Assess the cost of human resources process automation and the cost of leaving it as it is.
Automating Administrative Procedures in Human Resources
A concise, decision-focused programme covering human resources process automation end to end.
📍 Tunis🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Data on human resources process automation is abundant; insight about it is not. People decide what process automation really means by watching who gets promoted. Where this strand of people management and development is measured, it improves; where it is only discussed, it drifts. Participants finish able to explain human resources process automation to a non-specialist audience without losing precision. Every module pairs a short input on the wider people management and development agenda with structured practice on the participant's own material. The programme works equally well for those formalising process automation for the first time and those improving an existing approach. This programme builds human resources process automation from first principles, without padding and without omitting what matters. A common pattern is strong design of process automation paired with weak follow-through. Participants leave with a first-ninety-days plan for this strand of people management and development rather than a set of notes.
Expected Learning Outcomes
Identify the failure points in process automation most likely to cause loss, and control them first.
Build the evidence base on human resources process automation from data the organisation already collects.
Pilot changes to process automation before rolling them out organisation-wide.
Structure records relating to human resources process automation so they satisfy legal and privacy obligations.
Compare the organisation's handling of process automation with recognised practice, and close the material gaps.
Assess the current state of human resources process automation against a structured set of criteria rather than impressions.
Who Should Attend
Recruitment and resourcing staff affected by human resources process automation.
Legal and compliance advisers reviewing process automation.
Technical staff being prepared for supervisory responsibility over human resources process automation.
Internal communications staff explaining process automation to the workforce.
Managers in small and medium organisations who own human resources process automation alongside other duties.
Reward and compensation staff whose frameworks interact with process automation.
Course Modules
Human resources process automation: capability across the management line
2 sessions · 8 pointsSession 1Writing a policy on human resources process automation a line manager can actually use
- Test the procedure for human resources process automation against a realistic scenario.
- Plan succession for roles most exposed to process automation.
- Identify the data the organisation already holds that bears on human resources process automation.
- Document the reasoning for every exception granted under process automation.
Session 2Explaining process automation so people believe it
- Review human resources process automation for unintended equity effects across groups.
- Identify where judgement in process automation is legitimate and where it is not.
- Check that human resources process automation complies with current labour regulation in every location.
- Anticipate the objections process automation will raise and prepare the answers.
Process automation: policy design and legal footing
2 sessions · 8 pointsSession 1Testing process automation before relying on it
- Assign responsibility for keeping documentation of human resources process automation current.
- Set the consistency check that catches uneven application of process automation.
- Estimate the resource human resources process automation requires to run as designed.
- Confirm that those complying with process automation understand why it exists.
Session 2Keeping process automation alive after the initial push
- Draft the minimum viable people policy for human resources process automation.
- Train line managers on process automation rather than handling every case centrally.
- State the purpose of human resources process automation in one sentence a new manager would understand.
- Name a single owner for each element of process automation.
Process automation: fairness, equity and consistency
2 sessions · 8 pointsSession 1The exception to process automation that sets the precedent
- Define who decides on human resources process automation and who may only recommend.
- Close out actions on process automation rather than leaving them open indefinitely.
- Build the appeals route for human resources process automation and publish it.
- Compare the cost of process automation with the cost of its absence.
Session 2Building manager capability in human resources process automation rather than owning it centrally
- Distinguish symptoms from causes when human resources process automation underperforms.
- Confirm records relating to process automation meet retention and privacy rules.
- Benchmark the organisation's human resources process automation against comparable operations.
- Design the communication for process automation around the questions people will actually ask.
Process automation: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1The conversation about process automation managers most often avoid
- Set the annual review point for human resources process automation and who attends.
- Estimate the cost of process automation and the cost of leaving it unchanged.
- Reduce the variation in how human resources process automation is carried out between teams.
- Check that records of process automation answer the questions likely to be asked.
Session 2The cost of process automation and how to present it
- Compare intended and actual outcomes of human resources process automation honestly.
- Test the policy on process automation against three real cases from the past year.
- Agree the smallest change to human resources process automation that would be visibly useful.
- Build the internal briefing that explains process automation to those affected.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
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