Skills Enhancement on Culture & Change Management in Organizations

Course Overview:

This important Culture & Change Management training course 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 course also provides a theoretical background, guidelines on best practices, and skills development in organizational development processes, all from an HR perspective.

Course Objectives:

At the end of this course, the participants will be able to:

• Design a suitable change management model in their workplace
• Understand organizational culture
• Identifying change management practices that may be culture-bound
• Develop practical skills in Organisational Development (OD)
• Understand performance management in a multicultural environment
• Understand Strategic HRM approaches (SHRM)
• Describe best practices in working with employees with problems
• Prioritize HR activities and identify what produces value
• Take action to maximize manpower
• Have compiled an action plan that will produce significant organizational savings
• Master the new HR strategic model
• Master how to do predictive forecasting
• Reduce the cost and significantly improve the efficiency of succession planning
• Master business process reengineering and be able to apply the techniques both in HR and in other areas of the business
• Explain to others the 10 key areas where the Human resource can be significantly improved
• Implement change that will have a visible benefit to the organization
• Update their professional skills to be ahead in HR thinking and abilities
• Explain to others the new integrated HR concept and how it will add value to any business in either the public or private sector
• Adopt a common and auditable approach throughout HR
• Provide the organization with a much more business approach to HR management
• Operate a common strategic model and approach using the HR two-stage model

Course Content:

Topic 1: 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 the Workplace and What Drives People to Be Motivated
• The Key Drivers of Change
• The Need for Change Management

Topic 2: 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

Topic 3: 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)

Topic 4: Organizational Development (OD)

• What is Organizational 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

Topic 5: 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 the CEO and Functional Managers within the Organization
• Developing a Comprehensive Balanced Scorecard and Scoring Mechanism for your organization using EXCEL

Topic 6: HR as the Strategic Partner:

• The New Strategic Process for HR
• The 10 input checklist for Strategic HR
• The Role of creativity in HR Strategy
• How to translate Strategy into action – the value of Strategic Action Plans
• HR's Role in Matrix Management and measuring results
• Review "Can the human resource be improved at no extra cost?". Ten areas where a real difference can be made

Topic 7: Making HR Effective - 10 Decisive Actions to Make a Difference:

• The new shape of HR
• The internal structure needed for tomorrow's successful HR departments
• Does the benefit apply to HR?
• Manpower Planning – use of Manpower Projective Techniques
• Maximizing organizational structures to enhance productivity – how downsizing and right-sizing work
• Understanding the new ratios for supervisors and managers

Topic 8: New Look at Advances in Recruitment, Training, and Techniques to Maximise Human Performance:

• Recruitment – The new approach to recruitment processes
• How testing and profiling can make a real efficiency difference
• How to improve the questioning process using the latest in behavioural techniques
• Tips and techniques used by interviewing professionals
• Professional interviewing in practice
• Training – The new training efficiency model
• Techniques to determine which training provides value to the organization
• How to evaluate training
• Valuing and costing training and the use of a prioritizing system to get outstanding value from the training budget (specialist handout)
• Maximizing efficiency through pay and rewards
• Concepts of value using the new talent model
• Two major improvements in efficiency – the use of differentiation and bonus schemes

Topic 9: New Performance and Value Approaches to Performance, Competence, Appraisal, and Succession Planning:

• Understanding Performance - Setting organizational performance standards
• Need for predictive forecasting
• Paying for performance
• Understanding how competencies are structured and how to realistically measure them
• Performance appraisal – understanding the cost of the appraisal and how to improve it
• Techniques to improve appraisal techniques and to maximize the value of training
• The new approach – new results
• Software needed
• 5 Succession Plans – what is the organisational value of PDPs?
• The three approaches to targeted succession planning

Topic 10: Business Process Re-Engineering and How to Measure the Return On Investment on HR Activities:

• BPR - Understand the immense value Business Process Re-engineering offers
• What is BPR?
• IBM and Levis Case Study
• How to do BPR?
• Creating and measuring value from HR
• Practical examples
• The HR ROI formula

Targeted Groups:

• Top Management
•  HR Management
• HR Staff
• Managers & Head Of Departments
• Persons who want to get new skills and knowledge to improve their career
• Professionals and Supervisors who wish to enhance their competencies in change management
• Those who received their training in past years and need to be brought up to date with best practices in Change Management
• Those who have joined an HR or Personnel Department in the past few years but who have no formal HR Training
• HRM personnel who need to stay up-to-date on current practices and trends in change management and organizational development
• Anyone involved in HRM at all levels
• Those who would benefit from an understanding of the HR role and function.