Dear All,



I am planning to organise a seminar in India for HR managers/ Directors in december. The topic of the seminar would be " Earn Respect".



I was wondering what would be the investment you and or your company would be comfortable to attend a seminar like this. I have enclosed the details of the seminar and some possible topics that could be discussed.



Would appreciate your inputs as I am trying to cost it out at the moment.





Some of the topics that would be covered are:



Session 1: Understand current state of HR in your organisation and understand why the situation is like this. Understand influence of various factors on current state. Understand the factors influencing HR departments progress



Exercise: Cognitive mapping exercise



Outcome: Visual representation of the state of HR and the influencing factors in your organisation.



Session 2: A short presentation on global trends in HR and what is being done to address the problems that arise.



Session 3: Introduction to quantification of HR initiative̢۪s. Candidates will be introduced to a simple approach to quantification and developing tangible and intangible measures of HR initiatives



Exercise: A simple costing exercise for training, recruitment



Outcome: A tool kit for candidates to be used to quantify the value of the HR interventions



Session 4: Value chain analysis – The group will work to identify potential problems, progress, factors, catalysts in their organisations. The group will explore how to move HR up the value chain – From supporting to tactical to practical to being strategic to earn respect



Exercise: Brainstorming session on how to move



Outcome: A visual representation of the value chain analysis for their organisation and for the HR function in general





Afternoon sessions would focus on differentiation and how to add value in all the activity HR does



Session 5: How to differentiate during recruitment and selection stage.



Activity: Lecture and discussion on the following topics

â€Â¢ Role scoping – role fit, culture fit , value fit

â€Â¢ Source - Traditional channels, alternate channels

â€Â¢ Screening - Measurements and indicators, Measure intangibles, behaviours

â€Â¢ Short-listing- objective interview evaluation techniques

â€Â¢ Selection & sustenance





Session 6: Practical HR. This session will focus on tools and techniques that could be used to conduct employee due diligence and HR departments due diligence. Walk the talk



Activity: Lecture and discussion



Outcome: Employee due diligence- A framework to classify employees into angels, guardians and foot soldiers. HR due diligence – A framework to help identify what could be centralised, outsourced or moved up to become more strategic.





Session 7: Strategic HR: This session will focus on some key activities that would help HR move up the value chain.



Level 1 Activity: Lecture and discussion on talent management activities – Covering employee engagement, work life balance desires, emotional intelligence. Role of benchmarking and how to blend it with the organisations reward recognition structure



Level 2 Activity: Lecture and discussion on knowledge mapping, competence mapping , performance benchmarking, talent benchmarking, reward and recognition strategies.



Activity: Lecture and discussion



Session 8: Bringing it together . Demonstration of how to link strategy with HR initiatives



Outcome: Participants will be exposed to a framework to link HR initiatives with strategy. They will also get to work with a cognitive mapping tool which could be used to help them link HR initiatives with strategic objectives.