HR
COMPETENCY
For more information 801.616.5600 [email protected]
We offer a variety of learning experiences designed to build skill, performance, and
self-awareness in HR professionals. We have workshops designed for all levels of the
organiza-tion, from individual contributors to the senior executive team. Each workshop focuses on
teaching ideas that will impact HR’s ability to influence business results and create value
for customers, investors, and other key stakeholders.
HRCS Overview
HRCS Research Overview
and Feedback
Requirements
Half- or full-day workshop that includes: • Value of stronger, more strategic HR • Key business challenges and priorities:
implications for HR competence • Review of HRCS competency research:
how HR expectations have changed • New HRCS competencies
• HR department strengths and develop-mental priorities
• Game plan for improvement
Requirements
Half-or full-day workshop with similar agenda to the HRCS overview
HRCS feedback:
• Either self-assessment or 180/360 feedback • Time for participants to review feedback • Overview of group ratings
• Specific individual development plans
Considerations
• Facilitated by an individual with a strong knowledge of the HRCS competency research; The RBL Group facilitates, provides coaching, or trains internal staff • Workshop designed to be highly
participa-tive and engaging
• Discretionary group size; groups as small as a team, as large as 100 people
Considerations
• Highly participative and engaging • Requires pre-planning for HRCS
self-assessment or 180/360 feedback (manage feedback requests to avoid feedback fatigue; three to four weeks for collection of feedback using The RBL Group’s survey feedback system)
• Can be part of a customized executive HR strategy setting session
• Delivered by The RBL Group faculty or faculty trained by The RBL Group • Delivered onsite in the organization
HR
COMPETENCY
DEVELOPMENT
HR Business Partner
Workshop
Requirements
A three- to five-day workshop that addresses the key actions and behaviors that grow HR professional and leader competence; incorporates:
• HRCS feedback
• Skill building in all competency domains • Casework and simulation
• Coaching
• Additional content in key competency areas based on the feedback or HR leadership • Action learning: planning for back home
application on a project that delivers measurable business value
• Follow up
Considerations
• Provides a broad overview of the HRCS competencies
• Versions available that are appropriate for multiple audience levels: independent contributors, HR generalists and functional specialists, individuals who have recently entered the HR field from another function, and HR leaders or managers
• Action learning has the potential to deliver significant measurable results
• Delivered by The RBL Group faculty • Delivered onsite in the organization
IMPACT: Building HR
Consulting Skills
Requirements
Three-day HR Consulting skills program designed to offer a practical framework and tools to dramatically increase business impact through improved strategic business partnerships; incorporates:
• Targeted IMPACT 360
• Review of HRCS competency research • Real-time application of IMPACT model • Framework for championing change • “My Brand” development for future success
Considerations
• Incorporates a “business partner” state of mind, rather than just a title
• For HR professionals who partner with the business to deliver results
• Accommodates groups of up to 30 participants
• Benefits greatly from active involvement • Requires sponsorship from key business
leaders
• Delivered by The RBL Group faculty • Delivered onsite in the organization
HR Competency Focus
Requirements
One- or two-day skill-building workshops; each workshop focuses on one or more of the six HRCS competencies
• Uses a variety of learning methods including assessments, cases, videos, simulations, etc.
• Teaches theory but focuses on application through tools and practice
Considerations
• Can be customized to the specific needs of the organization
• Appropriate for generalists and functional specialists, or individuals who have recently entered the HR field from another function • Delivered by The RBL Group faculty or
internal faculty trained by The RBL Group • Delivered onsite in the organization
For more information 801.616.5600 [email protected]
HR Academy
Requirements
Multiple three-day workshops delivered over six to nine months that provide in-depth skill building, lasting behavioral changes, and HR community building based on the new HR competencies; incorporates:
• HR and line management participation: why HR needs to continue to improve effectiveness
• Interviews in advance: how HR needs to create value in future
• HRCS assessment feedback and develop-ment planning
• Skill building across competency domains • Casework and simulation
• Coaching and development support • Additional content in key competency areas
based on the feedback of HR leadership • Action learning: a project that delivers
measurable business value • Follow up and measurement
Considerations
• Provides a broad overview of the HRCS competencies and in-depth skill building and development support
• Versions available that are appropriate for multiple audience levels: independent contributors, HR generalists and functional specialists, individuals who have recently entered the HR field from another function, and HR leaders or managers
• Action learning has the potential to deliver significant measurable results
• Most impactful when it includes the active participation of both senior HR and line leaders
• Includes team-based action learning projects
• Delivered by The RBL Group faculty • Delivered onsite in the organization
HR Learning Partnership
Requirements
A two-week consortium that brings together HR leadership teams; the workshop is organized around a playbook of insights in: • Strategy
• HR value proposition
• Organizational capabilities (i.e., collaboration, customer service, innovation, change, etc.) • HR analytics • Leadership • Talent • HR for HR • Executive rewards • Coaching
Considerations
• Designed for teams of five HR executives from the same company from a range of different organizations and industries • Skill building organized around teams
investing time in a significant project to adapt and apply learning
• Each participant receives personal coaching from faculty, self-assessment support in guiding development decisions to guide career choices
• Delivered by The RBL Group faculty and selected other thought leaders
