Developing And Implementing A Dynamic HR Strategy

Developing And Implementing A Dynamic HR Strategy Build Organisational Performance Through Effective Human Resource Management And Development

A Newly Developed Course Outline

3 Key Benefits 1. Build an effective HR strategy that supports your organisation’s objectives by using a range of techniques to guide your strategy development 2. Save time and ensure that all important aspects are covered in your HR strategy by using templates which you will receive FREE when you attend this course 3. Ensure your strategy lives up to its potential by understanding the implementation issues, and introducing a strategic change programme which has commitment from senior management Follow us on www.twitter.com/iirmiddleeast www.facebook.com/iirmiddleeast www.youtube.com/iirmiddleeast

20 – 23 April 2014 • The Address Hotel, Dubai Marina, Dubai, UAE 14 – 17 December 2014 • Kempinski Hotel, Mall of the Emirates, Dubai, UAE Organised by

www.iirme.com/HRStrategy

About Your Expert Course Leader Janine Rothwell has built a successful career in strategic management, marketing and communication over the past three decades. She launched her own company in 2000, consulting mainly for large organisations, helping them to entrench transformation and business optimisation programmes. Her enthusiasm for her fields of interest has made her a popular trainer over the past 18 years.

The George Washington University School of Business, IIR Middle East’s Academic Partner, is dedicated to excellence: in its teaching and research about management, in the public and private sectors, within the United States and internationally.

The school has a 75 year history of preparing men and women for leadership in both the public and private sectors. Known internationally for its dedication to academic excellence, the school draws students from all parts of the United States and around the world.

Beyond first class teaching and scholarship, the school’s faculty offers practical experience in the issues and challenges confronting business and government. Its research centres link faculty and students with US and international business and government organisations. Recent distance learning initiatives have expanded the school’s global reach.

Course Requirements And Certificates

Delegates must meet two criteria to be eligible for an IIRME/GW Certificate of Completion for a course: 1. Satisfactory attendance – delegates must attend all sessions of the course. Delegates who miss more than 2 hours of the course sessions will not be eligible to sit the course exam 2. Successful completion of the course assessment Delegates who do not meet these criteria will receive an IIRME Certificate of Attendance. If delegates have not attended all sessions, the Certificate will clearly state the number of hours attended.

Course Assessment

A workshop will be held at the end of the course to develop an HR strategy based on the strategic templates and a case study of a multi-cultural, multi-divisional and global organisation. The HR strategy will be presented by each group in class and assessed by the facilitator to ensure your understanding of the course content.

Who Should Attend?

This course is especially designed for senior HR professionals, who are involved in strategy development within the HR arena, including: HR Directors, HR Managers, and Vice Presidents of HR. It is also useful for other senior managers involved in strategy development including Communication Managers, Strategic Managers and Senior Line Managers.

Would you like to run this course in-house?

The in-house training division of IIR Middle East Tel: +971 4 407 2624 • Email: CTS@iirme.com www.iirme.com/cts

T: +971 4 335 2437

F: +971 4 335 2438

Janine has successfully compiled and delivered a number of training programmes internationally, in the fields that she has gained extensive practical experience; namely, Strategy, Internal and External Communication, Events Management, Human Resources, Marketing, and Customer Services.

From 1986 Janine was marketing and communication manager for Boart Longyear (subsidiary of Anglo American), a manufacturer of diamond products for the mining, construction and dimension stone industries globally.

She established and built up a successful marketing and communication division, responsible for, amongst others, marketing strategy; communication and advertising strategy; market surveys; sales; CRM, product launches, product branding; distribution, education and support; and customer satisfaction surveys and corrective action plans.

In 2004, Janine became a consultant focusing on strategic management and training. Contracts successfully executed, included developing and delivering business strategies, marketing solutions, internal and external communication strategies, services and training for listed, corporate and medium sized companies. Large projects developed, compiled and successfully managed and delivered have been: • SMME supplier communication intervention and developing a training programme for GE, USA • Performance Management Communication programme for 11 projects for Anglo American Platinum Corporation Limited (40,000 employees) • Internal communication project for Eskom power utilities (15,000 employees) • Business strategies, strategic templates and competitor systems; and facilitating strategic workshops for Boart Longyear, Highveld Steel and Vanadium Corporation, Rand Carbide, Transalloys and Tarmac in UAE and Oman • Annual and sustainability reports for Evraz Highveld – Received awards between 2006 – 2011 • Human Resource and communication channel audits, surveys and recommendations for Nakheel Janine holds IMM Marketing, IMM Industrial Marketing and Industrial Communication certification, a Management Diploma from Henley Management College and an MBA at the Henley/Brunell University, UK. Her work focuses heavily on auditing systems, which ensure that results are aligned with objectives.

Course Introduction Human Resources input is key to managing business and recessionary risk and is the most important function of an organisation in today’s economy. To cope with the conditions organisations need a proactive Human Resource strategy that aligns with the organisation’s strategy and is sustainable.

Dave Gartenberg, HR Director at Microsoft UK, said: “In turbulent times more than any other, there is not only the opportunity, but the need for HR to provide leadership to the business. The ability to attract and retain workers when times are tough really requires leaders to be at their best.”

The Middle East has felt the effects of the global economic influences, and the organisations that are focusing on sound Human Resource strategic principles for Human Resource development of its people, culture, structures and processes will no doubt reap the benefits of progressively improving their competitive position.

E: register@iirme.com

W: www.iirme.com/HRStrategy

Developing And Implementing A Dynamic HR Strategy 20 – 23 April 2014 • The Address Hotel, Dubai Marina, Dubai, UAE | 14 – 17 December 2014 • Kempinski Hotel, Mall of the Emirates, Dubai, UAE Course Timings: Registration will be at 07.30 on Day One. Course sessions will start promptly at 08.00 and end at 14:30.There will be two short breaks for refreshments and lunch will be served at the end of each day’s sessions.

Course Overview

This course covers all the important internal and external challenges faced by HR practitioners, together with the critical solutions and best practices you need.

The strategic frameworks and models you learn to use on this course will provide the diagnostic data you need to manage change and give you confidence that you are focusing on the right issues when developing and implementing your HR strategy.

At this course you will: • Analyse HR’s role in strategy development and implementation • Understand the business environment using the PESTIE technique • Formulate “SMART” objectives • Understand the importance of models and their application in analysing organisational resources and strategic capability • Gain sound principles to choose the correct strategies for implementation • Implement survey techniques to identify the organisational climate, culture and stakeholder expectations • Apply SWOT techniques to identify your organisation’s strategy and the HR function’s critical success factors • Review generic HR strategies • Explore the importance of the strategic options to choose from in strategy development • Apply the process of managing strategic change • Review the channels to support strategic conversations • Develop a proactive HR strategy

Course Outline

Changing Times And Your HR Strategy • Times of change • HR’s role in strategy development and implementation • Defining strategy Workshop: Formulating “SMART” objectives • Critical abilities required to develop a successful HR strategy • Clarifying the organisation’s vision and mission • Understanding the need for “SMART” objectives

Workshop: Identifying gaps within the organisational climate • • • • •

Identifying your internal and external customer expectations Exploring different survey methods Developing survey statements and a questionnaire Analysing the data Presenting and communicating the results Workshop: Formulate a questionnaire

Strategic Analysis: Identifying Critical Success Factors • Understanding the SWOT analysis • Identifying critical success factors DVD: How a company operating in a difficult environment changed its culture, values and improved its turnover Workshop: Review a best practice case study of how an organisation has successfully implemented its values to establish a safe, and innovative culture

Day Three

Strategic Choice: Evaluating Options • Template with questions to ensure thorough evaluation of your strategy

Strategic Modelling • Elements of strategic management: analysis, choice and implementation • Strategic analysis: analysing the environment • Auditing environmental influences: PESTIE analysis Workshop: Environmental influences • Economic business cycles DVD: Understanding organisational strategic requirements in a recession and the role of HR • Organisation lifecycle

Day Two Strategic Analysis: Analysing Cultural And Stakeholder Expectations • A systematic approach towards analysing the resource position Strategic Analysis: Analysing Resources And Strategic Capability • Analyse the value chain to understand the importance of a culture of internal customer service and improved efficiencies (Michael Porter) • McKinsey 7S Model of strategic capability Workshop: Analyse the strategic capability of the HR department including the following areas: - Organisational development - Selection and recruitment - Remuneration and recognition - Manpower planning

F: +971 4 335 2438

Strategic Analysis: Strategic Human Resources • Beware of the warning indicators

Strategic Choice: Identifying Strategic Options Discuss global best practice of organisations and the HR strategies they have employed • Business partner • Centres of excellence • Outsourced • Call centre • Self service • E-HR • Line manager culture model • Performance management

Day One

T: +971 4 335 2437

- Learning and development - Talent management - Employee relationships

Strategic Choice: Selecting Strategy • Summary framework Strategic Implementation: Managing Strategic Change • Change process framework • Barriers to change and securing commitment to change • Strategic change is principally a social system issue • The four jobs of strategic change • To-do list for HR strategy implementation Workshop: You will review best practice by a top Fortune 500 organisation in implementing performance management. In groups, you will explore how to successfully implement a performance management culture in an organisation Strategic Implementation: Planning And Allocating Resources • Compass Aligned Performance System • Identifying the elements including Critical Success Factors (CSFs) and Key Performance Indicators (KPIs) • Establishing measurable action plans

Day Four Develop An HR Strategy On the last day, the strategic templates provided will be reviewed, a case study analysed and in groups you will develop and present an HR strategy for your final assessment.

Workshop: Develop an HR strategy (using the template provided) that aligns with the case study’s mission and objectives of a multi-cultural, multi divisional, global organisation facing global challenges

E: register@iirme.com

W: www.iirme.com/HRStrategy

Developing And Implementing A Dynamic HR Strategy 20 – 23 April 2014 • The Address Hotel, Dubai Marina, Dubai, UAE 14 – 17 December 2014 • Kempinski Hotel, Mall of the Emirates, Dubai, UAE

FIVE WAYS TO REGISTER IIR Holdings Ltd. P.O Box 9428 Dubai, UAE

+971 4 335 2437 +971 4 335 2438 register@iirme.com

www.iirme.com/HRStrategy

DISCOUNTS AVAILABLE FOR 2 OR MORE PEOPLE CALL – +971 4 335 2483 E-MAIL – a.watts@iirme.com WEB BC5363/BC5364 Event

Course Fee Before 2 February 2014

Course Fee Before 23 February 2014

Final Fee

Developing And Implementing A Dynamic HR Strategy 20 – 23 April 2014 (BC5363)

US$ 3,995

US$ 4,495

US$ 4,795

Event

Course Fee Before 28 September 2014

Course Fee Before 19 October 2014

Final Fee

Developing And Implementing A Dynamic HR Strategy 14 – 17 December 2014 (BC5364)

US$ 3,995

US$ 4,495

US$ 4,795

Course fees include documentation, luncheon and refreshments. Delegates who attend all sessions and successfully complete the course assessment will receive an IIRME/GW Certificate of Completion.

WOULD YOU LIKE TO RUN THIS COURSE INͳHOUSE?

All registrations are subject to our terms and conditions which are available at www.iirme.com/terms. Please read them as they include important information. By submitting your registration you agree to be bound by the terms and conditions in full.

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Due to unforeseen circumstances, the programme may change and IIR reserves the right to alter the venue and/or speakers.

Event Venue: The Address Hotel, Dubai Marina, Dubai, UAE Tel: +971 4 436 7777 Kempinski Hotel, Mall of the Emirates, Dubai, UAE Tel: +971 4 341 0000

Accommodation Details We highly recommend you secure your room reservation at the earliest to avoid last minute inconvenience. You can contact the IIR Hospitality Desk for assistance on: Tel: +971 4 407 2693 Fax: +971 4 407 2517 Email: hospitality@iirme.com © Copyright I.I.R. HOLDINGS B.V.

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