Introduction

In today's business landscape, people-related issues have become central to organizational success. However, as these challenges gain prominence, a growing disconnect exists between the needs of the organization and HR's ability to deliver strategic value. For years, HR professionals have advocated for a more prominent role within the executive team and a shift toward more strategic involvement. Despite these calls, many HR departments continue to struggle in achieving these objectives. This course delves into the reasons behind these challenges and offers insights into how HR can evolve to meet business needs effectively.

Course Objectives

• Understand the distinction between transformational and transactional HR functions.
• Explore the structure and roles within HR departments.
• Learn how HR can provide measurable value through services.
• Identify key skills required for HR professionals to drive change and deliver strategic impact.

Course Outline

Day 1: Introduction to Transformational HR

• Defining the concept of "transformation" in HR.
• Shifting from transactional to transformational HR practices.
• Understanding the HR department as a staff function rather than a line function.
• Identifying the core characteristics of a transformational HR department.
• Does transformation mean abandoning transactional HR duties?
• Comparing strategic versus non-strategic HR actions and their organizational impact.

Day 2: Structuring the HR Department

• Exploring different HR department models:
  • Specialist versus Generalist HR functions.
  • Understanding Dave Ulrich’s HR model for structuring effective departments.
• How to design an HR department that aligns with business goals and organizational needs.

Day 3: Building Credibility in HR

• The roles of HR practitioners in a transformational department.
• Key skills required for HR staff to become credible business partners.
• The importance of credibility in gaining organizational trust.
• Insights on change leadership by Jim Canterucci and its relevance to HR.

Day 4: Demonstrating HR’s Value

• The importance of HR supporting line managers in achieving organizational objectives.
• Understanding the role of metrics in evaluating HR’s contribution.
• A case study with Ron Dudar, Human Resources Manager at Pason Systems Inc., discussing how HR can add value.

Day 5: Practical Application Workshop

• Applying course concepts to real-life organizational challenges.
• Collaborative workshop to develop actionable HR strategies for participants' organizations.

Conclusion

By the end of this course, participants will have gained a deeper understanding of how HR can evolve from a transactional role to a strategic partner within the organization. They will be equipped with practical tools to build credibility, structure HR departments effectively, and deliver measurable value to the business.