COURSE OVERVIEW

Does your organization recognize that its success ultimately depends on its people? Are you seeking to build a world-class workforce that attracts and retains top talent while offering exceptional personal development opportunities? Do you want to create a work environment that encourages both internal and external customers to engage more deeply with your business, ultimately generating real value for your shareholders? This course equips leaders with the strategies and tools to align HR and Learning & Development (L&D) with overall business goals, fostering a culture of high performance and growth.

LEARNING OBJECTIVES

The HRM Strategy, Learning & Development Transformation course is designed to help participants:

• Maximize employee contribution through best HR practices.
• Understand and implement strategic HR principles effectively.
• Lead and collaborate within the HR function to deliver tangible business results.
• Understand critical HR processes and their impact on organizational outcomes.
• Establish your organization as an “Employer of Choice.”
• Utilize organizational values, competencies, and branding in HR strategy.
• Manage talent through recruitment, career development, succession planning, and reward systems.
• Address employee relations and handle grievances effectively.
• Promote work-life balance.
• Integrate corporate social responsibility and diversity initiatives.
• Develop and execute a successful L&D strategy tailored to your organization.
• Assess organizational readiness for L&D transformation.
• Collaborate to implement and monitor strategic changes successfully.
• Manage resistance to change.
• Align departmental objectives with organizational vision and strategy.
• Transform L&D by:
  • Structuring the department for an integrated, business-driven approach.
  • Enhancing and expanding learning offerings and infrastructure.
  • Rebranding the L&D function.
  • Measuring the impact of L&D initiatives on organizational performance.

TARGET AUDIENCE

This course is ideal for:

• Professionals interested in executing a strategic HR vision.
• HR and L&D specialists aiming to develop and implement strategies that enhance organizational performance.

TRAINING METHODOLOGY

This highly practical and results-oriented program follows adult learning principles. It is designed as an intensive training and knowledge-sharing experience, featuring group work, role play, lectures, and practice exercises. Participants gain advanced insights into strategic HR and L&D management, learning through active engagement, discussions, videos, and real-world case studies. Pre- and post-course assessments evaluate participants’ skills and the effectiveness of the training.

COURSE CONTENTS

Module 1 – Transforming HR

Key Topics:

• Transition from Human Resource Management (HRM) to Human Capital Management (HCM)
• Differences between HRM and HCM
• Positioning HR as a tool for strategy implementation and business priorities
• Focusing on business outcomes over HR inputs
• Delivering measurable business benefits

Module 2 – Human Resource Management vs. Human Capital Management

Key Topics:

• Making HR a strategic core competency
• Building a high-performance HR system that generates real value
• Aligning HR competencies with key business priorities
• Communicating the impact of human capital solutions on operational performance

Module 3 – HR Process Redesign

Key Topics:

• Integrating HR practices with company systems and organizational capability development
• Aligning HR processes with organizational strategy
• Partnering with business processes such as strategy development, organization design, change implementation, and performance management

Module 4 – Integrating Systems

Key Topics:

• Redesigning HR structure and approach
• Aligning CEO and HR leadership focus on strategic HR implementation
• Defining HR objectives and roles to meet business needs
• Efficient management of HR resources and identification of business requirements

Module 5 – Evaluating HR

Key Topics:

• Positioning HR to impact organizational performance
• Accountability for HR strategy implementation
• Proactively planning HR initiatives
• Eliminating duplication and fostering stakeholder relationships
• Delivering strategic HR objectives confidently and effectively

Module 6 – Creating an Integrated, Business-Driven L&D Approach

Key Topics:

• Managing L&D for organizational value
• Current trends to enhance training outcomes and organizational capabilities
• Conducting training needs analysis
• Using the Strategic Diagnosis Model for planning and prioritizing L&D initiatives

Module 7 – Prioritizing L&D Interventions

Key Topics:

• Identifying behaviors, skills, and attitudes that drive business performance
• Understanding organizational changes and new product/service requirements
• Planning interventions for compliance, customer service, and growth

Module 8 – Creating the L&D Structure and Business Relationship Role

Key Topics & Roles:

• Organizational and employee relationship management
• L&D planning aligned with organizational strategy
• Measuring impact/ROI of L&D interventions
• Developing and executing specific interventions
• Job roles: Head of L&D, L&D Manager, etc.
• Rebranding the L&D function

Module 9 – Achieving the Right L&D Culture and Competency Framework

Key Topics:

• Optimizing internal human capabilities
• Updating performance development processes and reporting
• Refining the L&D competency framework
• Implementing personal development plans for L&D staff
• Engagement workshops and ‘Lunch & Learn’ sessions that deliver value

Module 10 – Engaging the Business and eLearning

Key Topics:

• Contracting with business units
• Diagnosing and evaluating interventions
• Designing/redesigning L&D programs and delivery
• Innovations in blended learning and eLearning
• Linking eLearning to competitive advantage and organizational benefits