HR Governance is a hot topic. Despite the appeal of the buzz word, governance is frequently not understood, not formally established, and often under-invested in by HR functions.

Every HR organization is in favor of governance, but what is HR Governance. That answer may vary by the organization, by the industry it is in, or even the leader of the HR function.

Having HR Governance structure in place means to create orientation by providing rules, regulations, norms, and standard operating procedures related to people management. In consequence, a proper HR governance structure can even impact the way an organization does business and makes decisions at the highest levels – right up to and including its top management.

To have a working HR structure in place helps to align human resources management with an organization’s overall strategy and its vision, mission, and values; to treat employees fairly, consistently, and in compliance with the law; to identify best practices, and finally also to control expenses and risks.

In the crisis, senior business leaders start to realize: people are the most crucial asset of each organization. Performance or underperformance, motivation or demotivation, orientation, or disorientation can decide on the success or failure of an enterprise. Furthermore, personnel costs are, in many industries, often the single most significant cost effort for an employer.

For all reasons mentioned above, organizations should have a capable control instrument in place to steer on the one hand their most precious resource (the people) and, on the other hand, to control significant expenses – HR Governance.

As essential as it is for HR to be thoughtful about each form of governance, one of the most common types of HR governance is the HR function’s governance committee.

This course verified by the HR Certification Institute (HRCI)

You might be interested in other Human Resources workshops as continual improvement paths.

YOU WILL LEARN HOW TO

HR governance encompasses the oversight and leadership of HR strategy, related policy, and program results. More specifically, HR governance comprised of two components: formal management and internal HR governance. Legal governance involves the Board of Directors, and ideally, a standing HR or Compensation Committee. Internal HR governance consists of the CEO and management team’s approach and strategy to HR management and program efficiency and effectiveness.

With all the concern today around corporate governance, effective HR governance also facilitates compliance with legal and ethical obligations relating to people management practices. Having a proper HR governance structure in place can even impact the way an organization does business and makes decisions at the highest levels — right up to and including its board of directors.

IMPORTANT COURSE INFORMATION

Participants who fully attend this course and complete the test on the last day will receive a Strategic Axis Professional Certificate (SAPC). SAPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.

This certification has been approved for 18 Business recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through the HR Certification Institute.

HRCI endorses this course.

HRCI endorsement is the industry-recognized benchmark for high-quality HR training programs.

Supported by their quality assurance system, endorsement confirms that our training program is professionally designed and delivered to exacting standards.

COURSE OUTLINE

• Management of the HR function itself
• Employment value propositions
• Authority for people management decisions
• Employment policies and procedures
• Risk management and audits
• How does HR governance align with organizational strategies?

Module 2: The Board’s Role in HR

• Governance and board structure
• Governance and HR management
• Legal duties of directors
• Role and responsibilities of HR management
• Legislation related to employment and board responsibility for compliance
• Fulfilling your obligations as a board member

Module 3: Elements of effective HR Governance

• Structure and Accountability
• Effective Councils
• Philosophy and Operating Principles
• Core Management Activities
• Performance Monitoring
• Formalizing plan governance at a rapid-growth company

Module 4: Creating a Structure for HR Governance
Structuring an HR council to accelerate change

The HR council’s structure

• Considering council structure, behavior, and protocols
• Council structure and composition
• Optimizing Council Effectiveness
• Enabling systems
• Implementing a Governance Philosophy and Operating Principles
• Managing HR’s Core Activities
• Monitoring Performance and Contribution
• Governing for Superior Performance