INTRODUCTION
Change Management is all of the actions we take to control how we move from one state to another. These actions involve communications skills; influencing and persuading skills; as well as the ability to break the change into al the activities that need to happen to move a team and/or organisations beyond its current realities.
Change Management is different to project management in as follows:
- Project Management is about creating a deliverable (something new one updated), and making sure it is delivered on time; on budget and to the right level of quality;
- Change Management is about persuading others to use what has been created, and embedding the use of the deliverable into the way people work
All leaders are involved in change – leading change; identifying the need for change; or making change happen. Change is not a specialist activity – as leaders we are all expected to have the skills to do our job and to improve our job by identifying changes that bring greater efficiencies; increased accuracy and quality; improved customer and supplier relations; or increased revenue.
Change happens all the time, but to ensure that the right change happens needs skills and understanding on how change should be planned, managed and controlled.
Delegates will gain practical understanding of the change management cycle and importance of managing changing in the workplace, and how to apply basic change management and leadership techniques in order to drive and manage change within the workplace and within their direct teams.
INTRODUCTION
Direct your professional HR career onto the right path and attain the credible knowledge and skills of a HR Business Partner which will add real and measurable value to the lives of their internal clients and the organisation as a whole.
The extreme business conditions we are experiencing suggest the HR business partner role has never been more necessary. The demands of the role have also grown in line with the increased importance of the HR business partner. This means that in order to be successful, HR business partners need to be on top of their game, managing what has become an increasingly complex set of skills.
This training programme is about making HR business partners more effective, utilising the latest HR research and experiential learning approaches. We will be sharing our practical experience in making this happen in business, in what we call being both a strategy architect and a credible activist.
The programme is designed to enable HR business partners to:
- Achieve improved business results using relevant HR approaches and tools
- Manage complex organisation dynamics in order to achieve better results
- Leverage core HR competencies to impact business
- Test learning using case studies, business simulations, role plays and coaching
Some of the key areas we will cover include:
- Getting and using your seat at the business table
- Leading sustainable change
- Navigating ambiguity
- Being a talent champion
- Combining business with HR to best effect
- Keeping your HR credibility
So whether you are new to being a business partner or a mature generalist that would like to deepen or refresh their skills, this programme will be of benefit.
INTRODUCTION
There are compelling reasons for HR to measure business success. Metrics enable the proactive management of HR, improving accountability, risk management and business results. By knowing what is going on – HR impact is improved, resources are optimised and the business benefits.
This programme introduces HR practitioners to an easy to use process to identify and use HR metrics effectively.
Participants will be able to effectively customise a HR dashboard for their business using the toolkits provided.
INTRODUCTION
Performance Management (PM) includes activities that ensure that goals are consistently being met in an effective and efficient manner. It specifically focuses on the performance of an organisation, a department or an employee. The overall aim of performance management is to ensure the organisations improvement. Performance Management, when administered correctly has the following benefits:
Direct financial gain
- Grow sales
- Reduce costs in the organization
- Aligns the organisation directly behind the strategic goals
Motivated workforce
- Optimizes incentive plans to specific goals for over achievement, not just business as usual
- Improves employee engagement because everyone understands how they are directly contributing to the organisations high level goals
- Create transparency in achievement of goals
- High confidence in bonus payment process
- Professional development programs are better aligned directly to achieving business level goals
Improved management control
- Flexible, responsive to management needs
- Simplifies communication of strategic goals scenario planning
- Provides well documented and communicated process documentation
It is clear that a robust system can have a massive impact on your business, if managed correctly. Emergence Growth is a specialist in this area, and would partner with you in the effective creation of a solution tailored for your business.
INTRODUCTION
Talent Management is an investment. Every company wants to have the best and brightest employees, and with Talent Management that can be achieved. The item that usually accounts for the highest cost for a company is its work force. With a company’s workforce being the highest cost to it, does it not make sense to invest in it? With Talent Management you are developing a more skilled workforce and attracting a higher calibre of new employee.
Using an employee value proposition approach, talent management improves the attraction and retention of key critical talent by 50% in terms of market penetration and by 29% in terms of current employees. Talent management also has a direct impact on Executive Development outcomes by as much as 15% and up to an incredible 50% in terms of workforce performance.
