About This Event
“Make HR strategy follow the mandate, not the other way round.”
A two-day virtual cohort course that aligns HR strategy with central bank mandates and transforms talent management. You will work through workforce planning, retention and the use of HR analytics and AI, and leave with a practical plan to reshape your HR function around the institution's strategic priorities.
What You'll Explore
A strategy-alignment map linking your mandate to people priorities
A workforce plan built around critical roles and skills
A retention toolkit targeted at your hardest-to-replace roles
A view of where HR analytics and AI add value and where they add risk
A prioritised HR transformation plan with milestones and measures
Who Should Attend
Open to all qualifying staff, particularly: Heads of HR, HR Business Partners, Talent and Workforce Planning Managers, HR Analytics Leads, Organisational Development Specialists.
Why This Course Matters
Strategy Alignment
HR strategies are often written separately from the institution's strategic plan. Aligning the two ensures people investment follows the mandate, and gives HR a stronger case at budget time.
Retention Risk
Specialist staff are leaving central banks for better-paid private roles. Data-led retention strategies help you target the people and scarce skills your institution cannot afford to lose.
Analytics & AI
HR analytics and AI tools can sharpen workforce decisions when used carefully. Knowing where they add value, and where they add risk, lets you invest in the right capability first and avoid costly missteps.
Programme
Day 1 am
Aligning HR strategy to the central bank mandate
You will trace how your institution's mandate and strategic plan translate into people priorities, and test your current HR strategy for gaps using a simple strategy-alignment map.
Day 1 pm
Strategic workforce planning
You will build a workforce plan around critical roles and skills, using demand and supply analysis to identify where capability gaps will open as digital, climate and supervisory demands grow.
Day 2 am
Talent management & retention
You will redesign talent processes, from identifying high potentials to succession and career paths, and use attrition analysis to target retention measures at the roles you can least afford to lose.
Day 2 pm
HR analytics, AI & the transformation plan
You will assess where HR analytics and AI tools add value and risk, then assemble a prioritised HR transformation plan with milestones and measures you can present to your executive.
Standards & Faculty Benchmark
CIPD / SHRM people-practice frameworks
Professional HR standards for strategy, workforce planning and talent management used throughout.
ISO 30414 Human Capital Reporting
Human capital metrics guidance supports the retention analysis and transformation measures.
OECD AI Principles
OECD principles on trustworthy AI frame the assessment of AI-enabled HR analytics tools.
HR transformation plans compete for budget with every other priority. Aligning yours to recognised HR frameworks, ISO 30414 metrics and OECD AI principles gives your executive confidence that the plan is measurable, responsible and consistent with good practice.
Is This Right for You?
- ☑You shape HR strategy or talent processes in your institution
- ☑Your institution has an HR strategy that has drifted from its plan
- ☑You want structured, practical input without travelling
Good to Know
Delivered live online over two days in a small cohort; suited to HR professionals with some strategic or planning responsibility. You leave with a strategy-alignment map, a critical-roles workforce plan, a retention toolkit and a prioritised HR transformation plan.
The Bottom Line
Two days to realign your HR function with the mandate, and a transformation plan your executive can approve.
Recommended For
Open to all qualifying staff, particularly: Heads of HR, HR Business Partners, Talent and Workforce Planning Managers, HR Analytics Leads, Organisational Development Specialists.