Promote yourself from Administrative HR to Strategic HR
What you will learn
Difference between Administrative HR (Transactional HR) and Strategic HR
What is Organisational Strategy (Mission, Vision, Culture and Values)?
How to align Org. Strategy (Mission/Vision/values)to HR Strategy
Break down HR Strategy to achievable HR action Plans
Defining HR Strategy in Talent Acquisition
Defining HR Strategy in Onboarding of Employees
Defining HR Strategy In Performance Management
Defining HR Strategy in Employee Development
Description
As businesses and societies face unprecedented uncertainty, collaboration, sustaining communication, capacity, and culture within the workforce are required like never before. Organizations must strategize to keep employees inspired and enabled and to maintain business continuity. Doing so will require a cohesive approach in business and people strategy and a focus on reskilling the workforce and there the role of strategic partner comes.
As a strategic partner, you sit with the leadership team and advise them to build organisational strategy, aligning the organisational strategy with human resource strategy and breaking down the human resource strategy into achievable actionable plans. This course will provide you insights into the Strategic Responsibilities of HR and you can step up from administrative duties to HR strategic roles. This course will give you step by step strategy insights at four phases of the human life cycle in the organisation; Phase 1- Talent Acquisition; Phase 2- Onboarding of Employees and Phase 3 – Performance Management, Phase -4 Employee Development.
No matter what industry you belong to, what geography you are from, as a strategic partner you have to devise business models that deliver the results around these three phases, so let’s learn how we can build a holistic HR strategic model for competitive business and step up from administrative duties to HR strategic planner in our organisation.
Content