updated 6:54 AM CST, Jan 16, 2018
HOT NEWS
Department of Labour resumes national worker briefing sessions on introduction of NMW and amendments
Disabled people in Africa get a raw deal. What's been done to fix this
Labour Laws Amendment Bill B 29—2017
2017 EE online and manual reporting season
President Cyril Ramaphosa 2017 Christmas Message
Dawn Klinghoffer, General Manager HR Business Insights at Microsoft
HR Leaders Podcast #6 - Dave Ulrich shares his latest thinking & Research on the Future of HR
The National Skills Development Plan (NSDP) - call for public comment
Why changes to South Africa's labour laws are an assault on workers' rights
South Africa needs a fresh approach to its stubbornly high levels of inequality
A+ A A-

Upcoming Workshops

Upcoming Events


Event Marketing by Constant Contact

Developing a Human Resources Strategic Plan

Developing a Human Resources Strategic Plan

 

 

 

 

 

 

 

 

 

 

 

 

 

Introduction

The strategic aim for Human Resources is to integrate human resources management plans, strategies and systems to achieve the overall mission, strategies and success of the company, whilst meeting the needs of employees and other stakeholders.

The overall purpose for this three day Strategic Human Resources Management Plan is to:

  • Ensure adequate human resources to meet the strategic goals and operational plans of the organisation;
  • Keep up with social, economic, legislative and technical trends that impact on human resources in your area; and
  • To address issues surrounding resourcing, development, performance management, culture, benefits and rewards, employee relations and the efficiency of the Human Relations function in delivering timely cost effective services.

Course Content

In this course the following will be covered:

  • A Human Resources Model that deals with strategic direction, HRM Systems, workforce planning, generating the required human resources, investing in human resources development and performance, and assessing and sustaining organisational competence and performance.

The Strategic Planning Model takes into account:

  • Internal and external assessments: demand and supply forecasting techniques, internal and external recruiting and estimate deficits and surpluses
  • The Corporate Strategic Plan: integrate the human resources planning process with strategic organizational planning.
  • Analysis of elements of HR functions: audit template of HR Management functions, self-evaluation questionnaires, workforce planning model, gap analysis template, planning the total workforce, etc.
  • Formulation of HR Strategy: formulate, develop, implement and monitor a human resources plan, organize and mobilize strategic partners, and making the HR strategy integral to the organization.
  • Template for the HR Strategy: strategies to address key issues: change management, performance, communications, reward strategy, diversity, learning and development, occupational health and safety, resources, budgets, etc.
  • Communication and stakeholder management; drawing up a communication plan, communication channels/medium, staff feedback mechanisms, stakeholder communication toolkit, etc.
  • Translation of HR Strategy into operational plan: integrate the human resources planning process with other human resources systems and processes. Integration analysis.
  • Template for the HR Plan (includes monitoring and control)

 

Duration

2 days

Who should attend?

  • HR Executives & Directors
  • HR Managers & Practitioners

 

 

Gary Watkins

Gary Watkins

Managing Director

BA LLB

C: +27 82 416 7712

T: +27 11 462 0982

F: +27 86 689 7862

Website: www.workinfo.com
Login to post comments

HR Associations