Background
It is highly recommended that HR Practitioners joining this programme first attend the "New Roles for HR Practitioners" programme as this programme is, in reality an extension of some of the philosophies of the "New Roles" programme.
Once again this programme has been based, as have most of our HR Business Partnering programmes, on the work of Professor Dave Ulrich and his associates. Based on the latest results of the most up to date research conducted by Ulrich and his global research partners, this programme discusses from a South African context, the knowledge and skills which separate the successful HR Business Partner from the "rest of the herd".
"The Critical HR Business Partner Competencies" programme is designed to bring to life the results of the extensive and ongoing research conducted by Dave Ulrich and his partners. The programme deals extensively with the six critical competency groupings required of the modern HR Practitioner and delegates are assured of leaving the programme knowing exactly what competencies are require, where their gaps are, and what to do to develop their required competencies.
Content Overview
- The internal and external realities of business;
- A brief overview of the 5 new roles of HR Practitioners;
- Discussion of the six critical competency groupings required of HRBP's:
- The Credible Activist;
- The Culture and Change Steward;
- The Talent Manager / Organisation Designer;
- The Strategy Architect;
- The Operational Executor;
- The Business Ally.
- The importance of strategy and strategic alignment;
- Creating a value adding HR department.
Objectives
On completion of the programme delegates should be able to: - Understand and create an HR value proposition within their own work environment;
- Understand the three environments within which modern organisations operate and identify and add value to relevant stakeholders;
- Know and understand the six critical competency groupings required of HR Business Partners;
- Have self assessed their own competencies and know and understand where development opportunities exist;
- Identify and develop the correct HR Practices which in turn support the development of organisational capabilities;
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