Leadership Skills for HR Managers
5 DaysLeadership Skills for HR Managers
Course Methodology
The course is designed as a workshop where participants first elaborate a SWOT analysis for the HR function at their own organization and then identify the various skills and competencies necessary to build and develop both their individual and departmental HR leadership, hence transforming themselves into value adding managers. The course will also use a mix of interactive techniques such as lecturettes, case studies and group discussions to cement understanding and provide examples of international best practices.
Course Objectives
By the end of the course, participants will be able to:
- Develop techniques to link their internal HR processes and activities with outside expectations
- Explain the six contemporary HR competencies that define HR professionalism and that allow them to become value adding managers or professionals
- Apply the necessary tools to assess and improve each of the six competencies for HR leadership
- Defend modern HR analytical tools and use them later on in their organizations to generate business intelligence data and reports
- Generate HR intelligence that helps minimize the risk associated with human capital investments
- Create an effective HR department that delivers business results
- Generate appropriate business decisions
Target Audience
This course targets those HR managers and professionals who want to upgrade their HR leadership competencies and earn a seat at the decision making table. Typically, the course is tailored to meet the needs of HR professionals in the various HR functions who have more than five years of experience in HR management.
Target Competencies
In addition to the main six course competencies elaborated in the outline below, participants will be exposed to a variety of managerial competencies such as:
- Analytical thinking
- HR analytics
- Communication
- Leadership
- Forecasting
- Team building
- Decision making
Course Outline
- The HR business and outside expectations
- Incorporating outside expectations into the HR business: focusing on the real business
- The business of business
- Business stakeholders and business strategies
- Waves of HR evolution
- Six paradoxes facing HR
- Meeting the six paradoxes
- The human resource competency model
- Observations about the competency approach
- Evolution of the HR competency model
- The 21st century HR competency model
- HR competency domain factors
- Strategic positioner
- Credible activist
- Capability builder
- Change champion
- HR innovator and integrator
- Technology proponent
- A closer look at the six modern HR competencies
- Strategic positioner
- The meaning of strategic positioner
- The building blocks of strategic positioner
- The factors of strategic positioner
- Credible activist
- The meaning of credible activist
- The factors of credible activist
- Capability builder
- The meaning of capability builder
- The factors of capability builder
- Change champion
- The meaning of change champion
- The 'STARME' principles of change sustainability
- HR innovator and integrator
- The meaning of HR innovator and integrator
- The factors that make up the competency
- Technology proponent
- The factors of technology proponent
- Strategic positioner
- Developing yourself
- Own your own career
- Learn about yourself
- Assess your strengths and weaknesses
- Create opportunities for growth
- Conduct projects and experiments
- Building the effective HR department
- Create an HR business plan
- Align your HR organization with the business organization
- Provide good HR analytics
- HR analytics
- Managing tomorrow today
- The meaning and importance of HR analytics
- Five steps of analytics
Mawred Certificate
Mawred Certificate courses by Al mawred Training & Consulting are designed for those willing to challenge themselves and go the extra distance...
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