Code Date City Venue Fees
HR029 12 - 23 Nov 2018 London - UK London Hilton on Park Lane $11,000 Register
HR029 26 Aug - 06 Sep 2019 London - UK TBA $11,900 Register
HR029 11 - 22 Nov 2019 London - UK TBA $11,900 Register
TBA* = To be Announced   |  All fees are exclusive of VAT
Home » Seminars » Human Resources Management » HR Processes, Culture & Change Management Programme

Introduction

This important GLOMACS HR Processes, Culture, & Change Management Programme training seminar 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 GLOMACS HR Management training seminar also provides a theoretical background, guidelines on best practice, and skills development in organisational development processes, all from a HR perspective.

The first week of this 10-day GLOMACS HR Processes, Culture, & Change Management Programme training seminar focuses on core HRM Processes, whilst in the second week we will look more specifically at culture and change management. Over ten days, this exciting GLOMACS training seminar will bring you up to date on the latest techniques and approaches that are appropriate in effective management of Human Resources, Culture and Change including:

  • Strategic HRM (SHRM)
  • Performance Management in a multi-cultural setting
  • Reward, Learning & Development
  • Talent Management & Nationalisation
  • Organisational Development (OD)
  • Work Psychology
  • The Difference between Change Management and Managing Change
  • Methodology & Application
  • An Understanding of Workplace Culture and Change
  • Leadership and Change

The training seminar is split into two modules:

MODULE I - The 5-Day MBA in HR

MODULE II - Leading & Managing Change

Each module is structured and can be taken as a stand-alone training course; however, delegates will maximise their benefits by taking Module 1 and 2 back-to-back as a two-weeks training course.

Objectives

By the end of this GLOMACS training seminar, participants will be able to:

  • Understand Strategic HRM approaches (SHRM)
  • Demonstrate a thorough understanding of employee resourcing, recruitment & reward
  • Describe best practice in working with employees with problems
  • Understand performance management in a multi-cultural environment
  • Design a suitable change management model in their workplace
  • Understand organisational culture
  • Identifying change management practices that may be culture-bound
  • Develop practical skills in Organisational Development (OD)

Training Methodology

Dynamic presentations support each of the topics together with interactive trainer lead sessions of discussion. There will also be numerous practical sessions where participants have the opportunity to participate and experience topics taught. Case studies, DVDs, small group work, exercises and feedback will be used to facilitate learning and provide a fun and energising learning environment.

Organisational Impact

  • Add value to the participant’s department and the organisation as a whole
  • Participants are encouraged to take new ideas and strategies back to their workplace for discussion
  • Staff committed to building a high performance organisation
  • The effective and efficient implementation of change
  • Development of practical skills in planning, organising and implementing change
  • Develop skills that are dynamic and relevant to the business environment
  • The organisation will have in place appropriate systems and processes to encourage and support change
  • Professional and HR Personnel will be able to demonstrate greater strategic awareness

Personal Impact

  • Will enable participants to understand current best practice in HRM
  • A greater strategic overview of the HR function
  • Develop your skills for the future and be able to help transform current activity into and added value activity
  • Will enable participants to work with and assist employees
  • The ability to think analytically and understand change management theory
  • Develop strategic and operational awareness in the field of change management
  • BA commitment to change management methods and practice
  • Knowledge of how to implementation of change and the ability to address related individual and group issues

Who Should Attend?

  • Anyone involved in HRM at all levels
  • Those who have joined a HR or Personnel Department in past few years but who have no formal HR Training
  • Those who would benefit from an understanding of the HR role and function
  • Professionals and Supervisors who wish to enhance their competencies in change management
  • HRM Personnel who need to stay up-to-date on current practices and trends in change management and organisational development
  • Occupational Health & Safety and Training Staff involved in change management
  • Those who received their training in past years and need to be brought up to date with best practice in Change Management

Seminar Outline

Module I - The 5-Day MBA in HR

DAY 1

An Overview of Human Resource Management

  • The Changing World of Business and its Impact on the Human Resource Function
  • Introducing Human Resource Management (HRM)
  • The Difference between HRM and Personnel Management
  • Main Activities, Responsibilities and Tasks of HRM
  • Typical HR Department Structure
  • Qualifications and Professional Study

DAY 2

Performance Management in a Multi‐Cultural Organization

  • Understanding Cultural Differences when it comes to Performance Management
  • The Principles and Core Elements of Effective Performance Management
  • The Role of HR and the Responsibilities of Line Management in Performance Management
  • Linking Objectives to the Organisation’s Business Plan
  • Addressing the Performance Gap
  • Understanding the Difference between a Disciplinary and a Capability Process
  • The Purpose and Use of Performance Appraisal
  • Understanding the Difference between High Potential and High Performance
  • Maintaining Balance – managing high performers and under-performers equally
  • The Advantages and Disadvantages of Upward / 360° Feedback

DAY 3

Recruitment, Employee Resourcing & Reward

  • Recruitment and Selection
  • Assessment and Development Centres
  • The Psychology of Motivation – current thinking and practice
  • The Psychological Contract
  • Segmenting Employee Groups to Understand Similarities and Differences
  • Flexibility and the Flexible Firm
  • Total Reward
  • Matching Benefits to Employee Need to Maximise Cost-effectiveness

DAY 4

Workplace Conflict & Working with Troubled Employees

  • Workplace Conflict
  • Managing Conflict at Work
  • Counselling Services & Employee Assistance Programmes (EAP)
  • Introducing Workplace Mediation
  • Managing Employee Problems – Stress Management
  • Managing Employee Problems – Bullying and Harassment
  • Understanding the Difference between Equality of Opportunity & Employee Diversity
  • Handling Aspects of Discrimination

DAY 5

Employee Planning and Development

  • Understanding the Purpose of Training and Development
  • Current Trends in L&D
  • Linking Development with Corporate Social Responsibility
  • A Framework for Analysing current Training Provision
  • Succession Planning – Two Approaches to Identifying Future Capability
  • Personal Action Planning

 

Module II - Leading & Managing Change

DAY 6

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 Workplace and What Drives People to be Motivated
  • The Key Drivers of Change
  • The Need for Change Management

DAY 7

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

DAY 8

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)

DAY 9

Organisational Development (OD)

  • What is Organisational 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

DAY 10

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 CEO and Functional Managers within the Organization
  • Developing a Comprehensive Balanced Scorecard and Scoring Mechanism for your organization using EXCEL
  • Seminar Review and Wrap-up

Accreditation

  • Quality Logo
  • Quality Logo

In Association With

Oxford Management Centre

Oxford Management Centre

A GLOMACS - Oxford Management Centre collaboration aimed at providing the best training services and benefits to our valued clients

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