3 CAREFULLY CURATED PRACTICAL WORKSHOPS.

HR METRICS AND WORKFORCE ANALYTICS

BRAD BOYSON,
Executive Director, SHRM

ORGANIZATIONAL TRANSFORMATION – WHY, WHAT AND HOW


ROLE OF HR IN ORGANIZATIONAL STRATEGY

DAVID AL ASHHAB,
Assistant General Manager, Human Resources & General Services, BISB

WORKSHOP 1 : HR METRICS AND WORKFORCE ANALYTICS

BRAD BOYSON.

HR Professionals will learn how to drive organizational change around human capital activities by linking evidence based data to business strategy and performance. They will also learn to apply HR analytics to a broad spectrum of Human Capital activities and linking them to workforce analytics. From facilitating outcome-based conversations to interpreting and benchmarking organizational results, this workshop provides HR professionals with hands-on experience that will help acquire the confidence needed to build consensus and acceptance around human capital measurement systems that support operational goals.

  1. DESCRIBE the importance and potential benefits of business metrics and the role of human capital analytics in evaluating an organization's performance.
  2. LEARN how to convert metrics into context, how they support the business and give HR credibility through facts, numbers and insight.
  3. OUTLINE the differences on utilization of the HR and Workforce Analytics Model to better link human capital results and activities to business performance.
  4. DESIGN a plan for gathering data and implementing human capital measurement in your organization.
  5. DETERMINE what should be measured to gauge whether HR is helping the company achieve goals.
  6. ANALYZE data from an advanced perspective and determine which analytic technique should be applied to your business context.

WORKSHOP 2 :ORGANIZATIONAL TRANSFORMATION – WHY, WHAT AND HOW

Achieve organizational change management by enabling employees and other stakeholders to adapt to transformations, identify sources of resistance to change and minimize resistance and effectively transfer resources. In this workshop, learn how to:

  1. Conduct a gap analysis between the current state and future state of the organization
  2. Develop leadership strategies for transition required and the impact on HR
  3. Obtain business intelligence to perform transformation planning
  4. Ensure required changes are tested, understood and accepted to ensure effective, long term and sustainable results
  5. Navigate the change process and strategize
  6. Develop transformational change strategies and the role of people in organizational transformation
  7. Communicate the benefits and impact of change on employees and the organization
  8. Ensure that organizational transformation contributes to performance targets
  9. Identify and build capabilities to succeed in the future
  10. Coordinate management of change with business process, policies and procedures of the business

WORKSHOP 3 : ROLE OF HR IN ORGANIZATIONAL STRATEGY

DAVID AL ASHHAB.

Human resources professionals oversee the most important component of a successful business — a productive, thriving workforce. The role of human resource management in organizations is to organize people so that they can effectively perform work activities. This requires viewing people as human assets, not costs to the organization. In this workshop, you will learn how to view people as assets and strategically manage people as business resources. Discover how to.

  1. Effectively manage recruitment and hiring of employees who will contribute to the organizational goals
  2. Coordinate employee benefits and implement training and development strategies
  3. Advise managers on issues about employees that will affect the company’s targets
  4. Assign employees to different organizational roles that allow them to adapt to the business environment
  5. Build strategies to increase employee loyalty and commitment to an organization
  6. Plan strategically to cater to the ever changing needs of the competitive job market and ensure satisfied employees
  7. Assess employee benefit packages for costs to employer
  8. Organize, store and assess employee data and returns on investment to company
  9. Ensure a healthy organizational work culture and its contribution to the organization