CIPD BRIDGE SINGAPORE SME HR MASTER CLASS

(Supported by Singapore Workforce Development Agency)

OVERVIEW
TIMEFRAME
January/February 2013

DURATION
2 days workshop + pre-workshop and post-workshop activities

TARGET AUDIENCE
People who are leading or primarily responsible for the HR/people agenda in SMEs

OBJECTIVE
To share and explore insights and practical guidance, from research and actual practice, on how to achieve sustainable long term performance in SMEs through HR

BENEFITS
Ascertain how HR can facilitate sustainable SME performance now and in the future Develop sustainable HR/people practices appropriate to SMEs Learn the critical factors and skills for impactful implementation of SME HR strategy

FRAMEWORK PRE-WORKSHOP
Launch Call
(programme objectives, components and expectations)

MASTER CLASS WORKSHOP

SME Development and Transitions
(4 stages, 3 inflections, HR priorities)

POST-WORKSHOP
Personal Coaching [Session 1 - 1 hour]
(action planning and implementation coaching)

Insights, Alignment & Prioritisation

(actionable insights to address HR/people opportunities)

Organisational Self Diagnosis

(org situations, HR/ people challenges)

HR Priorities & Challenges

(respective to SME stages/inflections)

Leadership Roles
(shaping culture and performance)

Personal Coaching [Session 2 - 1 hour]

(breakthrough thinking and change coaching)

SME Development Stage Self Diagnosis

(development stage and HR focus areas)

3 Savvies
(business, organisational and contextual)

Leading and Managing Change

(methodology, plan and execution)

PROGRAMME FEE
S$3,000 per delegate

CIPD Bridge 2012

PRE-WORKSHOP PHASE - LEARNING OBJECTIVES

1. Launch Call Provide overview of programme's focus areas and learning approach Preview the 4 stages and 3 transition points of SME development derived from research Clarify learning objectives, programme components and answer questions

2. Organisational Self Diagnosis Appreciate the organisational situations and people challenges of delegate's own company Discuss learning expectations and objectives (delegates and their managers) 3. SME Development Stage Self Diagnosis Ascertain the SME development stage/inflection point each delegate's organisation is at Identify the HR challenges/needs each delegate's organisation to potentially focus on

WORKSHOP PHASE - LEARNING OBJECTIVES

0. Setting the Stage Recap programme objectives and framework Debrief the key outcomes from pre-workshop phase activities 1. SME Development - Stages and Inflections Gain broad understanding of the 4 stages and 3 inflections of SME development Understand the HR challenges and opportunities associated with each stage and inflection 2. HR Priorities in Emerging and Consolidating Organisation Stages Discuss the HR priorities related to the Emerging and Consolidating Organisation phases 3. HR Issues in Transition from Consolidating to Established Organization Discuss the HR/people issues in the transition from Consolidating to Established Org phases Identify the HR practices that no longer support organisations vision and priorities Strike balance between the preservation and the change of HR practices as org evolves

4. HR Priorities in Established Organisation Stage Identify key opportunities to contribute to the organisation's long-term health 5. Insights Frameworks Build business, organisational and contextual savvies Ascertain the HR opportunities and challenges facing the delegates' own SMEs Apply approach to deriving actionable insights to address HR/people challenges

CIPD Bridge 2012

6.

Insights, Alignment and Prioritisation Develop a people strategy that drives competitive advantage in SMEs Align the business reality, the strategic insights surfaced and the needs of key stakeholders Build a plan to bring the strategy to life and fruition

7. Leadership and Management Understand the role leadership plays in shaping culture and performance Identify the leadership transitions needed in the delegates own organisation 8. Leading and Managing Change Learn how to create a change plan and to manage change to achieve positive impact Balance tangibles (new systems, processes) with intangibles (culture, founders wishes) 9. Consolidation and Action Planning Operationalise programme learning and experience into concrete next steps and actions

POST-WORKSHOP PHASE - LEARNING OBJECTIVES

1. Two one-to-one Tele-Coaching Sessions (one hour each session) Discuss broadly, the HR implementation plan developed by delegates during the class (note that the coach will NOT be providing technical/content/context advice) Energize and coach delegates to make the changes they want and need Help delegates make breakthroughs in their thinking/ways and enable them to lead change

REGISTRATION / INQUIRY
To register for master class or if have questions, please contact: Rodney Chua r.chua@cipd.asia +65 6692 9213 www.cipd.asia

'The inflection point is now... If we in HR don't rise to the challenge... then businesses will find other ways to do so.'

CIPD Bridge 2012

ABOUT US
Chartered Institute of Personnel and Development
Approaching 100 years in business
The Chartered Institute of Personnel and Development (CIPD) is the worlds largest Chartered HR and development professional body, originally founded in 1913. On 1 July 2000, we were granted the Royal Charter recognising our pre-eminence, stability and permanence in the profession. Were advancing HR globally, setting the standards for best and next practice in HR, shaping thinking, leading practice and building HR capability. We have over 135,000 members across 120 countries, including over 50,000 who are Chartered members, representing the most influential senior HR leaders from the worlds leading organisations and the next generation of HR professionals. We know what good HR looks like and what a HR professional need to know and do at every stage of their career, wherever they are in the world. Were in the business of supporting HR professionals to keep up to date with the latest thinking and best practice, as well as providing them with products and services to help them do their job.

Bridge
Over 20 years in leadership and strategic change
Bridge is wholly owned by the Chartered Institute of Personnel and Development (CIPD) and specialises in transforming leadership, transforming teams and supporting organisations through strategic change. Through a combination of applied research, challenging insight and twenty years of experience of stimulating lasting change in organisations, Bridge has helped some of the worlds best known and influential businesses, governments and institutions. We have the credibility to lead thinking at the most senior levels, as well as the capacity to transform multinational and large public organisations. Bridge's core capability and continued aim is to provide world-class leadership and organisation transformation programmes that challenge and stimulate lasting change within many of the worlds most influential and complex organisations, including Pepsi Co, Tesco, Kraft/Cadbury, Fonterra and The Climate Group. The regional headquarters are in London, Singapore, Chicago and Sydney with operations and consultants throughout Europe, Asia, North America and Australia. In addition to English, language capabilities include Mandarin, Cantonese, Thai, Japanese, French, German, Spanish and Portuguese.

Coach in a Box
Coach in a Box is a strategic partner of Bridge and the CIPD and has a strong presence in Asia. The company supports leadership and transformation programmes and is focused on creating individual change through a combination of insight, tools and phone-based coaching. In 2005, Coach in a Box set out to be the first company to offer high quality coaching that was affordable and accessible for all. Since then, over 10,000 people ranging from shop floor supervisors to board directors of major global companies have been coached through Coach in a Box. Over 150 companies have been touched in 50 different countries and in 25 different languages. Global clients include Unilever, McKinsey and Co, PepsiCo, Tesco, Standard Chartered and SAP.

CIPD Bridge 2012