HRM Strategy, Learning & Development Transformation Training Course

Overview Objectives Audience Methodology Contents Certificate FAQ's

Course Overview

Does your business strategy explicitly recognize that the success of your organization is totally dependent on your people? Are you interested in building a world-class people business so that you can attract and retain the best staff and provide them with great personal development opportunities? Are you looking to create a working environment that will ensure all customers, both internal and external, want to do more business with you, which in turn will create real value for your shareholders? If the answer to any of these is yes, this programme is for you. This course will help participants to learn how to transform HR department by implementing a strategic vision for HR.

The purpose of any Learning & Development (L&D) department must be to maximize value. How close does your L&D Department come to realizing this? Does your L&D department understand the critical differences in people contribution required to deliver your organization’s strategic goals? After all, only human capital and managerial/leadership leverage can deliver sustainable value and competitive advantage. The premise of this course is that L&D’s role is to develop people capability at an optimal cost whilst delivering an internal customer experience that supports the organization as a premium brand employer. This course emphasizes that L&D personnel should clearly understand strategic organizational priorities and that demand for training and development interventions should be aligned to these priorities.

This training course of two modules which can be taken as a 10 Day Training course, or an individual, 5 Day courses

Module 1 – Tomorrow’s HR Department-Transform The HR Function

Module 2 – Optimizing Learning & Development: Strategy to Enhance Organizational Performance

Learning Objectives

HRM Strategy, Learning & Development Transformation Training course is based on accomplishing the following objectives:

Optimize the contribution of employees through HR best practices.
Explain the key principles and practices involved in implementing strategic HR
Leading and working in the HR function to create tangible business value
Crucial HR processes and the relationship with business results
Becoming an “Employer of Choice”
The use of values, competencies and branding HR
Attracting staff, career development and managing talent/succession/reward
Employee Relations and handling grievances handling
Work/Life balance
Corporate social responsibility/diversity issues
Identify the principal methods for successfully creating an L&D strategy
Assess your organization’s readiness for such a strategy
Collaborate with others to successfully implement and monitor planned changes
Manage resistance to the change
Process and evaluate and align department objectives with organizational vision and strategies
Transform your organization’s approach to L&D. Specifically:
- how to (re)structure the department to create an integrated business-driven approach?
- how to systematically extend and improve your product offerings and infrastructure?
- how to (re)brand the department?
- how to measure the impact L&D has in the organization?

Target Audience

HRM Strategy, Learning & Development Transformation Training course is suitable for a wide range of audience, especially:

All professionals interested in implementing a strategic vision for HR
All HR and L&D professionals who wish to be able to develop and implement a strategy to enhance organizational performance.

Training Methodology

This practical and results-oriented programme is based on adult learning concept. Designed as an intensive training, and knowledge sharing exercise, where group work and role play facilitates learning. Through a set of lectures and practice exercises, delegates will be introduced to the advanced knowledge of how a strategic and proactive HR Department should be organized and engage with the business, and delegates will be introduced to the advanced knowledge working in a strategic L&D department. Participants will learn through active participation, discussions, video materials. Practical cases and examples illustrate the variety of current HR and L&D practices that build people capabilities for delegates.

Pre & Post course assessments will be used to measure the effectiveness of this training and measure the skill and ability of participants.

Course Contents

Module 1 - Transforming HR

Key Topics

The transformation from Human Resource Management (HRM) to Human Capital Management (HCM)
The difference between HRM and HCM
Getting management to think of the HRM system as a source of strategy implementation and achieve business priorities
Identifying business priorities and focusing on business outcomes rather than HR inputs
Know the number one priority for the value-creating HR department
Delivering measurable business benefits

Module 2 - Human Resource Management vs Human Capital Management

Key Topics

Making HR a strategic core competency (and not only a market follower)
Creating a high-performance HR work system that creates real value
Aligning HR competencies with key business priorities
Understanding the human capital dimension of each of the organizations key business priorities
Making proposals to communicate how solving these human capital problems directly impact operating performance

Module 3 - HR Process Redesign

Key Topics

Making HR practices an integral part of company systems and organizational capability development
Ensuring HR practices and processes fit with each other and with the organizational strategy
Getting HR to have a full partnership role in the following business processes:
- Developing strategy
- Designing the organization
- Change/process implementation
- Integrating performance management processes and practices

Module 4 - Integrating Systems

Key Topics

Integrating systems and helping HR to reinvent its structure and approach
Deliver the systems and business partnership behaviors that make the organization more effective
Ensuring CEO and the Head of HR share a focus on one key question: how to architect and implement a HR strategy aligned with business priorities and capable of rapidly adapting to a shifting competitive landscape?
Clarify HR function objectives and roles aligned with business requirements
How to manage the HR functions resources more effectively and efficiently
Learn how to identify business requirements

Module 5 -Evaluating HR

Key Topics

The role and positioning of HR’s impact in the organization
Influencing critical developmental requirements
Management accountability for HR strategy implementation – evaluating results
How to plan and prepare HR’s work proactively
Practical guidelines for delivering HR resources effectively and confidently to deliver strategic (rather than just administrative) business objectives
Learn how to work to eliminate duplication of effort and develop positive relationships with stakeholders

Module 6 - Creating an Integrated, Business Driven L&D Approach

Key Topics

Introduction to managing for value from an L&D perspective
Latest trends in L&D that improve training outcomes, product offerings and, at the same time, deliver organizational capabilities
Understanding training needs and what to do with them
The Strategic Diagnosis Model – an analysis tool that supports L&D strategies, planning process and set priorities to ensure L&D does maximize business value

Module 7 - Prioritizing L&D Interventions

Key Topics

What changes in the way people think or behave in the organization would make a big difference to business performance?
What differences in behavior, skills or attitude would people be showing?
What organizational or business changes exist which will change these requirements?
What new products or services should be planned?
What are potential interventions required for compliance/customer service and business growth?

Module 8 -Creating the L&D Structure and the Business Relationship Role

Key Topics

Roles:

Organizational and Employee Relationship Management
L&D Planning – delivering organizational strategies and training needs
Impact measurement/ROI of L&D interventions
Development & execution of specific L&D interventions

Job Descriptions and department responsibilities:

Head of L&D, L&D Manager etc.
Rebranding L&D

Module 9 -Key Steps to Achieving the Right L&D Culture and Competency Framework

Key Topics

Optimizing L&D’s internal human capabilities
Updating the internal performance development process and management reporting
Updating the internal L&D competency framework
Ensuring all L&D personnel have a personal development plan
‘Engagement Workshops’ and ‘Lunch and Learn’ concepts that deliver value

Module 10 -Engaging the Business and e Learning

Key Topics

Gaining entry and contracting with business units
Diagnosis and evaluation suggestions of interventions
Program design/redesign and L&D delivery
Overview of the latest eLearning successes and failures
Innovations in blended learning
Linking eLearning to building competitive advantage and benefits required

Classroom Session

Dubai

23 Nov - 02 Dec 2026

$11,200

Dubai

12 - 21 Apr 2027

$11,200

Dubai

08 - 17 Nov 2027

$11,200

Online Session

Duration: N/A

No upcoming online sessions found

Request For Online Courses

Related Category

Share These Course

Certificate

Upon successful completion of this training, participants will receive a PROMISE Certificate of Completion.

Certificate

Upon successful completion of this training, participants will receive a PROMISE Certificate of Completion.

This Program has been approved for 25.00 HR (General) recertification credit hours toward aPHR , aPHRi , PHR®, PHRca®, SPHR®, GPHR®, PHRi and SPHRi recertification through HR Certification Institute® (HRCI®)

testimonials

[testimonial_heading]

An exceptional learning experience. This stands out as one of the most comprehensive and well-structured courses I have encountered in my career.