Leadership Skills for HR Managers

Why Attend

In many organizations HR, as a function, is not invited to sit at the decision making table and participate in designing and implementing corporate strategies. The main reason behind this is top management’s perception of HR as a lower value function compared to other functions in the organization, and its belief that HR professionals are not adequately equipped with the necessary skills and competencies to play that all important strategic role. In this course, you will learn how to develop and apply six modern HR strategic competencies that will allow you to lead the HR function as a modern HR professional, earn that seat at the decision making table and contribute to your organization’s bottom line. In addition to the six modern competencies, the course will introduce the most modern tool in HR management, namely HR analytics and demonstrate how this tool can be applied to enhance your HR career.

Course Methodology

The course is designed as a workshop where participants first elaborate a SWOT analysis for the HR function at their own organization and then identify the various skills and competencies necessary to build and develop both their individual and departmental HR leadership, hence transforming themselves into value adding managers. The course will also use a mix of interactive techniques such as lecturettes, case studies and group discussions to cement understanding and provide examples of international best practices.

Course Objectives

By the end of the course, participants will be able to:

• Develop techniques to link their internal HR processes and activities with outside expectations
• Explain the six contemporary HR competencies that define HR professionalism and that allow them to become value adding managers or professionals
• Apply the necessary tools to assess and improve each of the six competencies for HR leadership
• Defend modern HR analytical tools and use them later on in their organizations to generate business intelligence data and reports
• Generate HR intelligence that helps minimize the risk associated with human capital investments
• Create an effective HR department that delivers business results
• Generate appropriate business decisions

Target Audience

This course targets those HR managers and professionals who want to upgrade their HR leadership competencies and earn a seat at the decision making table. Typically, the course is tailored to meet the needs of HR professionals in the various HR functions who have more than five years of experience in HR management.

Target Competencies

• Analytical thinking
• HR analytics
• Communication
• Leadership

• Forecasting
• Team building
• Decision making

Course Outline

• The HR business and outside expectations
  • Incorporating outside expectations into the HR business: focusing on the real business
  • The business of business
  • Business stakeholders and business strategies
  • Waves of HR evolution
  • Six paradoxes facing HR
  • Meeting the six paradoxes
• The human resource competency model
  • Observations about the competency approach
  • Evolution of the HR competency model
  • The 21st century HR competency model
  • HR competency domain factors
    • Strategic positioner
    • Credible activist
    • Capability builder
    • Change champion
    • HR innovator and integrator
    • Technology proponent
• A closer look at the six modern HR competencies
  • Strategic positioner
    • The meaning of strategic positioner
    • The building blocks of strategic positioner
    • The factors of strategic positioner
  • Credible activist
    • The meaning of credible activist
    • The factors of credible activist
  • Capability builder
    • The meaning of capability builder
    • The factors of capability builder
  • Change champion
    • The meaning of change champion
    • The ‘STARME’ principles of change sustainability
  • HR innovator and integrator
    • The meaning of HR innovator and integrator
    • The factors that make up the competency
  • Technology proponent
    • The factors of technology proponent

• Developing yourself
  • Own your own career
  • Learn about yourself
  • Assess your strengths and weaknesses
  • Create opportunities for growth
  • Conduct projects and experiments
• Building the effective HR department
  • Create an HR business plan
  • Align your HR organization with the business organization
  • Provide good HR analytics
• HR analytics
  • Managing tomorrow today
  • The meaning and importance of HR analytics
  • Five steps of analytics