Objectives

Upon completion of this course, participants will be able to:

• **Audit** and redesign core HR processes (e.g., onboarding, payroll, performance) for maximum efficiency and employee experience.
• **Apply** process improvement methodologies, such as Lean or Six Sigma principles, to eliminate waste in HR operations.
• **Assess** and articulate the current state of the organizational culture and its impact on business outcomes.
• **Develop** a targeted culture shaping strategy aligned with the organization's strategic goals.
• **Employ** a structured change management methodology (e.g., ADKAR) to plan and execute major HR or business changes.
• **Identify** and manage stakeholder resistance and build a coalition of change agents.
• **Measure** the success of process improvements, culture shifts, and change adoption rates.
• **Integrate** process management, culture shaping, and change management into a cohesive strategy.

Target Audience

• HR Leaders and Managers responsible for service delivery and operational excellence.
• HR Business Partners (HRBPs) driving local change and process improvements.
• HR Operations Specialists focused on efficiency and system implementation.
• Organizational Development and Change Management Practitioners.
• Managers leading significant cross-functional projects or organizational transitions.

Process mapping and redesign group exercise, Culture assessment simulation using a case company, Change management planning workshop (applying a change model), Role-playing a resistance conversation, Facilitated discussion on leadership's role in culture, Experiential learning on feedback and reinforcement.

Outline

Unit 1: HR Process Management and Optimization

Process Mapping and Assessment

• Identifying key HR processes and their customer (employee) touchpoints.
• Techniques for process mapping, including swimlane diagrams and value stream mapping.
• Applying Lean principles (waste identification) to HR workflows.
• Metrics for measuring HR process effectiveness, cycle time, and quality.

Process Redesign and Automation

• Principles of designing employee-centric, streamlined HR processes.
• Utilizing technology and automation (RPA, AI) to optimize transactional work.
• Developing process documentation, standards, and Service Level Agreements (SLAs).
• Strategies for continuous monitoring and improvement of HR processes.

Unit 2: Organizational Culture Shaping

Diagnosing Organizational Culture

• Defining organizational culture and its elements (artifacts, values, assumptions).
• Tools for cultural assessment (surveys, interviews, observation).
• Analyzing the gap between current and desired culture.
• The linkage between culture, engagement, and business performance.

Strategies for Culture Shaping

• Identifying culture levers: leadership behavior, systems, and symbols.
• Designing interventions to reinforce desired values and behaviors.
• The role of HR processes (recruitment, performance) in embedding culture.
• Developing a sustained culture communication and reinforcement plan.

Unit 3: Structured Change Management Methodology

The Fundamentals of Change

• The importance of a structured change management approach (e.g., Prosci ADKAR).
• Defining the organizational need, vision, and business case for change.
• Assessing organizational readiness and the magnitude of the change.
• The human side of change: the change curve and emotional reactions.

Planning and Executing Change

• Developing a comprehensive change management plan and resource needs.
• Building a Sponsorship and Coalition strategy for executive buy-in.
• Conducting a detailed stakeholder and resistance analysis.
• Creating a systematic communication and training plan.

Unit 4: Managing Resistance and Sustaining Change

Addressing Resistance and Conflict

• Identifying the sources and manifestations of resistance to change.
• Practical strategies for managing resistance from various employee groups.
• Facilitating conflict resolution and dialogue around change.
• Training managers to be effective change leaders and coaches.

Sustaining Adoption and Reinforcement

• Developing a reinforcement plan to embed the change into daily work.
• Integrating change metrics into performance management and incentives.
• The importance of celebrating success and acknowledging hard work.
• Transitioning change management activities to business-as-usual.

Unit 5: Integration and Strategic Alignment

Integration of the Three Pillars

• Analyzing how processes support or hinder the desired culture.
• Using change management to drive adoption of new processes and cultural norms.
• Developing a unified strategy that links all three areas to business goals.
• Case study: Managing a major HRIS implementation through this holistic lens.

Continuous Improvement and Capability Building

• Establishing a culture of process excellence and continuous measurement.
• Building internal capacity in culture shaping and change management.
• Reviewing lessons learned and creating a knowledge base for future change.
• Personal leadership role in championing this integrated approach.