 BUILDING A STRATEGIC HR
TEAM .............................. 1
 METHODOLOGIES FOR
ENSURING PROGRAM
EFFECTIVENESS ...............
 WORKSHOP DETAILS .... 2
The Human Resource Department can offer valuable contributions in
the realization of your company’s Strategic objectives and it starts with
embracing their strategic partner role.
Building a Strategic
HR Team
If HR is to guarantee their viability and
ability to contribute, HR team members
need to think of themselves as strategic
partners. In this role, the HR person
contributes to the development of and the
accomplishment of the organization-wide
business plan and objectives.
In many organizations, HR is receiving a lot
of bad press because other members of the
organizations see them as inefficient order
takers and implementers who more often
serve as blocks to progress rather than
contributors to success. This view of HR
must change and in many organizations, it
has.
2
Human
Resource
Each HR team member of your company
desires for the rest of the organization to
recognize the team’s value and
contributions. In order to make this happen,
HR must first change the way it looks at its
role in the organization and apply some
practical changes that will help the rest of
the organization appreciate what HR has to
offer. ExeQserve offers its services in
helping your HR Team acquire the
necessary knowledge, skills and attitude in
successfully building a formidable Strategic
HR Team that is energized to offer value
adding services as Strategic partners;
Change champions; Employee advocates;
and Administrative experts.
Key Takeaways
 Establish norms for building a high performing strategic HR team;
 Clarify their various roles and goals in the organization;
 Identify best practices in building partnership between HR and the Line; and
 Create initiatives to manage the necessary changes in HR practices
 Strategic HR Team and Competency METHODOLOGY
FOR ENSURING
Building Workshop PROGRAM
Workshop Outline EFFECTIVENES
Time Topics Process Objective s S
8:00 to 9:00 Introduction  Know the administrative details of the program
 Ice breaker  Level learning expectations
 Leveling of expectations
 Hous e rules
 Introduction to the workshop framework

9:00 to 11:00 Module 1: Establishing a strong Team Culture
(including 15 within HRD
mins snack) SLE: Helium Stick
 The five fundament als of teamwork
 Trust
 Communication
 Commitment
 Accountability
 Focus on res ults
 Creating norms for building a high
performance team
11:00 to 12:00 Module 2: HR Role & Goal Clarification
 Understanding Ulrich’s HR Role Models
 Strategic partner
 Change champion
 Employee advocate
 Administrative expert
 Establishing an HR Goal for trans formation
1:00 to 3:00 Module 3: Developing HR Partnership with the
line
SLE: Traffic Jam
 Recruitment and Selection
 Workplace Learning and Performance
 Employee Retention
 Career Development Planning
 Performance Management
 Maintaining Disciplining
3:15 to 6:00 Module 4: Managing HR Transformation
SLE: Electric Maze or CardSorting
 Identifying the role gaps
 Establishing change initiatives
 Identifying key success indicators
 Mapping the change process
 Identify trust, open communication,
commitment, accountability and focus on
results as keys to team success
 Establish norms for building a high
performance HR team. o Meet with president to
level program
expectations and present
program framework
o Meet with HR group
heads to present the
program framework and
 Describe the new roles successful HR teams gather more data
play in an organization o Conduct a one whole day
 Identify action steps to close the gap bet ween highly interactive
actual and ideal practices
program to ensure
participation and quality
of output
o Submit a detailed post
 Describe best practices in building partnership
workshop report that
between HR and the Line
 Identify strategic initiatives that are applicable provides the highlights of
to the company. the workshop, the group
outputs, our observations
and recommendations.
o Conduct a half-day
review session with the
participants at least one
 Identify the necessary actions to begin and month after the workshop
manage HR’s transformation from transactional to ensure application of
to strategic partners. learning in the workplace.

6:00 to 7:00 Re-entry Action Plan  Identify the necessary next steps in order to
Establishing individual commitments in apply learning to the workplace. Request for Quotation
applying learning to the workplace
ExeQserve Corporation
2108, 88 Corporate
Center
Sedeno St., Makati City,
Philippines
(63)2 8933199
information@exeQserve.com
http://www.exeQserve.com

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