Future Changes in Human Resources: AI in a Post Covid-19 World
Course Info
Code PH1-104
Duration 5 Days
Format Classroom
Course Summary
Everything changes, and nothing stays the same. That has always been true, but since the global pandemic and the introduction of artificial intelligence, things have begun to change significantly and will never go back to the way they were. Human Resources will be impacted and see a massive change in organisation structure and practices.
Automation scares many people as they fear it will lead to robots replacing people in the workplace, but it is essential that we realise this is not the case, and these are tools that we can embrace to create a better environment. In this course, we will look at the findings of many major universities such as Oxford, Stanford and Harvard and how they see the future of human resources in a world that is harnessing and embracing AI.
Delegates will also look at how the world of work was changed forever with the need to survive during the unprecedented global lockdowns and why some of these changes have become the new normal with no way back to how things were before. We also look at Generation Z - also known as iGEN as in 2020, they made up a quarter of the population of working adults, and this figure is set to rise. They are known to be challenging and have clear expectations and values that need to be met in order for organisations to harness their talent.
- To be able to successfully research to gain valuable information
- To be able to use organisation design and change needs to create a strategic framework
- To be able to demonstrate the ability to maximise automation and improvement in the process of recruitment and selection
- To be able to confidently explain how this has value to everyone in the company
- To be able to explain, test, examine and master the system of seamless bonus and reward
- To be able to harness the value of GenZ/iGen and maximise this in strategies and existing HR practices
- To be able to introduce a process of training needs and evaluation analysis using automation
- To be able to make a case for revamping processes in the company
- To be able to explain the thought process and how it adds value
- To be confident with succession planning
- Senior HR Staff
- Senior Training Managers
- Recruiters and Staff Developers
- Workforce Planning Managers
- Board Directors
- Organisational Design Managers
- Anyone interested in the future for organisations with the impact of Artificial Intelligence
Teaching takes place in a variety of settings, including face to face in a classroom environment. It will ensure that participants can expand their knowledge of the subject and increase their skillset. The course is delivered via various methods by a specialist tutor. This will include PowerPoint presentations, reviewing articles and other relevant materials, group or individual exercises and discussions. There may be some independent work set, and the course will involve a requirement to submit articles to demonstrate understanding and an end of course test. Note-taking is encouraged, and you are welcome to use electronic devices to do this.
The course manual will form part of the learning but give you references for the future. You are encouraged to ask questions and, if needed, spend time one to one with your tutor to go over any issues. During your time in the classroom, you will network with peers in similar roles.
Course Content & Outline
Section 1: How Strategic Planning has Advanced
- Artificial Intelligence strategic modelling
- Redesigning processes using strategic modelling
- How to use a strategic model in HR
- Examine what needs to change in the next two years
- How to create a business case for the changes needed
- Converting your strategic modelling into an action plan
Section 2: How Employment has Changed Forever: Artificial Intelligence and COVID-19
- Artificial Intelligence: The before and after of our systems
- Pre-AI: Why establishing the right size for a company was paramount
- Rightsizing - a guide to the process
- Organisation Design is impacted by change needs
- Process design: Understanding and mastering
- Universal basic income - what it is and why it must be addressed
- Digital footprints - use and best practice
Section 3: Existing HR Key Functions Need Significant Changes
- Recruitment and Selection: how to make significant improvements
- Digital footprints and the use of psycho-graphics
- Measuring intelligence - new tools and the end for testing
- Personality profiling - a look at the significant advances
- How to use automation for background profiling
Section 4: Transparent Pay & Rewards: Re-engineered Appraisal Process
- Performance Management: the need for understanding
- Performance data: gathering with technology
- Performance appraisal has a new role
- The reward process can be automated
- Pay for action, not knowledge - a paradigm shift
- Allocating bonuses using automation
Section 5: Traditional HR Processes Need Automation
- Training Needs Analysis: creating full automation.
- Bringing automation into training evaluation
- Understanding and creating support services value centres
- A new way of approaching succession planning
- Significant business contributors - why this is the future for HR
- What skills will be needed
- How HR was impacted by COVID-19
Understanding HRM's Journey: Past, Present, and Future
Explore the blog post uncovering the history of HRM, its evolution during the Industrial Revolution, emergence of strategic HR, digital age adaptations, and the future landscape. Learn why staying updated is vital in this ever-changing field.
Explore the blog post uncovering the history of HRM, its evolution during the Industrial Revolution, emergence of strategic HR, digital age adaptations, and the future landscape. Learn why staying updated is vital in this ever-changing field.
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