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Slide Notes
Short courses for Human Resources practitioners and non HR managers.
CIPD licensed.
We cover the main professional areas of the CIPD professional standard with fresh perspectives and practical tools ready to be implemented in your organisation.
You will get access on our online learning platform and also into our Communities of Learning and Practice.
'You+. You but improved'
CIPD licensed.
We cover the main professional areas of the CIPD professional standard with fresh perspectives and practical tools ready to be implemented in your organisation.
You will get access on our online learning platform and also into our Communities of Learning and Practice.
'You+. You but improved'
You+
Published on Nov 18, 2015
Short courses for HR with impact
MORE DECKS TO EXPLORE
PRESENTATION OUTLINE
You+
HR Learning Directory 2015
Short courses for Human Resources practitioners and non HR managers.
CIPD licensed.
We cover the main professional areas of the CIPD professional standard with fresh perspectives and practical tools ready to be implemented in your organisation.
You will get access on our online learning platform and also into our Communities of Learning and Practice.
'You+. You but improved'
CIPD licensed.
We cover the main professional areas of the CIPD professional standard with fresh perspectives and practical tools ready to be implemented in your organisation.
You will get access on our online learning platform and also into our Communities of Learning and Practice.
'You+. You but improved'
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CIPD Community
- Join our HR Community of Learning & Practice
- 268 CIPD Alumni in Romania
- Top quality professional networking
- Bring to life your aspirations and projects
- Enhance your HR career
We have introduced the CIPD in Romania since 2006.
Alongside with a broad understanding of the labour market needs, we developed our learning facilitation capabilities in very demanding and dynamic fields as Human Resources, Organisational Development and Design, Learning & Development, Coaching & Mentoring.
We created a network of professional networks and encourage collaboration across projects and ideas which can change the world.
Alongside with a broad understanding of the labour market needs, we developed our learning facilitation capabilities in very demanding and dynamic fields as Human Resources, Organisational Development and Design, Learning & Development, Coaching & Mentoring.
We created a network of professional networks and encourage collaboration across projects and ideas which can change the world.
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Your Continuous Improvement
HR with Impact for 2015
Our No. 1 CIPD Qualifications provider reputation is now rounded by the quality of a
short courses portfolio which will bring knowledge, inspiration, and effectiveness into your professional life.
Broad short courses portfolio designed for the Human Resources professionals who invest in their knowledge and improve continuously their value.
CIPD HR Profession Map
Bring the 8 Professional Areas to Mastery
The CIPD HR Professional Map determines what the best Human Resource and Learning & Development professionals and organisations are doing what they know and understand to really make a difference and drive the performance of the organisation:
1. Employee Relations
2. Resourcing &Talent Planning
3. Talent Development
4. Service Delivery & Information
5. Organisational Design
6. Organisational Development
7. Performance & Reward
8. Learning & Development
www.cipd.co.uk
1. Employee Relations
2. Resourcing &Talent Planning
3. Talent Development
4. Service Delivery & Information
5. Organisational Design
6. Organisational Development
7. Performance & Reward
8. Learning & Development
www.cipd.co.uk
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HR Business Partner
- The vision of HR Business Partner
- Fits to my organisation. Audit
- HR BP. Shared Services. Centre of experts
- How to be great HR BP?
- Evaluating HR Business Partner
Are you passionate about HR?
Or are you passionate about the business?
The Model.
The Role.
The Competencies.
The Future.
Dates: 26/27 Jan
16/17 Jul
10/11 Sep
29/30 Oct
2 credit points for Certificate in HR Practice.
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Talent Management & Succession Planing
- The nature of talent, competence, skills and strength
- Design a Talent Management Strategy
- Competency Framework
- Talent Pipeline. Talent Development.
- Succession Planning
The PROBLEM. How talent management is currently defined limits the managerial thinking: organisations have emphasized "competencies" in hiring and development talent.
The SOLUTION. Focus on potential: the ability to adapt to ever-changing business environment and grow into challenging new roles.
The TOOLS. Managers must learn to assess current and prospective employees on 5 KPI: the right motivation, curiosity, insight, engagement and determination. (HBR, 2014)
Dates: 10-11 March
20-21 May
17-18 September
The SOLUTION. Focus on potential: the ability to adapt to ever-changing business environment and grow into challenging new roles.
The TOOLS. Managers must learn to assess current and prospective employees on 5 KPI: the right motivation, curiosity, insight, engagement and determination. (HBR, 2014)
Dates: 10-11 March
20-21 May
17-18 September
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HR Champion in Mentoring
- Award Certificate by ITOL
- HR leading mentoring programmes
- Workshops: 15 plus 20-21 Feb 2015
- Coaching & Mentoring Skills for the Workplace
- 3 credits for CIPD qualification or Stand alone
MASTER CLASS.
Facilitator: Else IVERSEN (EMCC, ISMPE)
Dates: 2-13-14 Feb 2015
Facilitator: Else IVERSEN (EMCC, ISMPE)
Dates: 2-13-14 Feb 2015
Performance Management & Reward
- Making the case
- Selling the benefits
- Clarify performance expectations
- Assess performance. F2F skills
- Developing a Performance & Reward strategy
MASTER CLASS.
How motivational theories and associated tools can be used within the context of performance and reward management, and how these can have a positive impact on an organisation’s business objectives?
It also provides an overview of the skills and good practice associated with carrying out a performance review.
You’ll understand the role of financial and non-financial benefits and important determinants of reward decisions.
You’ll feel more confident in providing first-line support to managers.
Facilitator: Perry TIMMS
Date: 24-25 April
How motivational theories and associated tools can be used within the context of performance and reward management, and how these can have a positive impact on an organisation’s business objectives?
It also provides an overview of the skills and good practice associated with carrying out a performance review.
You’ll understand the role of financial and non-financial benefits and important determinants of reward decisions.
You’ll feel more confident in providing first-line support to managers.
Facilitator: Perry TIMMS
Date: 24-25 April
Employee Engagement
- Locus of engagement
- What employees connect with at work
- Emotional and transactional engagement
- Effects on people performance and well-being
- Drivers and types of engagement
Create and implement employee engagement strategies
Benefits:
•evaluate the different approaches to EE, taking into account your own organisation’s brand, values, culture and goals
•develop an employee engagement strategy for your own organisation
•identify key stakeholders
•clearly communicate your EE strategy
Facilitators:
Roxana Mocanu,
Linda Holbeche
Level: General / Suitable in-house.
Dates: 27 February 2015
2 July 2015 (Master
Class)
Benefits:
•evaluate the different approaches to EE, taking into account your own organisation’s brand, values, culture and goals
•develop an employee engagement strategy for your own organisation
•identify key stakeholders
•clearly communicate your EE strategy
Facilitators:
Roxana Mocanu,
Linda Holbeche
Level: General / Suitable in-house.
Dates: 27 February 2015
2 July 2015 (Master
Class)
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HR Metrics with Impact
- Enhance HR strategic impact
- Develop appropriate metrics
- Obtain and present data
- Draw out insight
- Communicate metrics
- Make people data speak for decision makers
Are you collecting data for the sake of it? When was the last time you challenged or removed a data process that was not delivering?
•identify meaningful measures of HR performance in the context of your organisation
• clarify the role of measurement, assessment and evaluation within an aligned HR function
• enhance decision-making and direction- setting through effective use of measures, assessment and evaluation.
• effective measurement.
Facilitator: Roxana Mocanu
Date: 7/8 May
•identify meaningful measures of HR performance in the context of your organisation
• clarify the role of measurement, assessment and evaluation within an aligned HR function
• enhance decision-making and direction- setting through effective use of measures, assessment and evaluation.
• effective measurement.
Facilitator: Roxana Mocanu
Date: 7/8 May
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Employer Branding
- What is a brand?
- Making a case, getting the cash
- From plan to practice
- Building brand loyalty, creating brand equity
- The brand and broader HR issues
An employer brand is a set of attributes and qualities – often intangible – that makes an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform to their best in its culture. Employer branding is how an organisation markets what it has to offer to both potential and existing employees. A strong employer brand should connect an organisation’s values, people strategy and HR policies and be intrinsically linked to a company brand.
Facilitator: Roxana Mocanu
Dates: 7 April 2015
3 December 2015
Level: General / Suitable either for open or in-house.
Location: Bucharest
Facilitator: Roxana Mocanu
Dates: 7 April 2015
3 December 2015
Level: General / Suitable either for open or in-house.
Location: Bucharest
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Organisational Design & Capability Building
- Design for capability – models and roadmap
- Roles and actions that add value
- Organization diagnosis
- Tools for designing your organisation
- Tools for implementing your design
WHY WE REDESIGN THE ORGANISATIONS?
to respond to their organizations’ growth;
to cut the costs;
to introduce change/best practice to a static organization.
LEARNING OUTCOMES:
focusing on what your organization needs (Diagnosis)
providing you with the tools to redesign, to implement, and to assess.
capitalizing on capabilities: talent, speed, innovation, learning, accountability, efficiency, collaboration, external sensing, customer responsiveness, shared mindset, leadership, and productivity improvement.
Dates: 11-12 June 2015
to respond to their organizations’ growth;
to cut the costs;
to introduce change/best practice to a static organization.
LEARNING OUTCOMES:
focusing on what your organization needs (Diagnosis)
providing you with the tools to redesign, to implement, and to assess.
capitalizing on capabilities: talent, speed, innovation, learning, accountability, efficiency, collaboration, external sensing, customer responsiveness, shared mindset, leadership, and productivity improvement.
Dates: 11-12 June 2015
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Re-Imagine the Organisation
- Organisational Design options
- Process design and job design
- Practice, practice, practice
- Organisational culture, norms, behaviours
- Importance of HR's role in advising design choices
OD MASTER CLASS
FACILITATORS: Paul Tolchinschy/Niels Pfaegging, EODF
This very hands-on Master Class on Organisational Design will put you in the position of:
rethinking the organisation and using practical design tools;
growing the contribution of HR to strategic objectives;
successfully managing structural change.
WHEN? 18 February 2015 (I)
8 October 2015 (II)
WHO IS IT FOR?
OD specialists, HR professionals, managers
WHAT WILL I LEARN?Design suggesting design; Aligning Processes and getting the most out of People;
-Using OD practical tools.
SUBJECTS COVERED:
Organizational change; Organizational design; Restructuring;
Process Mapping.
FACILITATORS: Paul Tolchinschy/Niels Pfaegging, EODF
This very hands-on Master Class on Organisational Design will put you in the position of:
rethinking the organisation and using practical design tools;
growing the contribution of HR to strategic objectives;
successfully managing structural change.
WHEN? 18 February 2015 (I)
8 October 2015 (II)
WHO IS IT FOR?
OD specialists, HR professionals, managers
WHAT WILL I LEARN?Design suggesting design; Aligning Processes and getting the most out of People;
-Using OD practical tools.
SUBJECTS COVERED:
Organizational change; Organizational design; Restructuring;
Process Mapping.
Photo by Jaclyn Auletta
Organisational Development
- Organisational Diagnosis
- Tools for organizational transformation
- Roles for HR in change
- Skills of an effective OD practitioner
- Practical Tools in OD projects. Assessing OD
In the context of this course, we define organisation development (OD) as ‘planned and systematic approach to enabling sustained organisation performance through the involvement of its people’.
Suitable for In-House
Suitable for In-House
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HR Academy
- Mapping the competencies of your HR team
- Developing skills
- Basic. Intermediate. Advanced
- Changing behaviours, mindset and attitudes
- Premium learning and vocational experience
WHO?
All your HR team
HOW?
In-house.
WHAT?
Customised learning and development programme.
WHY?
-Creating the right learning environment and change behavioural is critical.
-Promoting the embedding of effective behaviours .
-Learning solutions will take into account your systems, environment and culture
-The HR Team will develop its unique core capability which insure the organisational competitive advantage though people.
All your HR team
HOW?
In-house.
WHAT?
Customised learning and development programme.
WHY?
-Creating the right learning environment and change behavioural is critical.
-Promoting the embedding of effective behaviours .
-Learning solutions will take into account your systems, environment and culture
-The HR Team will develop its unique core capability which insure the organisational competitive advantage though people.
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Human Resources for Line Managers
- Hiring
- Performance review skills
- Basic coaching skills
- Managing conflict at the workplace
- Inspirational communication
Essential knowledge to further develop your managerial role; working with HR to improve employer and employee relationships, focusing on recruitment and selection; identifying larding and development needs; maximising employee satisfaction and motivation, and managing performance.
You will know when to take lead on HR issues as a line manager, and when to consult HR.
Via group discussions, real-line case studies (to apply theory and practice), group discussion, and individual action plan.
Suitable for In-House
You will know when to take lead on HR issues as a line manager, and when to consult HR.
Via group discussions, real-line case studies (to apply theory and practice), group discussion, and individual action plan.
Suitable for In-House
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Facilitators:
Else Iversen
P. Tolchinschy Linda Holbeche Roxana Mocanu
Perry Timms
N. Pflaegging
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www.hrenterprise.ro
cipd@hrenterprise.ro 021-314.88.00 0731-34.48.65
HR Enterprise Balkan is Approved Centre CIPD, the most important vocational education and training player in Romania for Human Resources, Learning & Development, Coaching and Mentoring and People Management.
We bring our modest contribution in the field 'championing a better work' for a better world.
(Roxana Mocanu, Assoc CIPD, Romanian HR Ambassador)
We bring our modest contribution in the field 'championing a better work' for a better world.
(Roxana Mocanu, Assoc CIPD, Romanian HR Ambassador)
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