Creating Business Partnerships

Creating Business Partnerships

Influencing and partnering skills are the basis for success for any consultant or internal staff professional. These skills allow you to form strong business relationships with your "clients" and enable you to impact positively on their thinking and actions. You need to ask yourself:

  • What power base do you operate from for optimal success?
  • How can you build long term, value added relationships with your "clients"
  • How do you build your influence within you organistation?

Your success as a Human Resources Practitioner depends on your ability to influence others effectively. You need to find ways in which you can impact on and change the existing paradigms and behaviours entrenched in your organisations. The partnerships you build are equally critical to the value you can add. This workshop equips you with the practical skills and knowledge to start increasing your influence and strengthen your internal partnerships.

Competency Outputs

By the end of this workshop, delegates will be able to:
  • Develop a plan to enhance your knowledge about the business of your organisation
  • Identify the most appropriate power base from which you should operate
  • Take practical actions to start building your influence
  • Plan an influencing discussion
  • Create effective networks
  • Set the parameters for a partnering relationship
  • Create  partnering relationship with an internal client

Methodology

A combination of interactive presentations, group discussions, practical exercises and skill practices allow the delegate to develop their skills and deal with their personal issues and problems around influencing and partnering.
 

Workshop Duration

2 days dependent on content choice.

Introduction to Change Management and OD

Introduction to Change Management and OD

Change is one of the few constants in this universe and in the world of work. HR Practitioners need to handle the demands of the constantly changing workplace, as well as intitiate changes that will enable the organisation to survive and grow into the future.

Practitioners both have to react to, as well as proactively initiate, changes within the organisation rapidly and effectively. This also means being able to cope personally with the ambiguity of their environment and assisting others to cope too.

This workshop equips HR Practitioners with the basic skills that they need in order to manage change and initiate OD interventions.

Competency Outputs

By the end of this workshop, participants will be able to:

  • Understand the context and concepts concerning change in the workplace
  • Identify and clarify the various change management approaches
  • Identify and enhance their personal coping mechanisms
  • Apply a set of change management steps to initiate change proactively
  • Engage stakeholders appropriately

Methodology

A combination of interactive presentations, group discussions, practical exercises and real time learning allow the delegate to develop their change management skills.

Duration

3 days (split into 2 days and 1 day at a later stage)

Workshop Numbers

Minimum group size - 6 delegates
Maximum group size - 12 delegates

Conducting Training Needs Analysis

Conducting Training Needs Analysis

The purpose of a training needs analysis is to identify and define the gap between what should be happening performance-wise in the organisation and what is actually happening. Through the needs analysis process you can then determine to what extent the performance gap is caused by lack of skills.

There are many different approaches to conducting a training needs analysis and this workshop explores the various approaches to conducting a training needs analysis and equips you with the processes and techniques to conduct an analysis appropriate to your organisation's needs.

Competency Outputs

By the end of this workshop, delegates will be able to:

  • Use a holistic needs analysis model to plan your activities
  • Gather information that you will need prior to commencing
  • Conduct an organisational scan
  • Conduct a focus group
  • Conduct a structured interview
  • Analyse the performance problem of an individual using an analysis flow chart
  • Prioritise training needs
  • Use a performance relationship map to identify the training needs for a performer group

Methodology

A combination of interactive presentations, group discussions, practical exercises and skill practices allow the delegate to develop their skills and plan a training needs analysis intervention for their own organisation.

Duration

2 - 3 days dependent on content and focus.
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