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Business Translation for HR
In this quick 4-week course, we'll take your actual current HR initiatives and goals and translate them into business language you can use throughout your communications, executive briefings and discussions with peers and superiors. Starting with your 4-6 initiatives, we'll meet once a week for 2 hours to openly discuss how we can change the language to reflect the value of risk management and HR economics - the disciplines of strong business management.
What's included?
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All content is taught from the perspective of Human Resources initiatives and transformations
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Content is continuously calibrated and aligned between Human Resources and Organizational Strategy
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Tools, templates and methodologies are explored and explained in the context of your goals - which one is the best choice?
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Application exercises throughout the learning experience to hone your skills applying the material on the job.
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Opportunities to Self-Study or join live discussions based on your needs.
We understand this material is mentally challenging and we want to support your learning journey in multiple ways. -
Discuss with the Community
Participate in our online forum and community to learn from your peers, identify best practices, share your own learning experience, share thoughts and ideas, network and increase your connections, and get or give help with studies.
Kristie White, President, HRPMO Inc.
"I always knew the third stage of my career would be writing and teaching," - Kristie White.
Kristie started her career as a Human Resources practitioner spending most of her time in hospitals and healthcare. She became a project manager while an HR Manager because of the numerous projects that her HR Department conducted such as self-directed 401k investing, technical open enrollment, HR newsletters, and acquisitions. Kristie loved it, but didn't realize there was a formal process to project management until she started working with HRIS and ERP implementations. Then she discovered business analysis, formal project management, business case development and eventually strategic planning as a consultant. In addition to healthcare, Kristie has worked with other industries such as governments, higher education, chemical, software, food services, and professional employers organizations (PEOs). Through her experience, Kristie learned the value of analytical skills and saw firsthand the lack of training for her Human Resources colleagues. As founder of HRPMO University, she hopes to change that.
Kristie started her career as a Human Resources practitioner spending most of her time in hospitals and healthcare. She became a project manager while an HR Manager because of the numerous projects that her HR Department conducted such as self-directed 401k investing, technical open enrollment, HR newsletters, and acquisitions. Kristie loved it, but didn't realize there was a formal process to project management until she started working with HRIS and ERP implementations. Then she discovered business analysis, formal project management, business case development and eventually strategic planning as a consultant. In addition to healthcare, Kristie has worked with other industries such as governments, higher education, chemical, software, food services, and professional employers organizations (PEOs). Through her experience, Kristie learned the value of analytical skills and saw firsthand the lack of training for her Human Resources colleagues. As founder of HRPMO University, she hopes to change that.
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