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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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A "Glossary of Terms" is used to translate business terms into their application to Human Resources initiatives and operations.
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Content is continuously calibrated with current trends and economic predictions to maintain alignment between Human Resources and Organizational Strategy. Take this course every year to stay informed.
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Business and analytical tools, templates and methodologies are explored and explained in the context of Human Resources application. Gain insight on choosing the right combination to achieve your goal.
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Application exercises help you use your new knowledge to apply a tool to a problem immediately on the job.
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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