Course : HR managers: integrating the new challenges of their role
Practical course - 2d
- 14h00 - Ref. DRJ
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 | Implement an HR policy in line with corporate strategy |
| Working with partners to promote commitment, social peace and corporate awareness |
| Support relevant actions within the organization |
| Anticipating and supporting developments and changes |
Intended audience
All employees already in post or moving towards a position as HR manager or HR director.
Prerequisites
No special knowledge required.
Practical details
Hands-on work
Theoretical input, practical exercises, case studies and role-playing.
Course schedule
1 The HRD, the challenges of the function and its role
- The main challenges facing HRDs (economic and structural).
- Employees' perception of HR.
Hands-on work
Based on the challenges faced by an HRD, work in groups on the main tasks involved and their impact.
2 HR policy as part of the company's overall development strategy
- Interaction with corporate strategy: HR and strategic issues.
- The added value of the HRD on a management committee.
- Define the company's core values and promote them in HR.
- Understanding sustainable development in HR policy.
Hands-on work
Analysis of your company's HR policy: strengths and areas for improvement.
3 The HRD: revealing and developing skills
- Negotiating a PPIM agreement.
- Distinguish between skills, potential, high potential and talent.
- Analyze current and future skills.
- Spread the learning culture throughout the company.
- Optimize follow-up of employee skills acquisition: objectives, feedback, evaluation...
Hands-on work
Workshop on skills mapping as an internal lever.
4 The HRD as an agent of change
- Managing resistance to change.
- Changing behaviors and habits.
- Work on inclusion and non-discrimination (seniors, generation Y...).returnchariot
- The challenges of change management for HRDs.
- The impact of change on management.
- Strategic and operational phases of change.
Hands-on work
Analysis of a change situation and proposals for action.
5 The HR manager as the driving force behind a managerial dynamic
- Put the employee at the heart of the working relationship.
- Building a common managerial base.
- Rely on local managers as HR relays.
Hands-on work
Development of a management charter and its operational implementation.
6 The HR Director promotes social dialogue and corporate communication
- Renew social negotiations, understand the stakes and communicate with social players.
- Measure the company's social climate.
- Improve the social climate. Set up friendly actions.
- Communicate internally and externally on HR policy.
Hands-on work
Role-playing on HR communication in a variety of complex situations.
Customer reviews
4,4 / 5
Customer reviews are based on end-of-course evaluations. The score is calculated from all evaluations within the past year. Only reviews with a textual comment are displayed.
CAMILLE P.
04/06/26
4 / 5
The programme was well-structured, combining theoretical input with effective practical exercises on HR strategy. The tools presented are directly applicable and meet my operational needs. I would also like to highlight the quality of the facilitation, which encouraged constructive discussion. Overall, this training course is relevant and meets the intended objectives.
NATHALIE D.
04/06/26
5 / 5
I particularly enjoyed this training course, both for the quality of its content and the teaching approach adopted. It gave me a better understanding of current developments in the HR function and the strategic challenges it faces. The topics covered were relevant and directly linked to real-world situations. The discussions with the trainer and the other participants were enriching and encouraged reflection.
Publication date : 01/04/2024
PARTICIPANTS
All employees already in post or moving towards a position as HR manager or HR director.
PREREQUISITES
No special knowledge required.
TRAINER QUALIFICATIONS
The experts leading the training are specialists in the covered subjects. They have been approved by our instructional teams for both their professional knowledge and their teaching ability, for each course they teach. They have at least five to ten years of experience in their field and hold (or have held) decision-making positions in companies.
ASSESSMENT TERMS
The trainer evaluates each participant’s academic progress throughout the training using multiple choice, scenarios, hands-on work and more.
Participants also complete a placement test before and after the course to measure the skills they’ve developed.
TERMS AND DEADLINES
Registration must be completed 24 hours before the start of the training.
ACCESSIBILITY FOR PEOPLE WITH DISABILITIES
Do you need special accessibility accommodations? Contact Mrs. Fosse, Disability Manager, at psh-accueil@orsys.fr to review your request and its feasibility.
All employees already in post or moving towards a position as HR manager or HR director.
PREREQUISITES
No special knowledge required.
TRAINER QUALIFICATIONS
The experts leading the training are specialists in the covered subjects. They have been approved by our instructional teams for both their professional knowledge and their teaching ability, for each course they teach. They have at least five to ten years of experience in their field and hold (or have held) decision-making positions in companies.
ASSESSMENT TERMS
The trainer evaluates each participant’s academic progress throughout the training using multiple choice, scenarios, hands-on work and more.
Participants also complete a placement test before and after the course to measure the skills they’ve developed.
TEACHING AIDS AND TECHNICAL RESOURCES
• The main teaching aids and instructional methods used in the training are audiovisual aids, documentation and course material, hands-on application exercises and corrected exercises for practical training courses, case studies and coverage of real cases for training seminars.
• At the end of each course or seminar, ORSYS provides participants with a course evaluation questionnaire that is analysed by our instructional teams.
• A check-in sheet for each half-day of attendance is provided at the end of the training, along with a course completion certificate if the trainee attended the entire session.
• The main teaching aids and instructional methods used in the training are audiovisual aids, documentation and course material, hands-on application exercises and corrected exercises for practical training courses, case studies and coverage of real cases for training seminars.
• At the end of each course or seminar, ORSYS provides participants with a course evaluation questionnaire that is analysed by our instructional teams.
• A check-in sheet for each half-day of attendance is provided at the end of the training, along with a course completion certificate if the trainee attended the entire session.
TERMS AND DEADLINES
Registration must be completed 24 hours before the start of the training.
ACCESSIBILITY FOR PEOPLE WITH DISABILITIES
Do you need special accessibility accommodations? Contact Mrs. Fosse, Disability Manager, at psh-accueil@orsys.fr to review your request and its feasibility.
This programme is an original creation, developed by the teaching teams at ORSYS Formation. Any reproduction, representation, adaptation or use, in whole or in part, without the prior written authorisation of ORSYS, is strictly prohibited. ORSYS reserves the right to take any action necessary to protect its intellectual property rights.
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This programme is an original creation, developed by the teaching teams at ORSYS Formation. Any reproduction, representation, adaptation or use, in whole or in part, without the prior written authorisation of ORSYS, is strictly prohibited. ORSYS reserves the right to take any action necessary to protect its intellectual property rights.