HR as a Strategic Partner

This is a very practical, interactive Gulf Rowad HR Management training seminar that will utilize a variety of methods including case studies, videos and other media as well as PowerPoint slides to communicate and deliver the course objectives. This Gulf Rowad training seminar is interactive and will require participation in both small groups and with the entire audience.

It is not enough to call ourselves a strategic partner. To be a strategic partner, we must focus on outcomes. In addition, HR must be credible to the business. Credibility requires different competencies and this training course will focus on those competencies.

At the end of this Gulf Rowad training seminar, participants will understand how to:

• Improve the strategic relationship between effective HRM and core business functions
• Better apply information with which to contribute to the organization’s strategic plan
• Design strategies to ensure a strong customer service culture in the HR function
• Develop visions for critical solutions to organizational human capital challenges
• Make better decisions with confidence based on analysis of available information to drive business success
• Create a strategy to develop a culture that fosters efficient and effective interactions and decision making

HR professionals of all levels can benefit from this Gulf Rowad HR Management training course as can operational managers who needs Human Resource support to achieve their strategic objectives.

This Gulf Rowad training course is suitable to a wide range of professionals but will greatly benefit:

• HR Managers
• Directors
• Line Managers
• Anyone who is associated with strategic planning

Organisational Impact

HR can have a direct impact on the organization’s strategy through its input into the strategic planning process and through its own strategic initiatives.

• Develop results oriented metrics and scorecards that contribute to organizational success
• Use knowledge of business and metrics to make workforce and business decisions
• Ensure that all HR initiatives demonstrate a measurable value to the organization
• Create an action plan for managing talent within the confines of the labor market
• Develop and evaluate business cases proposed for HR and other functional projects and initiatives
• Maintain a systems wide perspective when making business decisions

Personal Impact

The participant will enhance their own competencies as human resources professional and be able to apply these competencies to their own organizations.

• The ability to understand and apply information to develop the organization’s strategic plan
• The ability to interpret information and data to make business decisions and recommendations
• The ability to direct and contribute to initiatives and processes with the organization
• The ability to provide guidance to organizational stakeholders
• The ability to effectively exchange information with stakeholders
• The ability to manage interactions to provide service and support to the organization