Fundamentals of Asset Management Training

Introduction

The value of any organization is not just the value of the fixed assets. It is also the value of the intellectual capital. Human Capital is the vital ingredient in this. Yet few companies have developed approaches to evaluate human capital effectively. This can mean that key strategic decisions are being taken in the absence of a thorough understanding of the role of people in the chosen strategy and implications of the decision for the organization’s capital base. This course will examine what is involved in creating a Human Capital Management approach and in developing an improved understanding of the measurement of human capital. Accountants have dominated the agenda when it comes to measuring the performance of an organization. This has led to a short-term approach and to creative (and in some cases, dubious) accounting practices. The recognition is now growing that managers need to understand what really drives success. Top executives need to really understand their companies and to focus on their intangible assets like intellectual property, organization and customer equity and of course, human capital in order to drive performance. HR professionals must take the lead in identifying and explaining the practices that bring the best outcomes and show how the right employment policies can result in customer loyalty and in turn to the creation of real and lasting success.

Objectives

Delegates will be able to:

• Understand how the HR function can play a central role in developing an organization 
• Appreciate the link between intangible assets and shareholder value 
• Evaluate different methods of measuring Human Capital 
• Understand the value created by people management practices such as Attracting and retaining excellent people Leveraging performance 
• Continuous personal development Knowledge sharing and effective communication 
• Achieving flexibility 
• Managing change 
• Identify the people management practices that will lead to financial success 
• Understand the impact of technology in this area

Training Methodology

This is an interactive course. There will be open question and answer sessions, regular group exercises and activities, videos, case studies, and presentations on best practices. Participants will have the opportunity to share with the facilitator and other participants what works well and not so well for them, as well as work on issues from their own organizations. The online course is conducted online using MS-Teams/ClickMeeting.

Who Should Attend?

The course is intended for:

• Established HR Professionals wishing to obtain new ideas
• HR professionals
• Management Development professionals
• Training Coordinator & Supervisor
• Organization Development professionals
• Managers and Supervisors wishing to learn new techniques for people management
• Managers who wish to use human capital management techniques to assist in the management of change.

Course Outline

Day 1: The role or purpose of HR in an organization

• Evolution of HR from tactical to strategic
• The links between strategy, operations, and administration
• The role of HR in strategy formulation
• Organizational aims and culture
• The challenge for HR
• Impact of technology
• The influence of communities inside and outside the organization
• ERM - the new CRM?

Day 2: Measuring Human Capital – Counting the Cost and Measuring the Value

• Enterprise performance measures
• The response required from the HR function
• Strategic input
• Operational support
• Current approaches to measurement; Flamholz, Ulrich, Kaplan & Norton, Watson Wyatt... etc.
• Assessing the real costs of people
• Assessing the value of people as assets in terms of:
  • Capability
  • Potential 
  • Performance
  • Values Alignment
• Measuring contribution to added value
  • Financial
  • Non-Financial
•  Monitoring the work environment
  • Motivation
  • Leadership
  • Workplace
  • Culture
  • Learning
• Individual and departmental performance measures

Day 3: The Human Capital Approach in Practice

• Attracting the best talent available
• Developing retention strategies
• Satisfaction, Retention, and Value
• Identifying the key players
• Motivating people to fulfill their potential
• The messages for compensation and benefits
• Developing a continuous learning culture
• Sharing knowledge and information
• Delivering a satisfied workforce
• The messages for Leaders
• Work organization
• Giving something back – the payback from a meaningful strategy for social responsibility

Day 4: Learning Management

• Development Planning
• Succession Planning
• The messages for compensation and benefits
• Developing a continuous learning culture
• Sharing knowledge and information
• The corporate knowledge pool
• The messages for Leaders
• Work organization
• Competency frameworks
• Performance measurement - quantitative and qualitative
• Employee development
• Individual and collective development
• Corporate Knowledge pool

Day 5: An Action Plan to Transform HR

• Build an HRMS system to measure competencies and the effectiveness of teams
• Integrate the hiring process
• Establish the cost and value of the knowledge pool
• Minimize (and outsource) transactional activities
• Find process solutions
• Influence and develop a strategy at the board and departmental level
• Provide information that allows progress to be measured within strategy
• Capitalizing on values and culture
• Drive continuous improvement