This important GLOMACS HR Processes, Culture, & Change Management Programme training seminar focuses on vital areas of modern Human Resource Management (HRM). It is a unique seminar that addresses core HR issues in a critical and evaluative way. This HR Management training seminar also provides a theoretical background, guidelines on best practice, and skills development in organisational development processes, all from a HR perspective.
The first week of this 10-day GLOMACS HR Processes, Culture, & Change Management Programme training seminar focuses on core HRM Processes, whilst in the second week we will look more specifically at culture and change management. Over ten days, this training seminar will bring you up to date on the latest techniques and approaches that are appropriate in effective management of Human Resources, Culture and Change including:
Strategic HRM (SHRM)
Performance Management in a multi-cultural setting
Reward, Learning & Development
Talent Management & Nationalisation
Organisational Development (OD)
Work Psychology
The Difference between Change Management and Managing Change
Each module is structured and can be taken as a stand-alone training course; however, delegates will maximise their benefits by taking Module 1 and 2 back-to-back as a 2-week training course.
Objectives
By the end of this GLOMACS training seminar, participants will be able to:
Understand Strategic HRM approaches (SHRM)
Demonstrate a thorough understanding of employee resourcing, recruitment & reward
Describe best practice in working with employees with problems
Understand performance management in a multi-cultural environment
Design a suitable change management model in their workplace
Understand organisational culture
Identifying change management practices that may be culture-bound
Develop practical skills in Organisational Development (OD)
Training Methodology
Dynamic presentations support each of the topics together with interactive trainer lead sessions of discussion. There will also be numerous practical sessions where participants have the opportunity to participate and experience topics taught. Case studies, DVDs, small group work, exercises and feedback will be used to facilitate learning and provide a fun and energising learning environment.
Organisational Impact
Add value to the participant’s department and the organisation as a whole
Participants are encouraged to take new ideas and strategies back to their workplace for discussion
Staff committed to building a high performance organisation
The effective and efficient implementation of change
Development of practical skills in planning, organising and implementing change
Develop skills that are dynamic and relevant to the business environment
The organisation will have in place appropriate systems and processes to encourage and support change
Professional and HR Personnel will be able to demonstrate greater strategic awareness
Personal Impact
Will enable participants to understand current best practice in HRM
A greater strategic overview of the HR function
Develop your skills for the future and be able to help transform current activity into and added value activity
Will enable participants to work with and assist employees
The ability to think analytically and understand change management theory
Develop strategic and operational awareness in the field of change management
Commitment to change management methods and practice
Knowledge of how to implement change and the ability to address related individual and group issues
Who Should Attend?
Anyone involved in HRM at all levels
Those who have joined a HR or Personnel Department in past few years but who have no formal HR Training
Those who would benefit from an understanding of the HR role and function
Professionals and Supervisors who wish to enhance their competencies in change management
HRM Personnel who need to stay up-to-date on current practices and trends in change management and organisational development
Occupational Health & Safety and Training Staff involved in change management
Those who received their training in past years and need to be brought up to date with best practice in Change Management
Course Outline
Module I - The 5-Day MBA in HR
DAY 1
Human Resource Management for the 21st Century
The Changing Face of Organisations and Functions
Key Impact of Changes on Human Resource Management
Human Resource Management (HRM) is not Personnel
New Roles and Responsibilities of HRM
Impact of Data Analytics and Predictive Analytics
Evolving Structures of HRM
Career Routes into HRM and Continuous Professional Development (CPD)
DAY 2
Performance Management in a Multi‐Dimensional Organisation
Performance Management in a Multi-Cultural Environment
Effective Performance Management Is Changing
The Role of C Suite and the Responsibilities of Line Management
Are Objectives and Performance Standards Always Relevant?
Understanding the Difference between High Potential and High Performance
Managing High Performers and Under-performers
Examining the Causes of Performance Gaps
The Relevance of Performance Appraisal & 360° Feedback
DAY 3
Recruitment, Employee Resourcing & Reward
Targeted Recruitment and Selection
The Uses of Social Media and Mobile Recruiting
Need for Comprehensive Selection Tools
Assessment and Development Centres
The Psychology of Motivation
The Psychological Contract
Managing Multi-Generations in the Workplace
Reward Management, Remuneration and Benefits
DAY 4
Workplace Conflict & Working with Employees in Difficulty
Managing Employee Problems – Bullying and Harassment
Equality of Opportunity, Diversity and Discrimination
DAY 5
Employee Development
Understanding the Importance of Learning and Development
Current Trends in L&D – Mentoring, Coaching and PDPs
Neuroscience Research and Learning
Identifying Learning & Development Needs and Meeting Them
How Corporate Social Responsibility Can Be Used For Development
Importance of Succession Planning and Talent Management
Personal Action Planning
Module II - Leading & Managing Change
DAY 6
Understanding Human Psychology and Its Impact on Change Management
What is Human Psychology?
Tip of the Iceberg Concept
Understanding Yourself
Developing Self-awareness, Trust and Communication
How Attitudes are formed?
Motivation at Workplace and What Drives People to be Motivated
The Key Drivers of Change
The Need for Change Management
DAY 7
Approaches to Organizational Change
Where do you start with Organizational Change?
Anticipated Reaction to Change
What are typically the things which are required to Change?
Define the Scale of Organizational Change
Approaches to Organizational Change
Steps required to Implement Change
How to Sustain Change?
What is the impact of Appreciative Inquiry on Change Management?
Organizational Alignment around the Change
DAY 8
Change Management and Change Leadership
The Five Psychological Phases of Change and their Effective Management
Difference between Change Management and Change Leadership
Leadership and Culture in Change Management
Change Management and Emotional Intelligence impact on Organization Performance
The Key Components of Emotional Intelligence Link to Leadership
Emotional Quotient (EQ) vs. Intelligence Quotient (IQ)
DAY 9
Organisational Development (OD)
What is Organisational Development?
Introduction to Performance Management Tool Namely the Balanced Scorecard
Defining Strategy and How to Translate It into Action and Execution
SWOT and PESTEL Analysis
Barriers and Success Factors to Strategy Execution – Culture, Leadership and Human Factors
Building a Strategy Focused Organisation (SFO)
Introduction to Strategy Maps
DAY 10
Developing Performance Contracts Framework and Scoring Mechanism
Developing Business Plan Methodology to Achieve the Strategic Direction of the Organization
Developing and Implementing Performance Contracts Framework between CEO and Functional Managers within the Organization
Developing a Comprehensive Balanced Scorecard and Scoring Mechanism for your organization using EXCEL
Seminar Review and Wrap-up
Certificates
On successful completion of this training course, GLOMACS Certificate with eligible Continuing Professional Education credits (CPE) from National Registry of CPE Sponsor and Re-Certification credits from HR Certification Institute (HRCI), will be awarded to the delegates
Providers and Associations
Endorsed Education Provider
The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.
GLOMACS is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.NASBARegistry.org
In Association With
Oxford Management Centre
A GLOMACS - Oxford Management Centre collaboration aimed at providing the best training services and benefits to our valued clients.
A Human Resource Certification Institute (HRCI)® Pre-approved Training Course HR Processes, Culture & Change Management Programme
Becoming A Strategic Business Partner
Upcoming Dates
Code
Date
Venue
Fees
HR029
03 - 14 Jul 2023
London - UK
$15,000
HR029
13 - 24 Nov 2023
London - UK
$15,000
HR029
05 - 16 Feb 2024
London - UK
$15,000
This seminar is pre-approved by HRCI (Human Resource Certification Institute) which qualify for general re-certification credit hours of HR Professionals. The use of this seal is not an endorsement by HR Certification Institute of the quality of the seminar. It means that this seminar has met HR Certification Institute’s criteria to be pre-approved for recertification credit.
Introduction
This important GLOMACS HR Processes, Culture, & Change Management Programme training seminar focuses on vital areas of modern Human Resource Management (HRM). It is a unique seminar that addresses core HR issues in a critical and evaluative way. This HR Management training seminar also provides a theoretical background, guidelines on best practice, and skills development in organisational development processes, all from a HR perspective.
The first week of this 10-day GLOMACS HR Processes, Culture, & Change Management Programme training seminar focuses on core HRM Processes, whilst in the second week we will look more specifically at culture and change management. Over ten days, this training seminar will bring you up to date on the latest techniques and approaches that are appropriate in effective management of Human Resources, Culture and Change including:
Strategic HRM (SHRM)
Performance Management in a multi-cultural setting
Reward, Learning & Development
Talent Management & Nationalisation
Organisational Development (OD)
Work Psychology
The Difference between Change Management and Managing Change
Each module is structured and can be taken as a stand-alone training course; however, delegates will maximise their benefits by taking Module 1 and 2 back-to-back as a two-week training course.
Objectives
By the end of this GLOMACS training seminar, participants will be able to:
Understand Strategic HRM approaches (SHRM)
Demonstrate a thorough understanding of employee resourcing, recruitment & reward
Describe best practice in working with employees with problems
Understand performance management in a multi-cultural environment
Design a suitable change management model in their workplace
Understand organisational culture
Identifying change management practices that may be culture-bound
Develop practical skills in Organisational Development (OD)
Training Methodology
Dynamic presentations support each of the topics together with interactive trainer lead sessions of discussion. There will also be numerous practical sessions where participants have the opportunity to participate and experience topics taught. Case studies, DVDs, small group work, exercises and feedback will be used to facilitate learning and provide a fun and energising learning environment.
Organisational Impact
Add value to the participant’s department and the organisation as a whole
Participants are encouraged to take new ideas and strategies back to their workplace for discussion
Staff committed to building a high performance organisation
The effective and efficient implementation of change
Development of practical skills in planning, organising and implementing change
Develop skills that are dynamic and relevant to the business environment
The organisation will have in place appropriate systems and processes to encourage and support change
Professional and HR Personnel will be able to demonstrate greater strategic awareness
Personal Impact
Will enable participants to understand current best practice in HRM
A greater strategic overview of the HR function
Develop your skills for the future and be able to help transform current activity into and added value activity
Will enable participants to work with and assist employees
The ability to think analytically and understand change management theory
Develop strategic and operational awareness in the field of change management
Commitment to change management methods and practice
Knowledge of how to implement change and the ability to address related individual and group issues
Who Should Attend?
Anyone involved in HRM at all levels
Those who have joined a HR or Personnel Department in past few years but who have no formal HR Training
Those who would benefit from an understanding of the HR role and function
Professionals and Supervisors who wish to enhance their competencies in change management
HRM Personnel who need to stay up-to-date on current practices and trends in change management and organisational development
Occupational Health & Safety and Training Staff involved in change management
Those who received their training in past years and need to be brought up to date with best practice in Change Management
SEMINAR OUTLINE
Module I - The 5-Day MBA in HR
DAY 1
Human Resource Management for the 21st Century
The Changing Face of Organisations and Functions
Key Impact of Changes on Human Resource Management
Human Resource Management (HRM) is not Personnel
New Roles and Responsibilities of HRM
Impact of Data Analytics and Predictive Analytics
Evolving Structures of HRM
Career Routes into HRM and Continuous Professional Development (CPD)
DAY 2
Performance Management in a Multi‐Dimensional Organisation
Performance Management in a Multi-Cultural Environment
Effective Performance Management Is Changing
The Role of C Suite and the Responsibilities of Line Management
Are Objectives and Performance Standards Always Relevant?
Understanding the Difference between High Potential and High Performance
Managing High Performers and Under-performers
Examining the Causes of Performance Gaps
The Relevance of Performance Appraisal & 360° Feedback
DAY 3
Recruitment, Employee Resourcing & Reward
Targeted Recruitment and Selection
The Uses of Social Media and Mobile Recruiting
Need for Comprehensive Selection Tools
Assessment and Development Centres
The Psychology of Motivation
The Psychological Contract
Managing Multi-Generations in the Workplace
Reward Management, Remuneration and Benefits
DAY 4
Workplace Conflict & Working with Employees in Difficulty
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