Embed Size (px)
Citation preview
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
B U S I N E S S PA R T N E R I N G
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.
D E S I G N I N G E F F E C T I V E H R P O L I C I E SIf businesses are to grow, they need effective HR policies that create a workplace that encourages maximum productivity!
As small enterprises grow, they taken on more and more employees, and these new employees need clear directions on how to do their jobs — effective HR policies are vital. This course explains essential policies that are common to all organizations and breaks them into categories so you can develop a clear understanding of how to design such HR policies for your organization. You will master the nine steps to tailoring a policy to your company’s circumstances. We also highlight the importance of communication to effective HR policies.
T O P I C S C O V E R E D
P U R P O S E O F H A V I N G H R P O L I C I E S
R O L E O F H R P O L I C I E S
P O L I C Y M O D E L
K E Y I S S U E S O F H R P O L I C I E S
• Essential policies.
R E V I S I N G H R P O L I C I E S
• Policy approval.
• RACI model.
• Labor relations.
• Communication.
• Policy-creation process.
B E N E F I T S T O P A R T I C I P A N T S
• Learn to design efficient HR policies.
• Master giving clear direction to all employees.
• Discover how to monitor policies to determine when to update them.
• Learn to clarify roles and responsibilities in crossfunctional/departmental projects and processes with the help of RACI model.
• Find out how to successfully communicate policy messages to business partners.
D R I V I N G E M P L O Y E E E N G A G E M E N T & P R O D U C T I V I T YIncrease the productivity and commitment of your organization’s employees by participating in the Driving Employee Engagement & Productivity course!
Most companies are struggling to engage employees and increase productivity — and then struggling to retain those productive employees. As HR professionals, you need to advise managers and the organization as a whole to improve engagement, and to turn employees into heroes. This course covers the fundamentals of engagement and productivity, including parts, dimensions, and phases that comprise engagement; the connection between productivity and commitment; and the best ways to engage employees. After completing this course, you will be able to support your managers to engage employees and increase productivity.
T O P I C S C O V E R E D
E N G A G E M E N T
• Three parts of engagement.
• Benefits of engagement.
T H R E E D I M E N S I O N S A N D F O U R P H A S E S O F E N G A G E M E N T
P R O D U C T I V I T Y
• Productivity and commitment.
• What can managers do?
• Employer Value Proposition (EVP).
• Measuring engagement.
B E N E F I T S T O P A R T I C I P A N T S
• Engage employees and increase productivity.
• Promote efficiency and productivity by optimizing your use of resources.
• Encourage an emotional commitment from employees — inspire them to be willing to go the extra mile and stay with the company.
• Ensure business continuity and employee productivity at the same time.
• Use the company’s EVP to successfully engage employees.
E F F E C T I V E B U S I N E S S P A R T N E R I N GDo you know how to grow professionally and become a true business partner rather than merely an HR supporter? Take our Effective Business Partnering course to find the answer!
Recent HR studies show the trend that many senior leaders view that their HR function is not a strategic business partner. This course teaches HR professionals how to grow professionally to become the HR business partners (HRBP) their organizations require. It compares HR and HRBP, then elaborates on the role of strategic business partner, explaining the required skills and behaviors. We can show HR professionals the steps to become more professional and truly contribute to business achievements.
T O P I C S C O V E R E D
H R V S H R B P
• Readiness for change.
• Role definitions.
• Changing landscape
F O U R K E Y R O L E S O F H R B P
• Strategic partner.
• Operations manager.
• Employee mediator.
• Emergency responder.
H O W T O B E C O M E A N H R B P
• Steps to follow.
• Skills and competencies.
B E H A V I O R S O F S T R A T E G I C H R B P
• Building partnering credibility.
• Setting up SMART goals.
• Building influence.
B E N E F I T S T O P A R T I C I P A N T S
• Acquire the attributes, knowledge, and skills required to be an effective HRBP.
• Build credibility and influence key stakeholders.
• Incorporate strategic thinking into your planning and decision-making.
• Contribute to the achievement of business goals.
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]
