Align HR Practices to Your Talent Strategy

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HRCI Category: Business  |  Credits: 2  |  $15

You will receive HRCI recertification credits AND SHRM PDC’s

The HR system must be intentionally designed to facilitate achievement of strategy. HR processes must be aligned to support the organization’s core values and shape culture as well as ensure that those positions and people who are adding the greatest value are supported and rewarded. The question isn’t whether or not you have an HR system, of course you have. The question is about whether you have the right HR system, and whether it is aligned to helping you build and retain talent in your critical roles — giving your organization a competitive advantage. In this course we will discuss why it’s important for HR to focus on equity rather than equality and how to create differentiated HR practices that align to your talent strategy.

After completing this course you will be able to:

  • Describe the business value of focusing on equity rather than equality.
  • Develop a workforce philosophy that will play a key role in defining your culture – and in aligning your HR practices to your talent strategy.
  • Connect the core elements of the workforce philosophy and the resulting HR management systems that need to be the same for everyone and the elements that must be differentiated to support strategy execution.

You’ll Receive these Valuable Tools

  • Workforce Philosophy Checklist

You will have access to this Course for 30 days.

What your colleagues are saying:

“This isn’t some boring death-by-PowerPoint, but a visually appealing, fast-paced program filled with a wealth of information compiled in an easy to learn format that’s well worth the money (and the 15 Strategic HRCI recertification credits are nice, too!).”

— David, Director of HR

“For the metrics portion, I found it useful to look at the types of information that may be useful to present. I liked the section on benchmarking and how to avoid it because of the apples-to-oranges issue. Made good sense to me. Also, the comparison of benchmarking to strategic metrics was great. The simple explanations of what metrics are was helpful. Most of us know them on a basic level but don’t use them correctly or enough. This illustrated how to use them to show that HR is not just a cost that the organization has to carry, but that it can be repositioned as a partner that helps the company meet its goals.”

— Susan, HR Officer