1. PROGRAM INTRODUCTION
The world of Human Resources has changed beyond recognition over the past decade. The ’most valuable asset’ in other words, the Human Capital of an organisation is THE most important element in ensuring the organisation stays alive and competitive, growing and adapting to meet the rapidly changing market in global and local economies.Each generation brings new challenges and HR Directors and Senior Managers need
- world class skills in planning the organisation’s short and medium term human capital requirements,
- data driven strategies and information systems to provide agile responses to changing market needs and opportunities,
- business and technology skills to be able to provide high quality information to senior management to help inform business strategy
- data analysis skills to be able to leverage the detail to work with line and function management.
- to support and coach managers to help them lead: both at the top and at every level of the organisation’s human capital and the face of organisation in the sector and one that customers trust and want to do business with.
Regardless of where in the world you work, as an HR Director or Manager you know you need to ‘step up’ to a previously unplanned level of competence and experience.
This Certification Program builds over four modules a variety of practice based skills and competences for the 21st Century Human Resources Business Partner. It is based on the 2014 published “Evaluating Human Capital Projects – Improve, Prove, Predict” by Jane Massy and Jeremy Harrison. Each workshop has a distinct focus and can be taken as a stand-alone workshop or combined with other modules.
2. WHO SHOULD ATTEND
Human Resources and Performance Management Directors and Senior Managers in both private sector firms, public sector organisations and social enterprises
Module 1: Defining the Strategic Value Proposition of HR with Organisational Leadership
On completion of this 1-day workshop participants will be able to:
- Examine critically and systematically their current value contribution to the business (Porter)
- Compare their ‘current state’ against a desirable model that delivers optimal value that the ‘C’ level understands and expects (Massy & Harrison)
- Plan a roadmap of changes to their roles, structures, processes and systems that will enable them to reach their desired state (Massy & Harrison/Kotter)
- Plan at least one of the first changes with a business model that will enable them to measure and report how the investment in the change has delivered value to the business from the start (Massy & Harrison)
- Introductions and protocols
- Overview of Human Capital measurement
- Porter’s Value Chain and the role of HR
- Transactional and transformational HR
- Reporting to C level – what matters – a reporting model
- Planned action: current state analysis/future desired state
- Roadmap to the future
- Planned action: one work stream leading to change
Indicative content
- Introductions and protocols
- Overview of Human Capital measurement
- Porter’s Value Chain and the role of HR
- Transactional and transformational HR
- Reporting to C level – what matters – a reporting model
- Planned action: current state analysis/future desired state
- Roadmap to the future
- Planned action: one work stream leading to change
Module 2: Strategic Workforce Planning
On completion of this 2-day workshop participants will be able to:
- Prepare a programme to work with the C team and line and functional management to examine current human capital performance against current business processes (Massy & Harrison)
- Review future needs and human capital requirement scenarios against a model value chain (Porter)
- Know what time driven activity based costing (TDABC) is and how it can be used in human capital performance analysis and planning (Kaplan and Porter)
- Where the Human Resources function KPIs fit within the Balanced Scorecard (Kaplan and Norton)
- Revise and renew KPIs for the Human Resources function which demonstrate the value of HR to the business (Massy & Harrison)
Indicative content
Day 1
- Introduction and protocols
- Putting HR and human capital management in context
- Examining current performance: Human Capital Analytics
- The value chain: HR is a secondary activity that must deliver on primary activities
- Time Driven Activity Based Costing: what can you learn?
Day 2
- Using data to improve decision making
- The Balanced Scorecard: where HR fits?
- KPIs for the HR function
- Planned action: Workforce strategy development and HR KPIs
Module 3: Evaluating HR Investment – Measuring & Reporting on Staff Performance & the Impact on the Business
On completion of this 2-day workshop participants will be able to:
- Critically examine their performance management systems in the light of their organisation’s business gaols (Massy & Harrison)
- Review their performance appraisal tools and processes to assess whether they actually deliver sustained and desirable improvements in performance (Massy & Harrison)
- Examine KPIs that are set for a variety of roles within an organisation and prepare revisions that match the expectations of a high performing organisation (Massy & Harrison)
- Consider how and whether their reward strategies deliver sustained performance and retention of best talent. (Massy & Harrison)
- Plan for changes to the current systems (Kotter)
Indicative content
Day 1
- Introduction and protocols
- Performance management: what are the objectives?
- The components of performance management
- Value chains and the link to performance management
- Linking performance management to business objectives
- Performance appraisal: a critical review
- Performance descriptors: measuring performance objectively, transparently, accurately
Day 2
- KPIs: four roles, four sets of KPIs
- Reward strategies: what do they deliver?
- Bringing it together: performance management, KPIs, appraisal and reward
- Planned action: roadmap for change
Module 4: Evaluating HR Investment – Measuring & Reporting on Learning & Talent Programs & The Impact On The Business
On completion of this 2-day workshop participants will be able to:
- Plan the revisions to learning and talent strategies in order to ensure their impact and value for money can be measured (Massy & Harrison)
- Identified appropriate tools and processes to collect data to monitor changes in performance and organisation impact (Massy & Harrison)
- Developed a first plan to measure one L&D or talent development project (Massy & Harrison)
- Identify different ways (including data charts and infographics) to communicate to the C team and line and function managers the results of investment in L&D and talent development programmes (Massy & Harrison)
- Introductions and protocols
- Overview of Human Capital measurement
- Planning for outcomes/Theory of Change
- Communicating outcomes and value for money
- Focus: performance and Impact
- Review of potential project for application/planned action (1)
- Review of potential project for application/planned action (2)
- Who knows: the stakeholders and their roles
- Information systems: where’s the data?
- Current processes and tools?
- Model tools and templates
- Planned action: changes in strategy and processes
- Planned action: plan for measuring impact and value for money
Indicative content
Day 1
- Introductions and protocols
- Overview of Human Capital measurement
- Planning for outcomes/Theory of Change
- Communicating outcomes and value for money
- Focus: performance and Impact
- Review of potential project for application/planned action (1)
- Review of potential project for application/planned action (2)
- Who knows: the stakeholders and their roles
- Information systems: where’s the data?
- Current processes and tools?
- Model tools and templates
- Planned action: changes in strategy and processes
- Planned action: plan for measuring impact and value for money
Day 2
- Review of potential project for application/planned action (2)
- Who knows: the stakeholders and their roles
- Information systems: where’s the data?
- Current processes and tools?
- Model tools and templates
- Planned action: changes in strategy and processes
- Planned action: plan for measuring impact and value for money
3. ABOUT THE TRAINER
Jane Massy is CEO of abdi ltd., (www.abdi.eu.com ) a Cambridge UK based company specialising in human capital measurement and performance improvement. Jane led the development of the UK’s first formally recognised suite of professional qualifications in monitoring and evaluating performance and impact outcomes and ROI and today still teaches the higher levels of the professional programmes. Over 2000 individuals from around the world have participated in these professional programmes, including participants from education, healthcare, industry development, social enterprises, government agencies and private and public sector firms.
More recently, she has led the development of the first UK Post graduate Certificate in Performance and Impact Measurement accredited by the University of Derby and as an Associate lecturer teaches this Post Graduate Certificate.
She has been a professional evaluator of human capital projects for over 20 years and has evaluated projects with a total value of several hundreds of GBP millions.
She also works for many private and public organisations as an evaluator and coach in monitoring and evaluating a wide variety of change and performance improvement projects and programmes. These include Barclays, Lloyds Banking Group, Nokia, Jaguar Land Rover, Volkswagen Group (UK), British Telecom, Qualcomm, local government bodies, NHS public healthcare providers as well as private healthcare firms, and several retail, hotel and F&B groups.
She and her team provide consultancy and training in building performance descriptors, setting KPIs for senior managers, planning and implement performance management systems, leadership and management for performance and business results and building commercial skills for project manager and commissioners of large scale projects to ensure meaningful KPIs are embedded in all contracts and rigorously monitored and evaluated.
4. METHODOLOGY
This Certification Program includes face to face modules, online resources and optional workplace practice assessment. Participants completing all four modules are offered an optional Capstone which includes online coaching on an assessed workplace project. Successful completion will be recognised by formally assessed accreditation from abdi ltd. An Achievement and Certification Plaque will be awarded.
All workshops include group and individual work, case studies, models and exercises as well as presentations by the trainer.
| Module | Face to face | Online | Assessment |
| Module 1 | One day | Tools, templates, examples, readings and references and discussion forum | Optional workplace practice based assignment to obtain Certificate of Competence |
| Module 2 | Two days | Tools, templates, examples, readings and references and discussion forum | Optional workplace practice based assignment to obtain Certificate of Competence |
| Module 3 | Two days | Tools, templates, examples, readings and references and discussion forum | Optional workplace practice based assignment to obtain Certificate of Competence |
| Module 4 | Two days | Tools, templates, examples, readings and references and discussion forum | Optional workplace practice based assignment to obtain Certificate of Competence |
| Capstone Assignment | | Guidance on requirements, online real time coaching (2 hours), readings, references and tools | Workplace practice assignment to obtain accreditation from abdi ltd and Achievement and Certification Plaque |
5. TRAINING MATERIALS
Include a workbook (print) and downloadable tools and templates. Online learning environment (registration required) with further readings, discussion forum, downloadable assessment template (Marked on submission following the workshop/optional) and downloadable action plan tool. All participants will need to bring a laptop with wireless access and will be advised in advance about where to download the tools and asked to register in the online learning environment following confirmation of course participation. Participants who register for more than one module will receive a complimentary copy of Massy and Harrison’s book “Evaluating Human Capital Projects – Improve, Prove, Predict” worth S$79.
Please email the completed physical form to: sales@3pointe.com.sg or fax to: 6520 9851
For further queries, please contact us at:
Email: sales@3pointe.com.sg Or call Michael: 9669 6694
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