HR PRACTICES FOR PROGRESSIVE

ORGANISATIONS
13th - 14th November,2017 Park Royal Hotel.Kuala Lumpur. Malaysia

PROGRESSIVE HR: ITS ALL ABOUT POLICIES THAT TRULY ENGAGE TODAYS WORKFORCE

Introduction

Evidence suggests no increase in the adoption by organizations of progressive HRM practices. In other words, the idea of people as an organizations greatest asset is not
borne out by the reality of organizational practice.

Several explanations can be offered for the pervasive and enduring gap between academic research and business practice. However, one explanation for the limited take-up
of progressive HR practices by organizations can be attributed to the role and credibility of the HR function.

we have conduct a survey of over 1,000 HR practitioners from a variety of sectors reported a growth in the numbers employed in HR, higher levels of influence for the HR
function compared with senior colleagues and a key role for HR in achieving business outcomes. However, the survey also reported a gap between HR strategies and their
application; between HR strategies on paper and in practice, with HR practitioners more involved in the planning and development of strategy than its implementation. This
workshop assist you how you can implement those strategies.

THE TAKE-UP OF PROGRESSIVE HR PRACTICE IN ORGANISATIONS

High-performance working practices (HPW) reflect aspects of work organization that result in improved organizational performance. Although discrepancies were noted
within research studies of the precise aspects of HR practice that result in enhanced organizational performance.

COMMON CHARACTERISTICS OF HPW: LEARNING OBJECTIVES

Appropriate selection and recruitment processes To evaluate the take-up of progressive HR practices within
Comprehensive induction programmes organizations
Sophisticated and wide coverage of training To assess the reasons why theoretical links between people
Coherent performance management systems management and organizational performance fail to make the
Flexibility of workforce skills transition to organizational practice
Job variety and responsibility To discuss the barriers to high-performance working
Team working To discuss the nature and scope of the HR role in organizations
Frequent and comprehensive communication to employees To evaluate the concept of human capital and assess the nature,
Use of quality improvement teams scope and value of tools, techniques and metrics for evaluating HR
Harmonised terms and conditions effectiveness
Market-competitive pay
Use of rewards related to individual and/or group performance
Policies to achieve an appropriate worklife balance.

Politics and influence are the processes, the actions, the behaviors through which this potential power is utilized and realized.

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PH: +603 20274751Fax: +603 78651533 Email: waseem@mawaevents.com Web: www.mawaevents.com

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Leisure Commerce Square - No 9. Jalan PJS 8/9, 46150 Petaling Jaya, Kuala Lumpur, Malaysia
 HR PRACTICES FOR PROGRESSIVE ORGANISATIONS

WHO IS THE PROGRAMME FOR?

This programme is designed for senior or high-potential, aspiring HR professionals. It offers a genuine contemporary understanding of what HR is all about and insights that
participants can immediately apply to drive their own success and the success of their business.

This course is about a mindset and skills more than a model. Taking a consultative approach to other managers and the organization, business partners think strategically
and draw on their credibility to influence at a senior level. This programme will help you to develop the skills and behavior necessary for your HR role to contribute even
more to the success of your organization. This programme combines an in depth grasp of HR business partnering, with the skills of internal consultancy, to ensure you gain
all the essentials for being an effective Business Partner.

BENEFITS TO THE INDIVIDUAL:

BY THE END OF THE PROGRAMME YOU WILL:

Understand how HR is, and could, support and enhance the business imperatives of your organization
Understand how to integrate your functional HR strategy into that of your organization
Understand what is meant by 'HR business partnering' and its impact on your day-to-day work
Gain a better understanding of the requirements of an HR Business Partner - and how to ensure smooth implementation
Enhance your ability to influence and challenge business decisions
Improve personal effectiveness by developing your coaching techniques
Key characteristics of an effective HR strategy
The knowledge to apply strategic Human Resource Management in practice
Steps to achieve acceptance for the HR strategy
An understanding of how HR fits with organizational strategy
The skills to develop HR plans
Implement change to achieve the plan
Adapt key competencies for a successful transition from operational to strategic HR
Develop a new set of competencies: including business acumen, change management and relationship building
Increase your commercial awareness
Demonstrate thorough understanding of the nature of HR as a managerial function.
List all HR functions and responsibilities and identify their contributions to organizational success.
Assess the effectiveness of the Human Resources function through the use of smart Key Performance Indicators (KPIs) and indices.
Demonstrate how a competency framework can increase the effectiveness of the HR function.

BENEFITS TO THE ORGANIZATION:

This course able to offer more strategic value to organizations. They work with senior teams to shape, steer and advise on HR issues. They apply the consultative skills
needed to effectively support line managers with day to day HR activities. HR business partners have the ability to activate and realize an HR strategy.

THE ORGANIZATION WILL GAIN AN HR PROFESSIONAL WHO:

Can contribute more effectively to the overall business agenda

Can develop an HR agenda that will support business goals
Is personally more effective in contributing to business decision-making and supporting the senior team

WHO SHOULD ATTEND?

Human Resources managers and senior professionals in the function who seek to learn how to manage a Human Resources function from an executive perspective.

HR business partners and generalists

HR professionals who directly support business leaders to define and achieve business goals
HR managers, directors and VPs responsible for working with business leaders
Internal HR consultants supporting business units/leaders
HR directors and managers
PHRs and SPHRs seeking recertification credits
Compensation and benefits experts
Resourcing specialists

FOR FURTHER INFORMATION/BOOKING

PH: +603 20274751 Fax: +603 78651533 Email: waseem@mawaevents.com Web: www.mawaevents.com

MAWA EVENTS SDN BHD TRUSTED IN DELIVERING EXCELLENCE

Leisure Commerce Square - No 9. Jalan PJS 8/9, 46150 Petaling Jaya, Kuala Lumpur, Malaysia
COURSE CONTENTS:
THE COURSE IS DESIGNED TO COVER THE FOLLOWING AREAS:
DAY 1:
Operating as an HR business partner: classifying the characteristics
Exploring what HR partnering is: its various forms and how to use it
How partnering differs from traditional HR
What does it take to become an effective business partner: key skills,
knowledge, attributes and values
Recognizing the benefits of partnering for yourself and your organization
Getting HR into the heart of the business: knowing the business inside-out
Equipping yourself with an in-depth knowledge of your business
Interacting with the business to identify needs: understanding your
immediate business team and their drivers
Delivering to the business: understanding the bigger organizational context
and the future vision and strategy of the company
Approaches to help you assess your priorities as a business partner
Analyzing where you are now, where you need to be and how to get there
Your structure and staffing issues
Lessons learned from organizations that have successfully implemented
partnering
Making a connection between activity and achievements: measuring your
contribution to the business
Offering innovations and ideas for change: adding value to the business
Measuring the impact of HR initiatives against business results
Knowing what innovative HR practices other firms are using: adapting
those to your organization
Using key techniques for building relationships as an HR business partner
Working alongside managers in the business: forming excellent
relationships with managers in the business
Building strong networks, both within and outside business
Using relationships as your communication channels within the business:
keeping you informed and ahead of events
Building credibility: influencing decisions as an HR business partner
Increasing your credibility within the business and enhancing your career
opportunities
Influencing decisions as an HR business partner
Action planning
Your key actions to be implemented when returning to work
FOR FURTHER INFORMATION/BOOKING
PH: +603 20274751 Fax: +603 78651533 Email: waseem@mawaevents.com
Leisure Commerce Square - No 9. Jalan PJS 8/9, 46150 Petaling Jaya, Kuala Lumpur, Malaysia
DAY 2:
Linking HRs Strategy with the Organizations
Approaches for Linking HR with the Organization
Writing HR Strategies
HR Visions and Missions
HR Key Result Areas and Key Performance Indicators
Core Competencies for HR Professionals
Assessing the Effectiveness of Human Resources
Effectiveness versus Efficiency
Recruitment and Selection
Training and Development
Performance Management
Compensation and Benefits
The Overall Effectiveness and Efficiency of HR
HR Reports
Reporting HR to Top Management
The HR Scorecard
o Linking HR to Organizational Strategy
o Components of the Balanced Scorecard
o Components of the HR Scorecard
o HR Balanced Results and Key Performance Indicators
Implementing the HR Business Partner Role
During this session we will look at the practical ways, that organizations
successfully implement the HR Business Partner role. The various
challenges to the HR business partnering model will be reviewed for
example silos maybe created in the function or overlap between the three
legs of the stool.
We will encourage participants to Share their own experiences with the
group and any challenges they may have faced. The needs of line managers
will be discussed as whilst the idea of HR business partnering may be
embedded within the HR function, line managers are often further back
along the change curve.
We will conclude this session thinking about the changing nature of the HR
function, about the strategic role that HR can play to add greatest
value and HR careers generally.
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 SEMINAR FACILITATORS: MR. RON PALMER

Ron Palmer is a Managing Director and prior to consulting held several Executive General Management, Human
Resources Management, Industrial Relations and Project Management roles across several different industry sectors.

His 30 years of Management experience includes working in senior HR positions for Multinational Icons such as ICI,
ARCO and Rio Tinto. He has worked and lived in Australia, USA, UK and Saudi Arabia.

Ron has spoken at Conferences in USA, Australia, Indonesia, Vietnam, Malaysia, Singapore, Sri Lanka, Pakistan and
Korea on Talent Management and Performance Management practices and has written several thought provoking
publications on HR subjects.

A Certified Member of the Australian Human Resources Institute (AHRI) and has won an AHRI Excellence Award. He also co-authored a book, Developing
Motivational Performance Reviews in 2000, with Ken Gray. Known as one of Asia Pacific's leading Human Resources Analysts, Ron can be relied upon to develop
Human Resources Management Strategies that will challenge traditions and optimize business outcomes.

Ron has assisted more than 50 organizations to develop new Performance Review Systems. He has assisted more than 100 organizations review and improved their
L&D Systems. He also assists Coal Mining Industry Service Providers, and other small to medium sized businesses, become more successful by assisting them with their
growth and business strategies.

RECENT FEEDBACK
____________________________________________________________________________________
_____

There are plenty of professional management tools introduced during the two days workshop. They helped me a lot on how to c onvince and influent our stakeholders.
Real actors simulations impressive me very much, in which I can practice learned skills into this session. I can apply these learned methodology and tools to add HR value.
Jane Yang, Nestle China

I have been on many courses (this is) by FAR the most effective and beneficial to my role and career
Lucy Fortsch, Kimberley Clark

Comprehensive contents, intensive role play and professional facilitator! Its really a fabulous program for HRFPO.
Julius Hu, Metro Jinjiang Cash & Carry

This training explored the practical theory of HR Practices and the latest trends and features of HR competency. I Had many opportunity to try one of our most common
simulations during the training. The training helped me better understanding of HR Role in organization and HR competency build-up in enabling the organization
developing and achieving its business strategy.

Thank you for our coach Mr. Ron Palmer. His strategic thinking and solid HR knowledge/skills is impressive and I appreciate all of your efforts in helping me improve my
competency.
Elli Qiu, Commonwealth Bank

FOR FURTHER INFORMATION/BOOKING

PH: +603 20274751 Fax: +603 78651533 Email: waseem@mawaevents.com Web: www.mawaevents.com

MAWA EVENTS SDN BHD TRUSTED IN DELIVERING EXCELLENCE

Leisure Commerce Square - No 9. Jalan PJS 8/9, 46150 Petaling Jaya, Kuala Lumpur, Malaysia
 HR PRACTICES FOR PROGRESSIVE ORGANISATIONS REGISTRATION
13TH - 14TH NOVEMBER, 2017 PARK ROYAL HOTEL.KUALA LUMPUR. MALAYSIA FORM

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