8 Essential of HRM for all Management Level
This program is a must for anyone in the business of managing people. Knowing the essentials can keep you and your company out of trouble, make you a better manager, improve workplace morale, help with performance management, and protect your company from needless litigation. Knowledge of the basic HR concepts covered in this program will help establish a foundation for implementing effective HR practices and policies within your organization.
By the end of the program, participants will be able to:
- How to provide the leading HR software, with best–in–class service and support, creating the ultimate HRMS user experience.
- The next–generation HRMS offers unmatched breadth and depth of functionality to manage your workforce from applicant to retiree.
Human Resource Management (Executive Master Class)
The 'Executive Master Class in HRM' inspires you to position HR as a strategic partner within your organisation. We offer you a conceptual toolbox with which to critically analyse and improve your own HR expertise.
WHY THIS PROGRAMME?
What is the added value of the 'Executive Master Class in Human Resource Management'?
Create and sustain added value in your organisation via an HR policy that goes beyond the traditional HR domains. This programme gives you the tools to strengthen your credibility as an HR professional – in both local and international contexts – and to become a true strategic business partner in your company. The goal is to support you in this learning process, offering answers to all your strategic HRM questions.
Alongside this strategic focus, we offer you a conceptual toolbox to enable you to talk the language of the business, add value to your organisation as a true business partner, and optimise your own performance as an HR professional, within and outside the boundaries of your HR department.
By participating in the 'Executive Master Class in Human Resource Management', you will:
- Develop high-level expertise in all strategic and operational aspects of HRM
- Understand and leverage connections between the HR function, the organisation and social trends impacting HRM
- Construct an analytical framework to position the various HRM functions to clear bottlenecks in your organisation
- Add value to the HR function by adding value to your organisation
- Have direct impact on your organisation’s HR policy by conducting an HR project within your organisation
- Join the activities of the Executive Master Class in HRM alumni as a Vlerick Alumnus
The Executive Master Class in Human Resource Management (EMC HRM) starts with 4 core modules that are designed to give you an excellent HR learning experience and get you working productively with your fellow participants and faculty.
MODULE 1: Strategic HRM
The greatest challenge for HRM is to align HR policy, tools and initiatives with the organisation’s strategic objectives in order to speed fulfilment of those objectives. This is where HR can define its added value.
To be able to reach this goal, it is essential for an HR professional to know how organisations are structured and managed. You will be confronted with the following topics:
- Types of organisations and organisational design
- 'HR shared services' and outsourcing
- HR metrics: how do they add to the realisation of your business goals?
Economic, social, demographic and organisational changes each have their own impact on HR’s role in an organisation. In this module, we touch upon a number of fundamental HR models that shape the HR function of today and tomorrow.
- Social-economic challenges
- The labour market today in Belgium and Europe
- Current and future employees
- Future HR policies
We discuss e-HRM and how technology can be used to translate your business strategy.
In between MODULE 1 and 2: Webinar on Learning and Development
During this webinar, we will discuss ten tendencies in Learning and Development. We will also introduce the preparations for the L&D workshop in module 2.
MODULE 2: Talent and Career Management
To attract talent with the right competencies and attitudes – to have ‘the right people at the right place’ – is still a fundamental objective for you as an HR professional.
During this module, we place the recruitment and selection process within a strategic organisational perspective, starting with a job opening and ending with a new hire.
- How attractive are you as an employer today?
- Internal and external employer branding as a recruitment tool
- New recruitment media
Once you have them on board, you need to give good employees the opportunity to grow. This means that you need a career management system that matches the needs of the employees with the needs of the organisation:
- Career self-management: understanding your employees’ individual professional needs
- Career systems: high potentials, retention management, succession planning, …
To develop, coach and train employees is a strategic issue within every organisation. A good strategic development policy uses and develops talent to the maximum.
- Link between training and development of the HR strategy
- Learning culture
- ROI of training and development
MODULE 3: Competence and Performance Management
How does HRM ensure that employees perform optimally and are evaluated fairly? How do you motivate employees to reach the organisation’s objectives? To what extent does higher motivation contribute to better performance? How do you create challenges in a job, and what are the effects of satisfaction and engagement on your organisation’s performance?
In this module, we discuss how Competence Management is linked to all aspects of your organisation’s HR policy.
- Competence Management Systems
- Competence Management and the link to performance
How to reward optimally? How does Reward Management impact performance? And how can we align both so that we reach our strategic goals? Special attention is given to the match between compensation and benefits policies with HR policies and the vision of the entire organisation.
- Strategic and competence-based rewarding
- Impact of rewarding on the motivation and satisfaction of employees
MODULE 4: HR reaching out
The previous modules enriched your knowledge and skills in essential HR topics by positioning them in the wider organisational context. In this module, we discuss some broader themes that give you the credibility you need to position yourself as a strategic partner within your organisation:
- HR and its legal context: How does a policy on employment conditions become a strategic instrument? What are the legal aspects of outflow or dismissals?
- Managing social relations within an organisation: how do you negotiate with social partners? We explain the rules of the game and the instruments of social negotiations and link these to practical tips.
- Burn-out: from reaction to prevention: What does burnout mean? What is the link with company culture. What can HR do to become a positive influencer in the prevention of burnout?
PROJECT SOUNDING BOARDS
You will be divided into small project groups. With your group, you will organise a sounding board, through which you can give and receive feedback on the status of your in-company project. This project peer-coaching will help you take the final crucial steps in finalising your project report.
Who should attend
- HR generalists who want to deepen their competencies and insights
- HR specialists who want to expand their knowledge and skills
- HR professionals who have a minimum of three years of experience in an HR function within an HR department