Estimated reading time: 4 minutes
An extended time ago, I wrote an article about how “creating strategy and being strategic aren’t the identical thing”. We speak about creating strategies on a regular basis, but where can we learn the components for being strategic? It only seems logical that we want to coach ourselves on this area because the higher we’re at being strategic, the higher our strategies will likely be.
Well, the Society for Human Resource Management (SHRM) has partnered with the California Institute of Technology (CalTech) to create a credential program for human resources professionals. It’s called the SHRM CalTech Strategy Capabilities Credential.
SHRM gave me the chance to preview this program and share my thoughts with you. Before I share my takeaways from this system, let me inform you some details in regards to the credential. This system has six online modules and is self-paced. It takes about 20-24 hours to take heed to all of the content. At the tip of every module are a few multiple-choice inquiries to answer and at the tip of this system, there’s a couple of dozen questions. You may earn as much as 24 SHRM skilled development credits (PDCs) after successfully completing this system.
Just like the SHRM CalTech Advanced Technology Credential, each module is led by a CalTech faculty member who brings a wealth of practical experience to the content. In truth, while it wasn’t intentional, I assumed there was a pleasant connection between this program on strategic capabilities and technology. I mean, let’s face it, to achieve success in today’s business world, you should find out about each.
You could be saying to yourself, “Hey, this sounds great. But what are the strategic capabilities covered in this system?” Good query. Listed below are the six modules covered in this system.
- Innovation Frameworks: I actually liked that this seminar began with a conversation about innovation and specifically how innovation could be fun. We regularly hear the phrase “innovate or perish” and that puts the pressure on and never all the time in way.
- Agility and Strategy: This seminar gave me a brand new perspective on agility. We sometimes consider agility as being flexible. Or possibly within the context of agile software development. The trainer of this module defined it as “considering without boundaries”. An incredible tie-in to the previous module on innovation.
- Leading Change: We’ve all heard that the important thing to success is having the ability to manage change – whether that’s organizationally or individually. What I liked about this module was the conversation about moving from changes we’re forced to make to changes that we want to make.
- Latest World People Manager: This module discussed the knowledge, skills, and skills (KSAs) that individuals managers might want to effectively manage the brand new business world around us. I do know that organizations speak about this lots, nevertheless it’s possible that we sometimes only talk in regards to the individual KSAs versus strategies in regards to the whole.
- Way forward for Work: The ultimate required module for the credential brings all of the components together to debate what kinds of strategies the organization must work on: organizational structure, company culture, operational processes, technology, and talent.
- The Mindset Skills that Define Marketing Excellence: There’s an optional module on this program focused on marketing. As HR professionals, it could be tempting to skip this because we’re not within the marketing department. But I’d beneficial checking it out. I discovered myself several times through the module serious about marketing to each candidates and employees.
As we approach year-end, we’re going to be asked about goals and objectives. We’ll be asked in regards to the projects we wish to work on the longer term. And we’ll be asked for status reports on existing strategies and programs. It’s an important time to deal with our strategic capabilities.
I remember reading an article years ago about what CEOs were on the lookout for in future chief human resources officers (CHROs) they usually talked in regards to the need for HR to be more strategic. Then two paragraphs later, those self same CEOs were asked what they were doing to make the human resources team more strategic … they usually said nothing. (Not joking.) That is a possibility to realize recent skills or refresh existing ones. The have to be strategic isn’t going away.
SHRM and SHRM CalTech Strategic Capabilities credential logo used with permission
The post HR Professionals Can Learn Easy methods to Be More Strategic appeared first on hr bartender.
