The HR Business and Outside Expectations

• Incorporating Outside Expectations into the ‘HR Business’ - Focusing on the Real Business
• Business Stakeholders’ Expectations
• Traditional versus Modern Strategic Competitive Differentiators
• HR Evolution and Inherent Paradoxes

The Human Resource Competency Model

• The 1980s and 1990s Competency Models
• The 21st Century Competency Model – Six Competency Domains
• Impact of Modern HR Competencies on the Individual HR Professional’s Effectiveness
• Impact of Modern HR Competencies on Organizational Performance

In-Depth Analysis of the New Six HR Competencies for Exceptional Success

• The HR Competency Model (as Developed by the RBL Group):
• Strategic Positioner
• Credible Activist
• Capability Builder
• Change Champion
• HR Innovator and Integrator
• Technology Proponent

Developing HR Professionalism through Practical Actions to Follow

• The Need to Develop Oneself First
• Build HR Leadership: Practices to Apply
• Apply HR Analytics for More Effective Decision Making
• The Need for a New ‘Disruptive HR Technology’
• The Nature and Purposes of HR Analytics
• Five Steps of Analytics
• From Descriptive Analysis to Predictive Analysis
• Managing Tomorrow Today
• Leading and Lagging Indicators
• Applying a Three Level Integrated Measurement System

Research Findings and Techniques for Creating an Effective HR Department

• Research Findings
• Four Priorities for Increasing the Effectiveness of the HR Department
• Crafting an HR Business Plan
• Doing what HR Asks of Others
• Building and Providing HR Analytics
• Designing the HR Structure that Delivers Value

Conclusions and Wrap Up

• Insights for the Future of HR
• Conclusions and Recommendations