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Managing Workforce Change for HR Professionals

HR61

Introduction

Sustaining organisational performance during an era of radical change depends upon an organisation's ability to harness its human power. For this reason, senior management will expect Human Resource departments to demonstrate how they can add value to the organisation. 

This course has been designed to provide delegates with the skills to drive their HR departments to be more pro-active in delivering strategic, rather than operational, HR policies and practices. It will focus on how the HR function within organisations can make decisions and accomplish strategic choices to deliver effective organisational change, enhancing change leaderships skills and improving recruitment and talent management approaches.

Who should attend

This course is designed for HR professionals and senior managers who are responsible for or are directly involved in leading strategic change and managing the process through the HR department.

COURSE PROFILE

Leading change

  • Appreciating the current organisational environment and the drivers for change
  • Developing change strategies with management and stakeholders 
  • Assessing organisational readiness for change
  • Completing Force Field Analysis and decision making
  • Leading change in line with the organisations goals and value proposition

Recruitment and selection for change  

  • Building innovative and agile recruitment and selection policies
  • Recruitment links with global mobility frameworks
  • Using marketing and advertising strategies in recruitment
  • Joining forces with strategic partners in the market
  • Optimising frameworks for flexible working structures to sustain change

Talent management to support strategic change 

  • Designing talent management programs aligned with business change strategy
  • Developing and communicating talent management policies and procedures
  • Building strategies for upskilling and developing new competencies  
  • Assessing and growing the skills and competencies available to implement changes

Initiatives and good practice

  • Implementing Organisational Development plans
  • Using change management models – Kotter’s 8 Step Model for Change, ADKAR
  • Developing a change management framework
  • Creating change advocates/champions

Evaluation metrics, value and impact of workforce changes

  • The role of HR analytics – bench marking & performance indicators
  • Monitoring, auditing and reviewing techniques to evaluate the change strategy
  • Maximising value gained from organisation resources and capabilities
  • Deal with the resistance to change
  • Measuring return on investment
SKILLS

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

  • Understand and lead change within the organisations current context
  • Build comprehensive recruitment plans
  • Increase your talent pool
  • Manage talent effectively
  • Develop a competency strategies
  • Design strategies for upskilling
  • Effectively communicate strategies
  • Lead and evaluate a change strategy
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