Developing Leaders in Human Resource Management Workshop

OVERVIEW

The nature of work is changing with increasing globalization of the workforce changes to demographics and generations, advances in technology and the increasing pace of change, HR professionals at every level need to be strategic and influential like never before. To respond to this clear need IPMA-Canada has developed a three day interactive program focusing on three core roles that HR Professionals must display in today’s dynamic workplace. Through simulations and participative exercises, this workshop challenges participants to stretch their thinking and develop new skills and competencies to help them be successful. Participants will leave the training with a post-program action plan to continue their success in human resource leadership.

MODULE 1: LEADERSHIP

No matter what your role in HR, from HR Advisor to VP, HR professionals need to operate as true thought leaders in a number of areas from diversity to ethics, to employee engagement and workforce management to name but a few. They are expected to take on a leadership role in their area of expertise as well as guiding the organization, looking at how HR can guide business strategy, interpret business financials and key metrics, and challenge on decision making and ethics.

MODULE 2: BUSINESS PARTNER

Historically HR has been seen as a transactional support function, driving administrative actions such as recruitment and payroll.  Today, the expectations and needs are changing and HR must be integrated into the business, guiding and advising at every level, managing relationships, balancing agendas and communicating effectively with a range of stakeholders.  Using current research, expert facilitator experiences and interactive exercises, in this module we equip participants to build effective partnership relationships including understanding the steps in effective consulting, how to influence others and build high performance teams.

MODULE 3: CHANGE AGENT

The pace of change is increasing and more than ever before HR is expected to support organization change and manage the impact on people. IN the third and final module, we look at both change and transition, applying change management theory in practice, sharing key frameworks for leading change effectively, and tools and techniques for managing reactions to change and minimizing resistance