ANNUAL SYMPOSIUM FOR STRATEGIC HUMAN RESOURCE MANAGEMENT (SHRM) AND HUMAN RESOURCE BUSINESS PARTNERING HRBP)

Date: 11^th -15^th March, 2024

Venue: Pretoria-South Africa

Tuition: US $ 1750 per participant.

 

TAMI cordially invites you to attend/nominate participants to attend this conference

 

Training Outcomes

At the culmination of this 3-day training programme, learners will have an in-depth understanding of strategic HR management and business partnering; employee engagement and HRM value chain best practice processes and strategies. Learners will also master the ability to harness these HR process to optimize their strategic impact and value.

Exit level training Objectives

• Applying strategic HR management principles and practices
• Re-positioning the HR function as a strategic business partner
• Applying HR Business Partnering – best practice principles, structure, roles and future fit competencies
• Applying best practice HRM value chain activities
• HRBP business intelligence role – HRM Metrics and crafting a HRM Scorecard
• HRBP workplace advocacy – enhancing employee engagement levels and talent retention strategies
• HRBP governance roles – HRM Risk Management and HRM Auditing

 

Targeted learners

Senior/Executive Human Resources Managers, HR Managers; HR business partners, professionals and practitioners

Training programme outline

THE FUNDAMENTALS OF STRATEGIC HUMAN RESOURCES MANAGEMENT (SHRM); HRBP AND TRANSFORMING AND REPOSITIONING HRM

• Defining the fundamental concepts
• Understanding the context and environment of SHRM
• Building a strategic business case for SHRM, defining and implementing the strategic value proposition and contribution of HRM
• Unpacking the anatomy of SHRM and the diagnosis of current, industry-wide Strategic HRM practices (Gap Analysis)
• Mastering Ulrich’s model of the 4 strategic HRM roles, diagnosis of current HRBP organizational practices (health check) and building a business case for HRBP (strategic imperative)
• Applying the Virtual Strategic Performance Advisor model (Cotter, 2021)
• Business Executives expectations and priorities (for HRBP’s)
• Enablers and critical success factors to transforming/re-positioning HRBP
• The Challenge: Re-positioning HRM into a strategic business partner – applying the 5-step HRBP strategy

 

APPLYING THE BUSINESS INTELLIGENCE AND WORKPLACE ADVOCACY ROLES

CASE STUDY 1: REFOCUSING HR’S RESOURCES TO MAKE IT A POWERFUL BUSINESS PARTNER

• The 5 strands of success and diagnosis and gap analysis of High Performing Organization (HPO) culture
• The role and contribution of SHRBP in cultivating and nurturing a HPO
• Diagnosis and gap analysis of HRM Metrics best practices
• Crafting HRM Scorecard
• Applying the 5 E’s of the HRM metrics process
• READING ARTICLE: HERE’S WHAT HR MUST DO TO HAVE THE BUSINESS IMPACT CEO’s WANT
• HRBP workplace advocacy role – Employee Engagement
• Diagnosis and gap analysis of Employee Engagement best practices

TALENT RETENTION AND APPLYING THE HRM GOVERNANCE ROLE

SPECIFIC OUTCOMES:

• HRBP workplace advocacy role – Talent retention strategies
• Diagnosis and gap analysis of talent retention strategies (Deloitte Irresistible Organization model)
• Applying the 5-step HRM Risk Management process
• Diagnosis and gap analysis of HRM Auditing best practices
• Applying the 3-step HRM Auditing process

 

CASE STUDY 2: DEVELOPING A HR STRATEGY AT TARMAC

Requirements;

• Conference fees us $ 1750 per participant (tuition and training materials only)
• For airport tax and ticket expenses please check with your local airlines or travel agent
• For daily subsistence allowance the sponsoring organization is free to pay according to their service.

Kindly confirm your attendance by return mail admin@tamiuganda.org / tamiconference@gmail.com  so that we reserve your space.

Looking forward to having you on this program.