The Walker Group - HR Leadership Capabilities - Developing Human Resource Strategy 6

Developing Human Resource Strategy 6: Define required changes in the HR function

Determine changes in HR roles, organization, activities, capabilities, and systems/processes supporting the strategy

On-the-Job

Analyze the human resource strategy in terms of assignment of responsibility to achieve business objectives. Compare analysis to current organization Lead a task force to align the human resource organization and processes with human resources and business strategic objectives Visit vendors involved in HR outsourcing and companies having shared services organizations Benchmark the HR organization against leading companies

Education and Training

Human Resource Business School: Aligning Human Resources to Business Strategy (The Wharton School, 215-898-1776, 1 week, $5950)
Aligning HR Roles and Capabilities with Strategy (The Walker Group, 203-431-1333, 2 days, $1200)
Cornell University (607-255-1504)
   ---International HR Executive Development Program, 6 days, $3750
   ---Human Resource Development Program for Asian Executives, 5 days, $3300
   ---Human Resource Development Program for Japanese Executives, 5 days, Y375,000
Internal Consulting Skills for the Human Resource Professional (Cornell University, New York City, 212-240-2863, 2 days. $795)
Re-engineering the Human Resource Function (University of Dallas, 800-721-5235, 2 days, $595)
SHRM Learning System (Society for Human Resource Management, 703-548-3440, Self-Study Course, $595)
Mergers and Acquisitions: HR Roles and Strategies (Human Resource Planning Society/Cornell University, 212-490-6387, 2 days, $945)
Strategic Business Knowledge for Senior HR Executives (Human Resource Planning Society, 212-490-6387, 2 days, $1095)
Managing Human Resources in a Merger, Acquisition or Restructuring Environment (Human Resources Institute, 212-661-8740, 2 days, $1395

e-HR (International Quality and Productivity Center, 973-256-0205, 2 Days, London)

Linkage, Inc. (781-862-3157)
   ---How to Reengineer Business and Human Resource Programs, 3 days, $995
   ---HR Consulting Tools Conference, 2 days, $995
   ---Tomorrow's HR Structure and Strategy, 2 days, $1095
Identifying and Developing the Competencies for the Future Human Resources Professional (Institute for International Research, 800-999-3123, 2 days, $1395
Global Human Resource Institute: Accelerated Development for 21st Century Leaders of HR (Linkage, Inc., 781-862-3157, 4 days, $3495
American Management Association (518-891-1500)
---Today's HR Professional: From Technician to Business Partner, 3 days, $1445
---Fundamentals of Human Resources Management, 4 1/2 days, $1695
Conference Board (212-339-0345)
---Shared Services Conference, 2 days, $1275
---Internal Support Services Conference, 2 days, $1275
Attend General Human Resource Management Programs:
   ---Cornell University, 2 weeks, $8500 (607-255-1504); International Executive Program also offered (1 week, $4200) and HR Development Program for Asian Executives (1 week, $3400)
   ---Cranfield University (UK), nternational Program, 3 days, UK$1810 (UK 44 (0) 1234 754506)
   ---Harvard University, 1 week, $6300 (617-495-6555)
   ---INSEAD, 1 week, FF34.000 (33-1-6072-4290)
   ---Penn State University, 10 days, $7200 (814-865-3435)
   ---SHRM/Aspen Institute, 4 days, $3135 (703-548-3440)
   ---SHRM/Center for Creative Leadership, 5 days, $5200 (336-545-2810)
   ---Stanford University, 1 week, $6300 (650-723-3341 ext. 98)
   ---UCLA, 1 week, $550 (310-825-2001)
   ---University of Michigan, 2 weeks, $11,900 (313-763-1000). Also offered in Hong Kong
   ---University of Southern California, 4 days, $2150 (213-740-6645)
   ---Walt Disney/SHRM, 4 days, $2800-3000, (407-828-4411)
Attend Major Human Resource Conferences:
   ---American Management Association, (518-891-1500)
   ---Conference Board, (212-339-0345). Offered on East Coast, Midwest and West Coast, as well as Mexico, Europe and Asia Pacific
   ---Human Resource Executive Forum, (703-684-0510)
   ---Human Resource Planning Society (212-490-6387)
   ---Institute for International Human Resources (SHRM - 703-548-3440)
   ---Institute for Personnel and Development (UK 44-181-971-9000)
   ---Saratoga Institute (408-366-7900)
   ---Society for Human Resource Management (703-548-3440)
   ---World Congress on Human Resource Management (Year 2000 in Paris, 33-0-1-5507-2654, 3 days)

Reading

Report: New Directions for the Human Resources Organization (Center for Effective Organizations, University of Southern California, 213-740-9814)
Restructuring the Human Resources Department (AMACOM, 800-714-6395)
HR Executive Review: HR Outlook--HR's Transformation to Business Partner, Report No. HRER-13, 1997 (Conference Board, 212-339-0345)
HR Executive Review: Outsourcing HR Services, Report No. HRER-2, 1994 (Conference Board, 212-339-0345)
Rethinking Human Resources, Report No. 1124, 1995 (Conference Board, 212-339-0345)
Transforming the Benefits Function, Report No. 1135, 1995 (Conference Board, 212-339-0345)
Transforming the HR Function for Global Business Success, Report No. 1209, 1998 (Conference Board, 212-339-0345)
Restructuring the Human Resource Department (AMACOM, 1996)
Reengineering the HR Function (SHRM Foundation, 1994)
Restructuring the Human Resources Department (Saratoga Institute/American Management Association)
Diane Arthur, Managing Human Resources in Small and Mid-Sized Companies, 2nd ed.) (AMACOM, 1995)
Margaret Butteriss (ed.), Re-inventing HR (Wiley, 1998)
Mary Cook, Outsourcing Human Resources Functions (AMACOM, 1998)
David Giber et al. (eds.), Best Practices in Organization & Human Resources Development Handbook (Linkage, 781-862-3157)
Philip J. Harkins, Stephen M. Brown and Russell Sullivan, Outsourcing and Human Resources: Trends, Models and Guidelines (Linkage, 781-862-3157)
Joel P. Henning, The Future of Staff Groups (Berrett-Koehler, 1997)
Karl Price and James Walker (eds.), The New HR: Strategic Positioning of the Human Resource Function (Human Resource Planning Society, 1999)
Michael W. Mercer, Turning Your Human Resource Department into a Profit Center (AMACOM, 1989)
Susan Mohrman and Ed Lawler, Creating a Strategic Human Resources Organization (Center for Effective Organizations, 213- 740-9814)
Clive Morton, Beyond World Class (Macmillan Business, 1998)
Benjamin Schneider and David C. Bowen, Winning the Service Game (Harvard School Business Press, 1995)
Stephen C. Schoonover and Helen B. Schoonover, Human Resource Competencies for the Year 2000: The Wake-Up Call (SHRM, 1998)
Stephen C. Schoonover and Helen B. Schoonover, Human Resource Competencies for the Year 2000: A Professional's Toolkit for Performance Development (SHRM, 1998)
Lyle M. Spencer, Jr., Reengineering Human Resources (Wiley & Sons, 1995)
Richard A. Swanson and Elwood, Human Resource Development Research Book (Berrett-Koehler, 1997)
Dave Ulrich, Human Resource Champions (Harvard Business School Press, 1996)
Dave Ulrich, Michael R. Losey and Gerry Lake (eds.), Tomorrow's HR Management: 48 Thought Leaders Call for Change (John Wiley & Sons, 1997)
Dave Ulrich, Delivering Results: A New Mandate for Human Resource Professionals (Harvard Business School Press, 1998)
James W. Walker, Human Resource Strategy (McGraw-Hill, 1992)

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