Elite - Professional Training & Development

Organisations often have a strategy and an HR department, but no clear link between the two. Workforce plans are headcount budgets, learning is a catalogue rather than a capability plan, performance management is an annual form, and HR reports activity rather than impact. In the Gulf, national workforce development goals, fast growth and new operating models add further pressure on HR to be strategic and credible with leadership.

This programme moves from strategy to execution. It starts with the role of HR leadership and the link between business strategy and people strategy, then covers workforce planning and talent acquisition, performance and capability development, reward, culture and employee experience, and finally HR operating models, analytics and measurement.

Built on recognised practice. The programme references established strategic HRM models, including the business partner model and the resource-based view of the firm, the CIPD Profession Map, the SHRM body of competency and knowledge, ISO 30414 guidelines for human capital reporting and the ISO 30400 series on human resource management. They are used as reference points, not prescriptions.

Decisions this programme improves. Which people priorities matter most for the strategy; where to build, buy or borrow capabilities; how to design performance and development systems that change behaviour; how to structure the HR function; which HR metrics to report to leadership; and how to lead the HR team itself.

How it is delivered. Twenty hours across five sessions, built around one running case: an organisation launching a new strategy that requires new capabilities and a different culture. Participants translate the strategy into people priorities, build an outline workforce plan, redesign a performance process and prepare an HR dashboard for the executive team.

In-house option. For organisations, the programme can be built around your own strategy, HR policies, workforce data and national workforce priorities, and delivered to HR and line leaders together.

Who Should Attend

HR leaders: HR directors, heads of HR and senior HR business partners

HR specialists moving into leadership: talent, learning, reward and organisational development managers

Senior functional managers responsible for people and organisational performance

Strategy and transformation staff working on organisational capability

Public sector leaders responsible for workforce and human capital programmes

Objectives

Explain how people strategy creates value and supports organisational strategy

Translate strategic objectives into clear people priorities and an HR plan

Build a workforce plan that identifies capability gaps and build, buy or borrow options

Design talent acquisition and succession approaches for critical roles

Design a performance management process that links objectives, feedback and development

Develop a learning and capability strategy that meets organisational needs

Assess reward, culture and employee experience as levers for engagement and retention

Evaluate HR operating models and the role of HR business partners

Select HR metrics and build a dashboard that informs leadership decisions

Lead the HR function and influence senior stakeholders

Course Outline

HR Leadership and People Strategy

The evolving role of HR in organisations
From administration to strategic partnership
Linking business strategy and people strategy
HR leadership competencies and credibility
Stakeholder expectations of HR
Ethics, fairness and employee relations

Workforce Planning and Talent Acquisition

Strategic workforce planning: demand, supply and gaps
Critical roles and capability mapping
Build, buy, borrow and automate decisions
Employer brand and recruitment strategy
Selection methods and assessment quality
Succession planning and talent pipelines

Performance and Capability Development

Performance management design and continuous feedback
Goal setting and alignment
Learning strategy and training needs analysis
Leadership development and career paths
Personal development plans and coaching
Evaluating learning impact

Reward, Culture and Employee Experience

Total reward principles
Job evaluation and pay structures
Recognition and non-financial reward
Organisational culture and values
Engagement, wellbeing and retention
Change leadership and HR's role in transformation

HR Operating Models, Analytics and Measurement

HR operating models and business partnering
Digital HR, self-service and HR information systems
People analytics and responsible use of AI in HR
Human capital metrics and ISO 30414
Building an HR dashboard for leadership
Action plan for your HR function

Competencies

Strategic people planning

HR leadership and stakeholder influence

Strategic workforce planning

Talent acquisition and succession

Performance management design

Learning and capability strategy

Total reward and culture

HR operating model design

People analytics and HR metrics

Prague

Explore professional training in Prague across Elite Academy’s full range of disciplines. The city’s position as a well-connected Central European capital offering an accessible professional setting makes it an attractive international setting for scheduled courses and programs arranged to your preferred topic and dates. Elite Academy can deliver its full range of professional training programs in Prague, Czechia. Because the city is a well-connected Central European capital offering an accessible professional setting, it provides a strong international environment for participants from organizations as well as individual professionals. The courses shown on this page represent the programs currently scheduled in Prague; they do not limit what can be delivered there. If your preferred course or date is not listed, you can request any program from our portfolio to be arranged in Prague, subject to scheduling and delivery requirements.

Leadership and Strategic Human Resources Management