In this program, you will study:

• Understand the evolution of the HR function and the context and role of the HR Business Partner in the 21st century.
• Learn HR Business Partner Models, conduct a Gap Analysis, and align the HRBP role with business strategies.
• Develop skills to become an effective Business Partner, focusing on rapport, empathy, trust, and credibility.
• Navigate organizational politics and influence leaders to gain commitment and buy-in.
• Acquire consulting skills essential for the HRBP role, including understanding different consultant roles, styles, and processes.
• Become Change Champions, managing and facilitating change as a key aspect of the HRBP role.
• Collaborate with leaders, teams, and stakeholders to implement sustainable change processes.
• Leverage HR Analytics to enhance the impact of the HR Business Partner role.

Professional Impact

• Gain credibility as trusted advisors to business partners.
• Co-create talent management solutions with partners to drive business strategy.
• Enable HR teams/partners to execute business strategies effectively through these solutions

By the end of this course, delegates will be able to:

• Analyze how Training & Development contribute to business performance
• Reposition Training & Development by adopting a measured approach
• Examine administration systems and techniques
• Develop a profile for both the Training Coordinator & Administrator’s role
• Apply a new 4 quadrant analysis model for individual performance issues
• Be able to apply the 10 steps in the training cycle
• Consider action planning for your return to work including training requirement

Designed For:

• Senior HR Business Partners
• HR Business Partners
• HR Directors
• HR Generalists
• Talent Development Directors
• People Managers
• Talent Analysts

Methodology:

This course employs various methods, including case studies, videos, media presentations, and interactive sessions. It emphasizes participation in both small group settings and larger audience interactions to effectively communicate and achieve the course objectives.

Day One: Strategic Planning and Management

• Introduction to Strategic Planning
• Business Acumen Development
• Understanding Mission, Vision, Values
• Exploring Different Strategies
• Implementing and Evaluating Business Strategy

Day Two: Structure of HR Functions

• The Strategic Role of HR
• Identifying Internal Stakeholders
• Organizing the HR Function
• Demonstrate HR's Value
• Enhancing HR Effectiveness

Day Three: Talent Acquisition

• Organizational Staffing Needs
• Job Analysis and Documentation
• Sourcing and Recruiting Techniques
• The Selection Process
• Effective Onboarding and Assimilation

Day Four: Workforce Management

• Workforce Planning and Analysis
• Effective Workforce Management
• Understanding and Assessing Employee Engagement
• Engaging Employees Throughout Their Tenure
• Measuring Effectiveness and Sustaining Improvements

Day Five: Leadership and Navigation

• People Management Techniques
• Operating within Organizational Constraints
• Influencing Colleagues and Stakeholders
• Ethical Business Practices and Principles
• Understanding Codes of Conduct
• Leadership Techniques and Theories

CDGA attendance certificate will be issued to all attendees completing minimum of 75% of the total course duration.