• VPs of HR

• HR Directors

• Heads of HR/Workforce Technology

• Heads of People Analytics

• Heads of Recruiting

• Heads of Learning & Development

• Organisation Design professionals

• Future leaders

• Professionals concerned with the “Future of Work”

• Explore new digital technologies and transformations in businesses that have gone digital

• Review how digital technologies have changed the workforce – The rise of the gig economy

• Consider the likely impact on your own organisation, including innovation in your HR processes

• Discover opportunities for modern organisations using Jon Ingham’s Orientation Motivation Matrix, and the likely consequences on the HR group using Jon Ingham’s ‘Beyond Ulrich’ model

• Understand the digital readiness of your HR operations and roll out a digital roadmap to successfully manage your digital HR transformation

This certificate program consists of fourteen learning modules and a graded capstone project.

• Future of Work

• Design Thinking in HR

• Employee Experience

• Digital HR Transformation

• Capstone Project

Redefining mission:

HR today must define its role as the team that helps managers and employees rapidly transform and adapt to the digital way of thinking. Familiarize yourself with networked organization structures, organizational network analysis, and digital leadership models.

Upgrade core technology:

Replace legacy systems with an integrated cloud platform for a sound digital infrastructure. Upgrade old tools for learning, recruiting, and performance management, and bring in systems that are easy for employees to use.

Develop a multiyear HR technology strategy:

In today’s rapidly changing HR technology world, it’s important to build a multiyear strategy that includes cloud enterprise resource planning (ERP) platforms, apps, analytics, and a range of tools for AI, case management, and other solutions.

Build a digital HR team:

Dedicate teams to explore new vendor solutions and build others, and consider AI solutions to improve service delivery, recruiting, and learning. Companies such as RBC and Deutsche Telekom now have digital design teams in HR that work with IT to design, prototype, and roll out digital apps.18

Organize HR into networks of expertise with strong business partners:

Rethink HR organization model to focus efforts on the employee experience, analytics, culture, and the new world of learning. Make sure these teams communicate well: High-performing HR teams share leading practices and know what the other teams are doing.

Make innovation a core strategy within HR:

Push to reinvent and innovate in every people practice. Many organizations are now using new performance management practices built around design sessions and hackathons. Investigate new innovations in recruiting, including using data to find people who resemble high performers in the company.

Rotate younger people into the HR profession:

Regularly rotate people from the business into and out of HR, use innovation teams to reverse-mentor senior leaders, and recruit new MBAs to bring people with analytics skills into the profession.

Benchmark:

Visit other companies to see what they are doing. HR teams can bring in outside speakers, join research membership programs, and continually look for new ideas to foster innovation. Today’s leading practices come from innovative ideas developed around an organization’s culture and business needs, not a book.

• Focussing on optimizing employee productivity, engagement, teamwork and career growth

• Building innovative, company-specific programs, developing apps and leverage the platform for scale

• Technology to move beyond ERP to develop digital capabilities and mobile application development

• HR Tech for AI, Chat apps and other technologies

• HR Tech Analytics using employee segmentation, personae and specific groups

• HR Tech on Managing effective and productive ways