Equip managers to hold the difficult conversations HR return on investment requires.
Measuring Return on Investment in Human Resources Programmes
A concise, decision-focused programme covering HR return on investment end to end.
📍 Tunis🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
The organisation's reputation as an employer is built or lost through HR return on investment. Most disputes about return on investment begin as a conversation that was handled badly. The course covers the people management and development capability at the level of detail needed to act, and stops there. Buying a tool rarely fixes HR return on investment; the underlying capability has to be built internally first. Cases are chosen to expose the trade-offs in this strand of people management and development rather than to illustrate ideal conditions. They leave able to brief senior management on return on investment in terms that support a decision. It is appropriate for those preparing to take on wider responsibility for HR return on investment. Organisations that document return on investment properly resolve disputes about it far more quickly. Participants leave with a first-ninety-days plan for the people management and development discipline rather than a set of notes.
Expected Learning Outcomes
Sequence improvements to return on investment so that each step makes the next one easier.
Establish what evidence would demonstrate that HR return on investment is under control.
Handle exceptions to return on investment consistently and document the reasoning.
Pilot changes to HR return on investment before rolling them out organisation-wide.
Build a concise people policy for return on investment that colleagues can follow without further explanation.
Assess the cost of HR return on investment and the cost of leaving it as it is.
Who Should Attend
Public sector personnel officers applying HR return on investment within regulation.
Newly appointed managers taking on return on investment for the first time.
Talent and organisational development specialists working on HR return on investment.
Procurement and contracting staff whose agreements set obligations around return on investment.
Human resources managers and business partners responsible for HR return on investment.
Internal communications staff explaining return on investment to the workforce.
Course Modules
HR return on investment: evidence, data and honest measurement
2 sessions · 8 pointsSession 1Appeals and grievances arising from HR return on investment
- Identify single points of dependency in HR return on investment and reduce them.
- Identify where judgement in return on investment is legitimate and where it is not.
- Test the policy on HR return on investment against three real cases from the past year.
- Verify six months later that changes to return on investment have held.
Session 2Keeping records on return on investment that are lawful and useful
- Review HR return on investment for unintended equity effects across groups.
- Arrange the handover of return on investment so capability survives staff changes.
- Prepare the response for the most likely failure in HR return on investment.
- Build the internal briefing that explains return on investment to those affected.
Return on investment: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Piloting a change to return on investment before committing
- Agree what will be standardised in HR return on investment and what will not.
- Map the handovers in return on investment between functions and secure them.
- Establish the boundary of HR return on investment and record what sits outside it.
- Identify the data already collected that bears on return on investment.
Session 2The conversation about return on investment managers most often avoid
- State the purpose of HR return on investment in one sentence a new manager would understand.
- Document the reasoning for every exception granted under return on investment.
- Pilot changes to HR return on investment in one area before wider rollout.
- Train line managers on return on investment rather than handling every case centrally.
Return on investment: fairness, equity and consistency
2 sessions · 8 pointsSession 1What has to be agreed before work on return on investment starts
- Set the annual review point for HR return on investment and who attends.
- Compare intended and actual outcomes of return on investment honestly.
- Define who decides on HR return on investment and who may only recommend.
- Set escalation thresholds for return on investment that work out of hours.
Session 2The exception to HR return on investment that sets the precedent
- Ask employees what HR return on investment feels like from their side.
- Confirm that those complying with return on investment understand why it exists.
- Estimate the cost of HR return on investment and the cost of leaving it unchanged.
- Check that return on investment still works when volumes rise unexpectedly.
Return on investment: policy design and legal footing
2 sessions · 8 pointsSession 1Testing return on investment before relying on it
- Design the communication for HR return on investment around the questions people will actually ask.
- Collect evidence on the present handling of return on investment before proposing changes.
- Plan succession for roles most exposed to HR return on investment.
- Test the procedure for return on investment against a realistic scenario.
Session 2Comparing return on investment with recognised practice
- Script the difficult conversation HR return on investment requires and rehearse it.
- Check that return on investment complies with current labour regulation in every location.
- Remove steps in HR return on investment that add effort without adding assurance.
- Confirm records relating to return on investment meet retention and privacy rules.
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
We will contact you within one business day to confirm.