Human Resources input is key to managing business and recessionary risk; it is the most important function of an organisation in today’s turbulent economy. Organisations need proactive human resource strategies that ensure long-term sustainability.
This interactive workshop will provide insight and understanding into the principles, models and frameworks used for developing and implementing a HR strategy that aligns with organisational strategic objectives.
Together with your fellow participants you bring a wide variety of experience and resources to this course. Your facilitator’s role is to help you learn for yourself and to assist you as you make sense of new ideas and techniques that you can use at work.
OBJECTIVES OF THE WORKSHOP
- Analyse HR's role in strategy development and implementation
- Understand the business environment using the PESTIE technique
- Formulate “SMARTER” objectives
- Understand the importance of models and their application in analysing organisational resources and strategic capability
- Apply survey techniques to identify the organisational climate, culture and stakeholder expectations
- Apply SWOT techniques to identify the organisations and the HR functions critical success factors
- Review generic HR strategies
- Understand the importance of the strategic options to choose from in strategy development
- Understand and apply the process of managing strategic change
- Review the channels to support strategic conversations
PROGRAMME
INTRODUCTION
- HR's role in strategy development and implementation
- Defining strategy
- Holistic strategic framework
- DVD: Fishsticks - creating the vision
- Understanding the need for “SMARTER” objectives
STRATEGIC MODELLING
- Elements of strategic management: analysis, choice and implementation
STRATEGIC ANALYSIS: ANALYSING THE ENVIRONMENT
- Auditing environmental influences: PESTIE analysis
- Economic business cycles
- Organisation lifecycle
- Structural 5 forces analysis of the competitive environment
- Understanding market segments and power
- Environmental influences
STRATEGIC ANALYSIS: ANALYSING RESOURCES AND STRATEGIC CAPABILITY
- A systematic approach towards analyzing the resource position
- The importance of Value Chain Analysis (Michael Porter)
- 7P business model
- Mc Kinsey 7S Model of strategic capability
- Business Performance (QQCPE)
STRATEGIC ANALYSIS: ANALYSING CULTURAL AND STAKEHOLDER EXPECTATIONS
- Identifying gaps within the organizational climate
- Methodology for gap analysis
- Developing a questionnaire
- Analysing the data
STRATEGIC ANALYSIS: IDENTIFYING CRITICAL SUCCESS FACTORS
- Understanding the SWOT analysis
- SWOT analysis and identifying CSFs
STRATEGIC CHOICE: IDENTIFYING STRATEGIC OPTIONS - GENERIC STRATEGIES
- Organisational development generic strategies and key skills required
- Selection and recruitment
- Remuneration and recognition
- Manpower planning
- Performance management
- Learning and development
- Talent management
- Employee relationships
STRATEGIC CHOICE: IDENTIFYING STRATEGIC OPTIONS - ALTERNATIVE DIRECTIONS
- Business Partner
- Centres of excellence
- Outsourced
- Call Centre
- Self Service
- E-HR
- Line Manager Culture Model
STRATEGIC CHOICE: EVALUATING OPTIONS
- Evaluate suitability, feasibility and acceptability
STRATEGIC IMPLEMENTATION: MANAGING STRATEGIC CHANGE
- Change process framework
- Barriers to change and securing commitment to change
- Be aware of the warning indicators
- The four jobs of strategic change
- To do list for HR strategy implementation and leaders
STRATEGIC IMPLEMENTATION: PLANNING AND ALLOCATING RESOURCES
- Compass Aligned Performance System
- Identifying the elements including CSFs and KPIs
- Establishing action plans
- Measurement and review
- Identify methods of communication and factors to consider
- Summary of proactive HR strategies in a recession
About your expert presenter
Janine Rothwell has built a successful career in business consulting. She launched her own company in 2000, consulting mainly for large organisations, helping them to entrench transformation and business optimisation programmes internally. In 2004 Janine Rothwell and Peter Hofmann established a private company MFX Options and Solutions (Pty) Ltd that provides strategic and operational management consulting.
Janine’s enthusiasm for her fields of interest makes her a popular trainer, a side interest she has built into a successful career niche over the past eleven years. She has developed and trained for Square One (compiling internet-based training modules on sales, marketing, teams, communication and management), the Institute of International Research (developing material and lecturing on marketing strategy, public relations, web-marketing, strategic internal communication). In addition, she has lectured for General Electric (USA) on strategy, marketing, sales and e-commerce. Janine holds an MBA from Henley/Brunell University, UK.
