For decades, the rallying cry for personnel professionals has been twofold: "human resources must be at the Executive table" and "human resources must be a lot more tactical". And also yet several human resources departments are still battling to achieve both of these goals. Why is that? Just how did it include this? Why are several human resources departments still having a hard time to be determined and likewise including? The option for these problems can be discovered in this program!

Training Training Course Goals of High-Influence Strategic Human Resources

• The distinction between transformational, along with transactional
  
• Recognizing the personnel structure
• Supply worth for solutions in personnel
• Abilities required in personnel team
  

Day 1
Introduction

• Use of the word “transform”

Be transformational, not transactional

• The transactional HR department

• The HR department is a staff, not a line, department!

• What is different about a transformational HR department?

• Does this mean the transformational HR department doesn’t do transactional stuff?

• Comparing strategic and non-strategic HR actions

Day 2
Think about structure – Structuring the HR department

• The specialist HR department

• The Generalist HR department

• Dave Ulrich’s model for structuring HR departments

Day 3
Be credible – have educated, experienced, trained HR practitioners

• Roles of the HR practitioner in a transformational HR department

• Skills needed in HR staff

• Credibility

• Jim Canterucci discusses change leadership

Day 4
Provide value for service

• HR must show that they can and are assisting the line managers to achieve their goals

• Metrics or not?

• Pason Systems Inc – Conversation with Ron Dudar

• Human Resources Manager

Day 5
Application Workshop for your organization

Application Workshop for your organization