MBA Expert: Personnel - free course from the Russian School of Management, training 250 hours, Date: December 7, 2023.
Miscellaneous / / December 09, 2023
The program was developed taking into account the modern competency model of an HR business partner. The course will help structure existing experience, provide new knowledge and help develop personal, managerial and professional competencies to gain the status of a strategic partner in business.
In a programme:
— Leadership: business communications, employee and self management.
— Management: management strategy, development, creation of products and services, business analysis.
— Marketing: tasks and goals, digital marketing, business transformation, work in a competitive environment.
— Finance: financial management, tools for development, risk management and analysis of investment projects.
— Personnel: human capital management, employee life cycle, motivation system.
— Projects: launch, planning, corporate project management system.
— Specialization (you will learn how to properly motivate employees, monitor their work, how to manage changes when working with personnel, develop a competency model, create a strong corporate culture, build HR brand).
The program is conducted in modules over 11 months:
6 modules - management competencies
3 modules - specialization
Intermodule sessions (online workshops, 17:00-19:15)
MBA teacher at Russian School of Management. Developer of digital transformation programs, designer of complex social systems. Organizational designer, systems engineer.
HR strategy: human resource management strategy
• The company's human capital. HR function audit.
• HR strategy and its connection with business strategy.
• Cost leadership strategy.
• Service leadership strategy.
• Innovation leadership strategy.
• Satisfaction, loyalty, engagement and their impact on business results.
• HR trends.
• Levels of HR analytics.
• Key HR metrics.
• Automation of the HR function: selection of a solution, preparation for implementation.
• Automation of the HR function: examples of solutions
Personnel cost management (budgeting)
• Budget process. Stages of personnel planning and budgeting.
• HR budget in times of crisis. Budgeting trends.
• Personnel budget structure.
• Calculation and protection of the operating budget.
• Calculation and protection of the investment budget / project.
• An example of calculating ROI for projects in the field of human resource development.
• Plan-actual analysis.
• Payroll budget management.
• Budget management for personnel training and development.
• Budget management in the field of personnel selection and adaptation.
Development of competency models. Organization of a personnel recruitment system. Selection assessment
• Development of a competency model.
• Competency-based approach, competency-based management. Competency clusters. Competency structure. Examples of competencies in Russian companies and banks.
• Organization of a system of recruitment and adaptation of personnel.
• Recruitment technology.
• Job/vacancy profile.
• Sources of personnel search: social networks, head hunting, executive search, recruitment (mass recruitment), “Refer a Friend” program.
• Interview on competencies at the stage of selecting candidates for the company.
• Adaptation. Types of adaptation: corporate, social, professional adaptation.
• Employee adaptation program for the probationary period. Introductions to the position. Mentoring.
• Factors that hinder employee adaptation: different values and priorities, disappointed expectations, poor personal contact, working conditions, volume of tasks.
Profiling. Knowledge of character
• Basics of typology, features of human thinking
• Types of characters (demonstrative tendency, aggressive tendency, stuck tendency, sensual tendency, active tendency, creative tendency)
• Types, essence and grounds for the formation of various psychotypes of human character
• External manifestations of the psychotype (gestures, facial expressions, style of self-expression, features of self-presentation)
• Goals and values of people of different psychotypes
• Technologies for correcting the interlocutor’s behavior based on knowledge of his character type
• Conflict management taking into account the psychotype of the interlocutor
• Connection between the type of thinking and a person’s psychotype
• Drawing up a character profile based on facial features
• Determination of psychotype based on video and photographic materials
• Errors and inaccuracies in determining the psychotype
• Features of collecting information to determine a person’s psychotype
• Analysis of the psychotypes of famous people, video examples
• The problem of self-analysis and the ability to regulate one’s own behavioral manifestations
• Working with combinations of psychotypes in one person
• Practical tools for influencing people during group communication
• Additional ways to influence carriers of various psychotypes
• Exercises for post-training development of analysis and observation of the interlocutor’s behavior
Development and implementation of an Assessment Center
• Organizing an Assessment Center in the company.
• Development of the Assessment Center program.
• Assessment Center summary.
Employee performance management. Material and non-material motivation. KPI
• The concept of a motivation system and its role in personnel management.
• Components and principles of the personnel motivation system.
• Causes and factors of employee demotivation.
• Diagnostics of the motivation system, monitoring of staff satisfaction.
• Constant part of the remuneration.
• Tariff and non-tariff payment systems. Principles of construction and conditions of application.
• Methods for developing assessment factors.
• Optimal price for the position.
• Optimal ratio of constant and variable parts.
• Determination of salary growth within the range. System of additional payments, allowances and benefits. Principles of construction and conditions of application.
• Salary revision.
• Variable part of remuneration.
• Basic elements of the bonus system. Traditional and non-traditional types of bonuses. The procedure and conditions for bonuses, requirements for bonus indicators.
• Structure of bonus payments by position.
• Indicators used to evaluate the effectiveness and motivation of staff.
• Non-material motivation.
• Factors of non-material motivation of personnel.
• Motivational profile and psychotype of the employee. Definition tools.
• Corporate culture.
• Formation of management teams and effective management of them.
• Personnel reserve. Training and mentoring.
• Assessing the effectiveness of non-material motivation.
• Development and management of the variable part of remuneration based on the KPI system: goals and objectives of the KPI system.
• Determining employee performance. Formation of an individual KPI card for an employee.
• Taking into account individual and collective results.
• Unjustified expectations. Management by objectives system and Balanced Scorecard system.
Building a wage system based on grades
• Building a grading system in the company.
• Job evaluation methods.
• Job descriptions.
• Carrying out an assessment based on factors.
• Comparison with the market.
• Approach to remuneration reform.
• Choice of compensation policy. Cases.
• Construction of salary ranges.
• Revision and indexing.
• Introduction of a grading system.
Development of a bonus system. Performance management system. BSC Balanced Scorecard
• Management by objectives, MBO, KPI and BSC.
• General PM approach to defining goals and key performance indicators (KPIs).
• Determination of performance criteria for employees and the department as a whole.
• System for evaluating departments and employees based on performance indicators.
• Systematization and effective implementation of the KPI assessment process into business processes.
• Features of using the KPI system.
• Effective financial incentives for results.
• Bonus and bonus policy, integration with KPI.
• Project to develop and implement a results-based management system.
• Workshop and ready-made solutions.
Compensation and benefits. Social package. Non-material motivation system
• Approaches to the formation of a social package.
• Physical well-being.
• Financial well-being.
• Social and mental well-being.
• State guarantees and compensation.
• Taxes and business benefits.
• Theories of motivation and reward.
• Non-material motivation.
• Corporate culture.
• The role of the manager in motivating employees.
Introduction of a corporate culture that motivates development. Internal PR tools
• Value-based approach to managing team activities.
• Framework for corporate culture.
• Mission, values, vision of the company as a management tool.
• Corporate cultural code.
• Types of corporate cultures.
• Transformation of corporate culture through the life cycle of the organization.
• Formation of corporate culture.
• Internal PR. Tools of corporate propaganda.
• Organizational ideology.
• Assessing the effectiveness of measures to create a corporate culture
• X and Y work motivation. Evolution of approaches. Generation theory.
• 10 factors of motivational organization of work. Modern techniques.
• Kaleidoscope of management practices.
Development of employee potential. Talent-management. Knowledge Management
• Principles of “Talent Management” in recruiting and selecting employees. Creating a motivational environment. Application of coaching and mentoring technology for talent development.
• Knowledge management and core competency management. Planning for the development of key competencies. Assessment of the level of intellectual capital. Relationship between human resource management strategy and knowledge management strategy. Creation of a knowledge management system based on corporate training.
Creation of a knowledge management system in the company
• Knowledge management in the system of management disciplines.
• Removing system constraints through knowledge management.
• Corporate knowledge as intellectual capital. Intellectual capital management.
• Strategic management and management of the organization's key competencies.
• Knowledge management scenarios.
• Knowledge management methods.
• Project to implement a knowledge management system.
Change management when working with personnel
• Corporate culture as an environment of change.
• Focus of change: people and system. Cascading changes.
• Research methods: surveys and questionnaires.
• Expert groups and development methods.
• Focus groups and discussion methods.
• Conflicts when developing and implementing changes.
• Resistance to change.
• Implementation of changes.
• Sustaining change.
• Internal communications
HR marketing. Creation and promotion of an HR brand. Professional internal and external PR
• What is personnel marketing? Marketing information.
• Features of working with different generations.
• Marketing tools for promoting the employer brand.
• Employer value proposition.
• Promoting the employer brand on social media. networks: how and what to research.
• Internal research: the procedure for conducting research and its processing.
• Satisfaction/loyalty/engagement: separate tools.
• Events, competitions, videos.
• Speeches by authorities.
• Gamification.
Current issues of personnel records management
• Documents of the organization. Mandatory and optional.
• Constituent documents. Charter
• Order on the appointment of those responsible for recording, maintaining and storing work books.
• Internal labor regulations. Payment Regulations. Regulations on the protection of personal data.
• Staffing.
• Vacation schedule.
• Work books and inserts for them. Books for recording the movement of labor books.
• Receipt and expense book for accounting of work book forms.
• Orders on labor relations. Shelf life.
• Mandatory local acts.
• Internal labor regulations.
• Payment Regulations. Staffing schedule.
• Regulations on the protection of personal data.
• Registration of labor relations.
• Procedure for registering labor relations.
• Part-time and combination.
• GPC agreements.
• Changes in the terms of the employment contract. At the initiative of the employee. For medical reasons.
• Vacations. Vacation schedule. Annual vacations without pay.
• Leave for pregnancy, childbirth and child care.
• Disciplinary action. Kinds. Procedure for issuance.
• Termination of an employment contract by agreement of the parties. Application procedure. Benefits for the employer. Exceptions.
• Contents of the employment contract. Fixed-term employment contract.
Legal regulation of remuneration and labor standards
• Regulation of wages.
• Remuneration is a key issue in labor relations.
• Regulatory acts regulating wages. Local regulations on remuneration.
• Terms of payment of wages.
• Other issues of wage regulation: changing the bank, indexation, issuing pay slips, allowances.
• Liability for late wages. Legal regulation of bonuses.
• Working hours: norm and deviations from the norm. Job descriptions.
• Non-standard cases when recording working hours.
• Irregular hours and overtime work, paperwork.
• Drawing up and changing job descriptions.
• Labor rationing. Changes in wages.
• Types of labor standards, their use in organizations.
• Working time photography: concept. Organizing work time photography. Using the results.
• Options for changing wages.
Inspection of State Tax Inspectorate and other government agencies. All about HR checks
• The procedure for conducting a GIT inspection. Types of verification. Risk-based approach.
• What exactly will the inspector check?
• List of documents to be checked, areas of verification, statistics.
• Personnel documents that will be checked by the inspector. Typical employer mistakes when providing personnel documents.
• Occupational safety documents that will be checked by the inspector.
• Preparation of verification documents. Communication with the inspector.
• How to properly prepare documents for the inspector. Preparation algorithm. Consequences of the audit.
• Who and in what cases will check the maintenance of military records.
• Checking quota documents.
• Archive design. Algorithm for preparing documents for the archive.
• Personal data and its protection. Algorithm for preparing documents.
• Roskomndazor inspections.
Leader and employees
• What does a Leader need for effective management.
• Purposefulness and result orientation.
• Forecasting and planning.
• Control and self-control.
• Making decisions.
• Problem solving.
• Delegation.
• Communication with employees.
• Development of employee potential.
Leader and team
• What is the meaning of Leadership.
• The Leader's Path.
• How to develop leadership qualities.
• Power and influence of the Leader.
• Leader's personal effectiveness.
• How to stay on track.
• Leader and team.
• Systematic view of the team.
• Team management styles.
• Improving the efficiency of teams.
• Motivating employees and teams.
Business system
• Attention management.
• Intellectual capital management.
• Resource balance.
• Strategy.
• Modern company design.
• VUCA world and requirements for companies.
• Systems and structures.
• Resource-target modeling.
• Management.
• Smart management in the digital world.
• Uncertainty and its impact on management.
Systems design
• Complexity management tools.
• 3 useful analysis tools.
• Method of scientific search for solutions to problems.
• Matrix of tools for designing control systems.
• Development of a value proposition.
• Digital transformation of business.
• Digital transformation team.
• Digital maturity scale.
• Competencies of top managers.
• Digital transformation technologies.
Marketing system and opportunity search
• Marketing functions. The evolution of marketing thought. Formation of value.
• Modern marketing: strategy, tactics, trends.
• Marketing management.
• Working with marketing information. Calculation of market capacity.
• Concentration index. Expert methods. Low-budget ways to analyze the market.
• Marketing research. Objectives of the task. Implementation specifics.
• WEB analytics. End-to-end analytics.
• Marketing research scenario. Construction of CJM.
• Algorithm for developing a new product. Generation of ideas. Design thinking.
• Blue ocean strategy. Value innovation. Innovative business models.
Creating and promoting value
• Positioning. Points of differentiation. Positioning niches.
• Positioning: algorithm for generating and constructing a map.
• Branding: development algorithm and identity.
• Naming. Name development. Registration of trademarks in the Russian Federation.
• Brand design. Packaging is a brand differentiation strategy. Brand KPIs.
• Brand strategy. Growth in the value of private label (private label). Brand portfolio optimization.
• Methods of setting prices. Psychology of price. Dynamic pricing.
• Strategy and tactics in communications. Algorithm for developing creative and media strategy.
• Integrated Internet marketing. Internet marketing tools.
Human Resource Management Strategy
• The company's human capital. HR function audit.
• HR strategy.
• HR analytics.
• Personnel cost management: budget formation.
• Personnel cost management: cost optimization methods.
• Corporate culture of the company.
• Organizational change management: development / preparation for implementation.
• Organizational change management: dealing with resistance/maintaining change.
• Personnel marketing. Employer value proposition.
• Promotion of the HR brand when working with different generations of employees.
Key technologies in the field of human resource management
• Competency model.
• Personel assessment.
• Recruitment.
• Personnel adaptation. Mentoring.
• Personnel training and development.
• Theories of motivation.
• System of material motivation.
• Fixed part of remuneration. Grading.
• Variable part of remuneration. Management by objectives.
• Internal research into the state of human resources.
Financial instruments for increasing efficiency
• Budgeting as an effective technology for company management.
• Unit economics as a basis for financial modeling.
• Determining the profit zone when scaling a business.
• Identification of infrastructural limitations of the business development model.
• Forecasting business performance based on the budget of income and expenses.
• Formation of a balanced business development plan based on the cash flow budget.
• Formation of investment policy based on CFS indicators.
• Forecasting the need for resources and possible sources of business financing based on the forecast balance.
• Internal business assessment based on three key methods. Application of terminal value to increase business value.
• Business valuation based on economic added value.
Construction of a financial management system. Analysis of investment projects and risk management
• Practical application of existing reporting systems for company management tasks.
• Fundamental analysis of the company. Dashboard of operational analysis of the company.
• Key methods for diagnosing the financial condition of a business: historical, vertical, plan-fact.
• Increased efficiency through identification of immobilized assets. Asset turnover.
• Methodology for making management decisions based on the analysis of indicators of the cash cycle model.
• Performance analysis based on the financial results statement.
• Methodology for a comprehensive analysis of factors affecting the efficiency of operating activities.
• Key success factors when analyzing internal and external investment projects.
• Risk management as the basis of a business management system. Creating a risk matrix. Risk management methods.
• Analysis of the sensitivity of investment projects based on risk management and development of project implementation scenarios.
Flexible project management in business
• The place of flexible design approaches in business. Product Development, Customer Development and Lean Startup.
• Business model of the project and business.
• MVP. A minimally working product to find a solution.
• Pivot: when and how a decision or strategy should be changed.
• Agile in project management. Popularity of different Agile approaches.
• Scrum. The concept of Sprint. Roles in Scrum.
• Team members. Functions and required skills.
• Documents in the project: Product backlog. Sprint backlog. Burndown chart.
• Processes: Sprint planning, review and retrospective. Scrum meeting.
• Implementation of Scrum. Problems and solutions.
Classic or “planned” approach to projects
• 5-phase project life cycle. Participants and their roles according to PMBoK.
• Effective project launch. Stakeholder requirements and Charter.
• Project content. Hierarchical work structure (WBS).
• Calculation of task durations and project schedules.
• Calculation of the cost of work and the project budget.
• Risk identification and mitigation.
• Project execution management.
• Control of project deadlines, budget and content.
• Change management system.
• Project reporting. Project closure and lessons learned.