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M E R C E R L E A R N I N G E M P O W E R I N G T O M O R R O W ’ S H R L E A D E R S T O D A Y
TA L E N T M A N A G E M E N T
H E A LT H W E A LT H C A R E E R
MERCER LEARNING
ANALYTICS & CHANGE
Producing quality position descriptions
How to lead in change management
Driving business results with
workforce insights
Leveraging technology
PERFORMANCE & REWARDS
Performance and rewards
Optimizing benefits
Sales incentive design
Executive remuneration
TALENT MANAGEMENT
Talent management
Career management
Organizational design
Training design and evaluation
BUSINESS PARTNERING
Effective business partnering
Driving employee engagement and productivity
Designing effective HR policies
TALENT ACQUISITION
Recruitment and employee value proposition
Engaging hiring and onboarding strategies
Utilizing assessment tools effectively
M E R C E R L E A R N I N G O N L I N EMercer Learning Online was establish with one goal in mind, enhancing the capability of our client’s human resource employees by providing access to HR architecture that will allow organizations to form and implement a successful framework.
Companies are constantly challenged to meet aggressive business goals. As a result, HR’s role in driving success is more important than ever and yet most organizations do not have a systematic approach in developing the capabilities of the HR team.
Mercer Learning Online is a comprehensive learning solution that is designed to build HR capabilities: both core and technical. These e-learning tracks are grouped into 5 HR competencies. Each track offers a foundation level of training across 18 e-learning modules. This is a standard product without customization designed to help new and seasoned HR practitioners wanting to broaden or advance their skill set.
C A R E E R M A N A G E M E N T F U N D A M E N T A L SA career management framework helps clarify expectations at each step of the career journey for employees, keeping your organization competitive!
According to survey data across Asia, “career” was one of the top-three ranked motivations for employees in four of the five markets surveyed. Employees are asking for clarity on expectations at each step of the career journey as they move up and laterally. Employers need to identify the right skills, create career paths, and build their talent. As HR professionals, you need to figure out how to deal with issues from the perspective of both employees and employers.
This course explains the FORME Career Management Framework with illustrative examples so you can handle those problems mentioned above. In this course, you will learn the fundamentals of career management and be able to implement the FORME Career Management Framework in your organization.
T O P I C S C O V E R E D
W H A T I S C A R E E R M A N A G E M E N T ?
• Career management framework.
• Active career management.
• Evolution of career management.
• Benefits of career management.
M A I N E L E M E N T S O F C A R E E R M A N A G E M E N T
• Transparency.
• Velocity.
• Control.
C R E A T I N G A C A R E E R M A N A G E M E N T F R A M E W O R K
• Components of 3-P model.
C O M P E N S A T I O N F R A M E W O R K A N D C A S E S T U D I E S
• FORME FRAMEWORK:
- Foundational processes.
- Organizational commitment.
- Right data and technology.
- Manager capability.
- Employee relevance.
B E N E F I T S T O P A R T I C I P A N T S
• Modify or design career management framework in your company.
• Drive functional excellence by helping people know what they need to do to perform professionally.
• Strategically map the growth of critical skills to fulfill future business needs.
• Attract, retain, and engage employees by demonstrating multiple options for growth based on career aspirations.
• Gain greater control of employee careers by using customized career-pathing tools.
• Obtain clarity on expectations at each level and track within the organization.
• Gain an understanding of internal equity across the organization thanks to a consistently applied career framework.
O R G A N I Z A T I O N A L D E S I G NAs an HR professional, you need to know how to effectively design the structure of your organization in a way that will best support your business.
There is no “one size fits all” model that is appropriate for all organizations. However, if you understand and appreciate the processes of organizational design and apply the right model, you can shed light on a myriad of performance issues and avoid common mistakes. This course explains the differences between organizational design and organizational development/change, and recommends best practices and the Congruence Model to help you design the structure of your organization.
T O P I C S C O V E R E D
W H A T I S O R G A N I Z A T I O N A L D E S I G N ?
• Design vs development/change.
B E S T P R A C T I C E S
• Traditional models.
• Design structures.
• Approach.
• Basic best practices.
• Aspects of success.
• Key principles.
C O N G R U E N C E M O D E L
• Understand the organization.
I M P L E M E N T A T I O N
• Organizational alignment.
• Communication.
• Plan design.
• Risk mapping.
• Knowledge transfer.
• Workforce planning.
B E N E F I T S T O P A R T I C I P A N T S
• Understand and appreciate the complexity and processes of organizational design changes.
• Design the structure of your organization in a way that will best support your business.
• Use the Congruence Model as a tool for organizing your thinking about any organizational situation.
• Make sure the business model, culture, organizational model, and people are tightly aligned to allow an organization to compete and succeed.
T A L E N T M A N A G E M E N T F U N D A M E N T A L STalent management is a critical component of the HR function. With an ever-growing focus on people, every HR professional needs to understand the basics of talent management!
HR professionals are faced with many challenges related to employee turnover, and lack of career development is seen as top driver for such turnover. Therefore, HR professionals need employ strategic talent management to retain and reward the company’s best employees, develop the next generation of corporate leaders, and create a corporate culture that attracts the best talent.
This course explains the key steps of the performance management cycle and succession plan. Moreover, it points out common mistakes made in talent management and ways to avoid them.
T O P I C S C O V E R E D
P R I N C I P L E S O F T A L E N T M A N A G E M E N T
• Strategic talent management.
• Business objectives.
• Talent implications.
• Critical roles.
• Talent review.
A L I G N M E N T A N D I N T E G R A T I O N O F P R O C E S S E S
• Talent as priority.
• Performance management cycle:
• Five steps.
B E S T W A Y S T O C O N D U C T S U C C E S S I O N M A N A G E M E N T
• Talent pools.
• Mistakes to avoid.
B E N E F I T S T O P A R T I C I P A N T S
• Strengthen your company’s talent.
• Review performance achievements during a formal review.
• Identify and create an individual development plan.
• Realize employees’ potential to support the future talent pipeline.
• Enhance your talent management practices.
T R A I N I N G D E S I G N A N D E V A L U A T I O NThe importance of successful design for training programs and proper evaluation of their effectiveness is being further highlighted by current trends in business.
The ease of collecting and analyzing data has placed a growing emphasis on measuring the return on training investment. HR professionals must do more with less, so designing a successful training program and valuating its effectiveness is a priority. This course begins by identifying performance problems that can indicate that a training program is necessary. We then explain how to design a training program, including needs analysis and delivery methods. Finally, you will learn how to evaluate a training program using our evaluation model.
T O P I C S C O V E R E D
T R A I N I N G P R O G R A M
• Major trends.
• Uncovering concerns.
• Relationship between performance problems and training program.
T R A I N I N G D E S I G N
• Needs analysis.
• Delivery methods.
• Buy-in and support.
• Knowledge and practice.
• Learning cycle.
T R A I N I N G E V A L U A T I O N
• Measuring success.
• Model of evaluation.
B E N E F I T S T O P A R T I C I P A N T S
• Design an appropriate, needs-based training program.
• Make recommendations based on needs analysis.
• Learn key adult learning theories and principles.
• Evaluate training programs’ effectiveness.
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Copyright 2016 Mercer. All rights reserved.
MERCER LEARNING
F O R F U R T H E R D E T A I L S O N P U B L I C A N D I N - H O U S E T R A I N I N G , P L E A S E C O N T A C T:
To register or for more information on Mercer Learning programs across the region, please email [email protected].
For more information on Mercer, please visit our website: www.mercer.com
W I L M A M A D J U S Learning Coordinator T: +65 6398 2605 | E: [email protected]
A S I A , M I D D L E E A S T , A F R I C A , & N O R T H A M E R I C AJ O A N N A Y E O H E: [email protected]
L A T I N A M E R I C AE S T E B A N G O N Z A L E Z G A L L I E: [email protected]
A U S T R A L I A & N E W Z E A L A N DA N D R E W F L E T C H E R E: [email protected]
E U R O P EG A R E T H M A R T I NE: [email protected]
