Strategic Human Resources Management (HRM) and - Business Partnering


Transforming HRM to a Virtual Strategic Performance Advisor (VISPA) in a Post Covid-19 Employment Era



3 Days Interactive Online Course



16, 17 & 18 September 2020 (08:30 - 16:00)



Online Booking Form



  Click here to download registration forms for 16, 17 & 18 September 2020 (08:30 - 16:00): Interactive Online Course



  Download Brochure


Facilitator: Charles Cotter (PhD)




Key Performance Area (KPA) 1: Strategic HRM & HRBP – Principles, Practices and Processes

  • Module 1: Defining the fundamental SHRM concepts

  • Module 2: Understanding the context and environment and the impact of Covid-19 on HRM in 2020 and projected to the future

  • Module 3: Exploring the unique challenges of a virtual/remote working culture

  • Module 4: Diagnosis (health check) and gap analysis of current, industry wide Strategic HRM practices

  • Module: 5: Building a strategic business case for SHRM today and tomorrow (future-proofing)


Key Performance Area (KPA) 2: HRBP, Future Fit Competencies and Transformation to VISPA

  • Module 6: Interrogating the relevance of Ulrich’s model of the 4 strategic HRM roles

  •  Module 7: Defining and implementing the strategic value proposition and contribution of HRBP in 2020 and beyond

  •  Module 8: Business executives’ expectations and priorities of HRBP’s

  •  Module 9: Enablers and critical success factors to transitioning, transforming and re-positioning to a Virtual Strategic Performance Advisor (ViSPA) model

  •  Module 10: Applying the 5-step ViSPA strategy 


Key Performance Area (KPA) 3: HRM Governance – Proactive and Reactive Tools

  • Module 11: Applying HRM Risk Management – principles, tools and process

  • Module 12: Applying HRM Auditing – tools, process and principles to measure the value and impact of the ViSPA model


Key Performance Area (KPA) 4: Business, Performance and HRM Intelligence 

  • Module 13: SHRM Performance/Business Intelligence (Metrics and Analytics) – generating real-time predictive analytics and business and performance intelligence

  • Module 14: Generating a SHRM Scorecard


Key Performance Area (KPA) 5: Workplace Advocacy

  • Module 15: Transitioning from a High Performing Organization (HIPO) to creating a Virtual Performing Organization (VIPO) culture

  • Module 16: Employee Engagement and Talent Retention strategies in a post Covid-19 employment era


Key Performance Area (KPA) 6: Integration and Application

  • Module 17: Reading article and Case study


Who should attend?

  • HR Directors

  • Managers and –Professionals

  • HR Business Partners

  • HR Specialists and Practitioners

  • HRM administrators and -generalists, supervisors and line/senior managers and any staff member tasked with the HRM, people and/or talent management responsibility.


Learning Outcomes

  • On completion of this online learning programme, learners will have:

  • An in-depth understanding of strategic HR management and virtual strategic performance advising; performance/business intelligence; employee engagement and future focused HRM value chain best practice processes and strategies.

  • Learners will also master the ability to harness these SHRM processes to optimize their strategic impact and value.


Level of Learning Programme

  • Advanced



  • R 5950-00 (incl. Vat) per delegate

  • Price includes course material, certificates, legislation


For further information contact:

  • Hanlie or Peraldo at telephone (012) 661 3208

  • Email: 




Online Booking Form


  Click here to download registration forms for 16, 17 & 18 September 2020 (08:30 - 16:00): Interactive Online Course







Case Law Summaries and Articles


Can employees be dismissed for refusing to accept new terms and conditions of employment?

Can an employer dismiss employees because they refuse to agree to a change to their terms and conditions of employment? An initial answer may be, “yes”.

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Escape route: “Resignation with immediate effect”

The latest case in the ‘disciplining employees who have resigned with immediate effect’ saga has brought about more uncertainty as to whether an employee who resigns with immediate effect shortly before a disciplinary hearing can avoid disciplinary action and subsequent dismissal.

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Freedom of expression or incitement to commit an offence? A constitutional challenge

On 4 July 2019, the North Gauteng High Court handed down judgment in the case of The EFF and other v Minister of Justice and Constitutional Development and other (87638/2017 and 45666/2017) in which the EFF and Julius Malema (the applicants) sought to have s18(2)(b) of the Riotous Assemblies Act, No 17 of 1956 (Riotous Act) declared unconstitutional.

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Consolidated, comprehensive or general final written warnings

Regarding dismissal, according to the Code of Good Practice, “the courts have endorsed the concept of corrective or progressive discipline. This approach regards the purpose of discipline as a means for employees to know and understand what standards are required of them.

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Courses and Workshops




2020: Case Law Updates: Online Conference

30 October 2020 (08:30 - 16:00)

Case Law Updates: Online Conference

Managing Day to Day Issues/ Problem Employees Full day workshop

18 September 2020 (09:00 - 16:00)

Interactive Online Course

Health and Safety Representative and Committee Training Course

18 September 2020 (08:30 - 16:00)

Interactive Online Course

Investigation and Management of COVID-19 Cases in the Workplace

30 September 2020 and 01 October 2020 (09:00 - 13:00)

Interactive Online Course

Workshop Chairing Disciplinary Hearings

01 & 02 October2020 (09:00 - 16:00)

Interactive Online Course

The OHS Act and the Responsibilities of Management

08 October 2020 (08:30 – 16:00)

Interactive Online Course

POPIA: Protection of Personal Information Act

16 October 2020 (09:00 - 12:00)

Interactive Online Course

Employment Equity Committee Training

22 October 2020 (09:00 - 16:00)

Interactive Online Course

Basic Labour Relations

23 October 2020 (09:00 - 16:00)

Interactive Online Course

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