Apply advanced HR techniques such as workforce analytics, HR business partnering and change management, and turn organizational priorities into an annual training plan with a clear budget and schedule.
This course is for experienced HR and learning professionals who want to move from administering processes to shaping organizational capability. The first part covers advanced HR techniques, including HR business partnering, workforce analytics, organizational design and leading change. The second part focuses on training planning: converting business priorities and identified needs into an annual learning plan, choosing delivery methods, building a training budget, selecting providers and scheduling programs so that learning supports the organization's objectives.
Participants work on applied exercises throughout. They analyze an HR data set to identify workforce trends, prepare a business partnering conversation with a department head, and build a sample annual training plan and budget, including a calendar and delivery mix. Case studies show how HR and training strategies succeed or stall in practice. As an in-house program, the course can use the organization's HR data, strategic objectives and existing training calendar.
By the end of this course, participants will be able to:
Operate as an HR business partner aligned with departmental goals
Use workforce analytics to identify trends and support decisions
Apply organizational design and change management techniques
Translate business priorities and learning needs into an annual training plan
Build and justify a training budget and delivery schedule
Select and manage internal and external training providers
This course is designed for experienced professionals who lead HR or learning activities.
HR managers and senior HR officers
HR business partners
Learning and development managers
Training coordinators moving into planning roles
Organizational development specialists
From HR administration to strategic partnership
Understanding departmental strategies and pressures
Consulting skills for HR business partners
Aligning HR initiatives with organizational goals
Key workforce metrics and data sources
Analyzing turnover, productivity and capability gaps
Organizational structures and spans of control
Presenting HR insights to leadership
Change models such as Kotter's eight steps and ADKAR
Stakeholder analysis and communication plans
Managing resistance to change
Sustaining engagement during transformation
Linking training to strategy and identified needs
Prioritizing programs by impact and urgency
Choosing classroom, online, blended or on-the-job delivery
Creating a training calendar
Estimating and justifying training costs
Selecting and contracting training providers
Managing logistics, nominations and attendance
Reporting training plan progress to management
Qatar National Vision 2030 identifies human development as a foundation for the country's future, and organizations are expected to invest in building skilled, adaptable workforces. Many employers in energy, government, finance and healthcare run structured annual training plans and development programs for national talent linked to workforce nationalisation goals. HR and learning professionals who can analyze workforce data, partner with leaders and plan training strategically help ensure that this investment produces real capability.
Join a scheduled class at our training center in Doha or attend live online. For organizations, the course can run as an in-house program at your premises or online, tailored to your sector, case studies and timetable.
It is an advanced course in two parts. The first covers HR business partnering, workforce analytics, organizational design and change management. The second covers building an annual training plan, budget, provider arrangements and delivery schedule.
It is designed for HR managers, senior HR officers, HR business partners, learning and development managers, organizational development specialists, and training coordinators who are moving into training planning and budgeting roles.
Yes, some experience in HR or training is recommended, as the course builds on core HR knowledge. Participants who are new to HR may prefer to start with the Human Resources (HR) Management course before taking this advanced program.
Yes. It can be delivered at your premises or online and tailored to your sector, your HR data and training calendar, and your schedule. Contact Leaders Training Center to plan an in-house program for your HR and learning team.
Tell us a little about yourself and an advisor will contact you about batch timings, fees and eligibility. No obligation.
Sat–Thu: 09:00–22:00Fri: 08:00–22:00
Identify genuine training needs at organizational, job and individual level, and evaluate whether training has changed behavior and results using recognized models such as Kirkpatrick and ROI analysis.
Build a working understanding of the core HR functions, from workforce planning and recruitment to performance, employee relations and policy, and apply them to day-to-day people management.
Run a complete, fair recruitment process, from defining the role and sourcing candidates to shortlisting, interviewing, assessing and making a well-documented hiring decision and offer.
Design a talent management strategy that identifies critical roles and high-potential employees, develops them through targeted programs and builds succession pipelines that support business goals.
