While other certification programs are based on theory and antiquated tactics from the 1900’s, CHRD is based on the REAL WORLD and proprietary strategies that were developed by the world’s most sought after Human Resources trainer.
- How to develop your people by using the model of Learning and Change.
- How to use a step by step approach to get a sustainable change in your people.
- How important it is to understand yourself.
- How you can be a person of influence.
- How to become a conscious leader and which areas of knowledge belong to this.
- How to develop your people by using the model of Learning and Change.
- How to use a step by step approach to get a sustainable change in your people.
- How important it is to understand yourself.
- How you can be a person of influence.
- How to become a conscious leader and which areas knowledge belongs to this.
- Develop your personal brand.
- Communicate in the right way and using communication patterns.
- Practice the patterns and get awareness on what to take care of.
- Provide Positive and Negative Feedback in a constructive motivated way.
- Negotiation and use the BATNA Model to have a strong position in your negotiation.
- How to deal with conflicts and understand the emotional side of both conflict parties.
- Talent Management and learn the TMA Talent Management System.
- Define a Competency and the needed depth of this
- Define a Competency and the needed depth of this
- Understand which Competencies to develop early and where will you have most likely weakness.
- The most important Management skills and why a Management Program is important.
- Set up Development Programs based on Competency Profiles.
- Connect different Development Programs to use synergies.
- Level Competency Profiles by using role models and why this is important.
- Get a good understanding why people stay and why people leave.
- Use the Talent Management System to give your people more than one reason to stay.
- Sell succession planning to possible talented candidates.
- Use succession planning for the benefit of your company.
- To keep talented people because you have succession planning.
- Use succession planning for having a promotion board.
- Consult your Management and Department Leads.
- Peter Blocks Consulting Sequence.
- Identify the needs of your customer (Management).
- Understand the different roles of a consultant.
- Find out what is your preferred role as a consultant and get a path to develop other roles.
- Ownership and how important ownership is.
- Use a influence model to find out which areas of a company you can use for your benefit.
- Coach your direct reports and why this is important
- Practice Coaching in a protected surrounding
- Use all tools you learned in a huge Talent Management Consulting Role play to get practical
- Experience and first Job Models and Development.
- Use a Competency Model and what kind of different Competency Models can you find.
- Practice to describe a Competency.
- To divide Competency into different knowledge areas and why this is important.
- All benefits of Competency Models by using them in different parts of the Talent Management System.
- Find Talents internal and external.
- To use the Competency Model in the hiring process and why this is important.
- To check critical Competencies during the hiring process.
- Of Performance Management and how this Process can help you to find Talented people inside of your organization.
- Create a learning cycle inside of your organization.
- Understand the difference between Performance Management and Excellence Management.
- Develop your people on the job and find out tools and techniques to do so.
