3. Personnel and Human Resource Development Strategy - "Planning with People in Mind" (2 Days)
WHO FOR :
- Senior Personnel and Human Resource Development Directors and Managers responsible for the strategic direction of the Personnel and Training functions within a company context.
- Managers and organisations who through mergers, acquisitions or changes are either about to take charge of large numbers of personnel, or are required to introduce major change.
- Personnel Managers whose development requires them to gain an understanding of the overall management, budgeting and direction of the Human Resource function.
AIMS OF THE PROGRAMME
- To provide participants with a common sense direction planning model for the development of both short and long term strategies for the Human Resource.
- To set out ways of managing the cultural transitions of their organisation through the integration of the Human Resource function with Vision and Values, Operational and overall Strategic direction of the business.
- To establish a Budgeting system, structure and method for developing a Corporate Personnel and Human Resource strategy.
CONTENTS AND METHODS
Delegates will be required to bring their own Human Resource budgeting, manpower planning and training and development strategies for comparison purposes. The sessions will converge from an explanation of a Personnel and Human Resource development strategy model covering the eight key areas which affect their production through to implementation of an individual plan.
THE MAIN THEMES WHICH WILL BE COVERED:-
- External Communication
- Internal Communication
- A sample structure and contents for a) Personnel and b) Human Resource
- Development Board Report for budget approval
THE T.O.P.S. TRIANGLE
- Analysis of how effectively your organisation manages its Human Resource
- An Introduction to Company Manpower Planning.
- Manpower Planning and the Corporate Plan.
ANALYSIS OF :-
- Reconciling Supply and demand forecasts.
- Succession Planning Strategies and techniques.
- Key Position underpinning.
- Creating a framework for your own Personnel and Human Resource Development Strategy.
a) Task size.
b) Current labour Resource.
c) Past changes in labour force.
d) Staff Turnover analysis.
e) Changes in conditions of work.
f) Extend supply factors.
g) Future demand.
Working in a cross-skilling and creative climate, the course fosters an exchange of ideas. Course participants will:
- Increase their understanding of how to maximise their organisation's Human Resource.
- Focus their attention on planning and developing their own organisation's strategy for the personnel and Human Resource development functions.
- Develop their own budgeting strategies for the above two areas with control and management processes to review them built in.