology itself—can determine the best outcomes for their organizations and for society at large
Takeaways:
• You are in the driver's seat: The future of work isn’t about technology, it's about the worker.
Understand the critical Trends in Workforce and Workplace.
How we work: Cracks, Corona, and Careers -COVID catalyzed, but did not redirect workplace change. Managers will need to rethink what it means to manage.
Leading Change
This session will provide opportunities for self-reflection, practical application, and a forum for sharing experiences and feedback to foster learning while advancing oneself as a change leader.
Takeaways:
Increase understanding of what skills is necessary to effectively influence/change/enhance the way in which work is performed throughout the change.
Encourage participants to adapt how they approach their role as a strategic change leader.
Position themselves as a change leader, how they influence others and how they impact the organization.
HR as a Change Agent & Influencing Through Social Styles
This session will examine key role of change agents and the principle of Influencing stakeholders without being in positions of Authority.
The Session will discuss the elements of influencing styles and more
Takeaways:
Be able to understand and appreciate key concepts around Change and comfort with change etc.
Understand self-strength in influencing stakeholders -
Understand your style and how to use it effectively
• Be able to apply key learnings in real life settings.
HR as a Collaborator
The session will discuss the value HR can bring by bridging the gaps between various stakeholders as an effective collaborator.
The session would highlight the role of various Team Players Style and importance of each of them in a effective team and in collaboration
Takeaways:
Understand the importance of collaboration and principles of collaboration
Understand Team Player Style model
Self-Assessment Scores and Action plan from there
Pricing
Cost Per Participant INR 19,750 + GST as Applicable
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