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An intensive professional development training course on

Human Resource Management

Professional Recognition and Accreditation

  • This is an HR Certification Institute (HRCI) Pre-Approved Programme*


The Course

This program deals with the latest innovations and direction of today’s Human Resource Departments. This essential program will provide you with the best in new techniques, processes and direction that leading HR departments need to take to be world class.

Rapid and radical change is affecting the whole of the world. Some parts of the Middle East are facing significant challenges in terms of growth and competition. In other places the key to prosperity as an organisation is seen as controlling costs and maintaining market competitiveness. In these circumstances, companies are increasingly searching for a source of competitive advantage through HR.


The Structure

This comprehensive programme consists of two modules which can be booked as a 10 Day Training event, or as individual, 5 Day courses.

Module 1 - Leading Strategic HR Transformation

Module 2 - The Business of HR


The Goals

You will learn how to:

  • Master the new HR strategic process
  • Be able to transform strategic requirements into HR objectives using the 6 S model
  • Be able to create HR strategic action plans to achieve business objectives
  • Be able to provide innovative predictive information
  • Have practiced business information interviews and presenting results
  • See the big picture for the future of employment and performance through people
  • Build your professional confidence
  • Identify the context for change – the economic and social changes that are driving employment change
  • Identify current employment practices and establish an agenda for change
  • Look at international developments in employment practices
  • Establish a series of best practices covering such issues as Leadership and Management Style, Recruitment and Retention, Performance Management, Work Organisation, Equal Opportunities, Industrial Democracy, Employee Relations and Communications, Consultation and Involvement


The Delegates

  • HR Professionals
  • Personnel Planners
  • Strategic Planners
  • Senior Line Professionals
  • Employee Relations Professionals
  • Members of project groups who are developing employment practices
  • Supervisors & Team Leaders taking responsibility for the HR or Personnel Function
  • Supervisors or Team Leaders who wish to improve their knowledge of professional employment practices
  • Anyone who needs to understand strategy and trends that will transform Human Capital


The Process

This course has a strong foundation in the relevant theory and at the same time ensures a highly interactive approach. Thus incorporating activities designed to embed this theory, encourage reflection and explore the pragmatic applications. Throughout the course a mix of initiatives may be utilised, such as; videos, group discussion, presentations, research, online resources, article/journal sourcing, coaching and social media. All of which are designed to align your values to the course content and develop your own authentic approach to HR practice at individual, team and organisation levels.


The Benefits

Upon completion of this seminar, you will know how to:

  • Use a strategic model to build an HR strategy, and know where strategy fits into corporate business
  • Be able to use the 6 S process to translate strategy into HR action
  • Write business action plans to delegate strategic tasks
  • Build and produce high level management information
  • Know what HR trends to report on and be able to master emergency planning
  • Do executive briefings to gather and disseminate information
  • Show the added value of HR to your business
  • Translate current trends to maximise Human Capital investment

Those attending the programme will return to their organisation equipped with up to date knowledge of the full range of issues which are involved in the development of the HR function as a competitive advantage.

Delegates will be able to develop an operational response to the issues raised by the strategic issues as there will be a concentration on practical steps.


The Results

  • Demonstrate the HR strategic model to others
  • Perfect high level interviewing skills
  • Develop social skills for use at executive level (via EQ measurement)
  • Future focus
  • Manage a HR team to produce strategic results
  • Be able to deliver strategic objectives on time and on budget
  • Demonstrate self development and CPE record
  • Self starting to achieve business objectives
  • Demonstrate leadership qualities
  • Demonstrate fiscal control and creating ROI
  • Be able to improve HR practices
  • Demonstrate self development
  • Set and achieve business objectives for performance management
  • Demonstrate leadership qualities
  • Demonstrate the HR strategic model to others
  • Perfect high level behavioural interviewing skills
  • Role model use of the disciplinary process
  • Manage a HR team to produce results


The Course Content

Module 1: Leading Strategic HR Transformation

Day One

The Foundations of HR Strategy

  • Introductions and course objectives 
  • Development of Strategic HRM
  • The New HR Models
  • The Business Partner model
  • Understanding strategy
  • Steps needed to form the HR strategy 


Day Two

Translating Strategy into Business Models 

  • Formation of Strategic objectives
  • Mission Statement Creation
  • SHRM Metrics
  • Creating a Business Model
  • Business model canvas for SHRM
  • Cost Structures


Day Three

Practical Strategic Analysis Tools

  • Measurement tools – organisational maturity, corporate culture etc. 
  • Strategic Analysis Tools
  • SWOT & PEST Analysis
  • Five Forces Analysis
  • Balanced Scorecards
  • Human Resources accounting model


Day Four

Understanding HR Trends

  • Employment trends impacting on HR
  • World business trends impacting on HR
  • Leadership and HR
  • Team Working
  • Retention Issues
  • The future of HR 


Day Five

Evaluating HR Function

  • Predictive Trends & Analytics
  • Software for predictive planning and trend analysis
  • A Practical Example of Measurement - Absenteeism
  • HR’s Contribution to Added Value
  • Evaluating the HR Function
  • Ways of Evaluating the HR Function


Module 2: The Business of HR

Day Six

The Context; Leadership; Recruitment and Retention

  • The big picture – PESTLE and SWOT analysis
  • The implications arising for the HR function
  • Leadership and the implications for HR
  • A competency-based approach to recruitment
  • Retaining staff in a nationalised environment


Day Seven

Managing Performance, Behaviour and Culture

  • The key component parts of a performance management process
  • Avoiding the main mistakes; coping with forced ranking
  • Agreeing targets and appraisal ratings
  • The managerial skills needed; the relationship with HR
  • Linking values, behaviour, culture and performance


Day Eight

Employee Relations

  • Rights versus responsibilities
  • Handling regular issues with performance and conduct
  • Disciplinary procedures
  • Handling grievances
  • Tackling discrimination and harassment


Day Nine

The Role of the HR Business Partner

  • The work of David Ulrich
  • The business partnering model
  • How HR might be restructured
  • Introducing HR Business Partnering without restructuring
  • Challenges of HR business partnering


Day Ten

Likely Developments

  • The Role of HR as Change Champion
  • Industrial Democracy
  • Communications, Consultation, Involvement
  • Knowledge Management,
  • Enterprise Social Networks


The Certificates

  • AZTech Certificate of Completion for delegates who attend and complete the course
  • The HRCI Approved Provider Seal and the corresponding Recertification Credit Hours Awarded will be reflected in the Certificate of Completion


HRCI Pre-approved Training Seminars & Courses

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for re-certification credit.


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