The FIRM and Henley Business School have partnered to develop this exclusive Strategic Resourcing Programme (SRP) which has been designed to help you become a strategic partner in the context of resourcing and enable you to add value to the wider business goals. SRP is a dynamic and interactive programme centred on The FIRM’s ethos of collaboration, sharing of best practice and development. BENEFITS TO THE ORGANISATION - YOUR ORGANISATION WILL GAIN A RESOURCING PROFESSIONAL WHO: • Can contribute more effectively to the overall business agenda • Can develop a strategic resourcing agenda that will support business goals • Is able to focus more on impact than process and develop pragmatic and cost effective solutions. BENEFITS TO THE INDIVIDUAL - BY THE END OF THE PROGRAMME YOU WILL: • Understand the strategic importance of Resourcing and how you can support and enhance the business imperatives of your organisation • Understand how to integrate your functional Resourcing strategy into that of your organisation • Enhance your ability to influence and challenge business decisions • Clear articulation of the business strategy, and how this translates into strategic resourcing needs – both current and future • Analyse current resourcing capability in light of this, the identification of gaps and a discussion of relative risks to business strategy • Provide a recommendation for how to close any gaps, manage these risks and how to evolve the resourcing function For more information on the programme please contact learning@thefirm-network.com

1. STRATEGIC
RESOURCING
PROGRAMME

2. WHO IS THE
PROGRAMME FOR?
• This programme is designed for senior or high-potential,
aspiring Resourcing professionals. It is aimed to stretch
them into more strategic areas and give them more
depth with the aim of helping them better link
resourcing activities to the business strategy and
equipping people to add maximum value in the
current environment.
• It offers a comprehensive understanding of the full
resourcing lifecycle and provides insights that
participants can immediately apply to drive their
own success and the success of their business.
PROGRAMME CONTENT
Prior to the programme participants will be asked to
connect with their own business to understand its key
commercial and strategic challenges. At the end of the
programme participants following the whole programme
will create a“strategic development plan”for resourcing
in their business, and write a recommendation report
for discussion in their business on completion of the
programme to practice what they have learnt as they
explore how to address the business challenges of their
own organisation and those of others. This output will
enable them to demonstrably operate in a new way
from the moment they return to work.
Initial module ensures that participants have same
view of the current and future resourcing context,
what strategy means and how it translates for
organisation
Final module includes half a day pulling together
draft strategic development plan for their business’
resourcing function
INITIAL 1.5
DAY
MODULE 1
MODULE 2 MODULE 3 MODULE 4 MODULE 5
INITIAL 1.5
DAY
MODULE 6
A JOURNEY STRATEGY TO TANGIBLE PLANS
Reinforcement of relevance to current and future context of resourcing
Development of business-specific development plan for resourcing
CONTEXT
The Forum for In-house Recruitment Managers
(The FIRM) and Henley Business School have partnered
on the development of this exclusive Strategic Resourcing
Programme (SRP) designed to help the Talent Acquisition
professional become a strategic partner in the context
of resourcing and enable them to add value to the wider
business goals.
We have seen a step change in the needs of a business
from its resourcing function over recent years.
The resourcing professionals who can rise to the challenge
by implementing strategies that are driven firmly from the
business strategy and who can navigate the political and
commercial terrain are becoming more valuable. By finding
more pragmatic, flexible and measurable ways to deliver
value they will ultimately be the ones who can help drive
business performance through the pro-active recruitment
and retention of high calibre, relevant talent and they
themselves be rewarded accordingly.
The Strategic Resourcing Programme (SRP) is a dynamic
and interactive programme centred on The FIRM’s ethos
of collaboration, best practice and ongoing development.
From the very start we set out to develop a course that
reflects the reality of a rapidly evolving economy that
provides Resourcing Leaders with the skills to operate
in this challenging modern environment. As a result our
programme combines a variety of learning techniques –
from dynamic group work to individual reflection – giving
you the opportunity to apply what you learn, reflect on
issues it raises for you personally, and be ready to put it all
into practice once you are back in the workplace.
The Strategic Resourcing Programme at Henley is a unique,
dynamic and flexible course that develops senior resourcing
professionals to operate at their very best in today’s fast
moving and complex world.
Not only does the SRP provide an opportunity to exchange
knowledge; it also gives you a unique chance to build your
personal network and make invaluable connections. You will
leave the programme inspired, invigorated and equipped
with the skills and resources that will have a real impact on
your organisation.

3. MODULE TOPICS
SAMPLE MODULE
MODULE ONE – STRATEGIC WORKFORCE PLANNING
• The modern context for resourcing
• What do we mean by strategy, and what is it to do with me?
• People and organisational capability - and risk management
• Using a people/organisational model
• Strategic workforce planning (SWP)
• Tools and approaches for Strategic Workforce Planning including a Case study
• Applying to your business strategy
From business strategy to
workforce strategy
Recruitment and
succession plans
EVP, attraction and
sourcing strategies
Assessment strategies
Candidate, manager
and vendor relationships
Metrics and data insight
– inc.1/2 day programme
consolidation
Current and future context for resourcing. What do we mean
by strategy? Organisational Capability Planning. How to
create a proactive workforce strategy which identifies and
mitigates risks to business strategy (Strategic Workforce
Plans). Diversity.
How to move from SWPs to the appropriate build/buy/
retain plans and maximise the effectiveness of recruitment
and talent processes.
How to align EVP, attraction and sourcing strategies to
strategic needs in a modern world. Generational factors,
social media and networks.
Choosing the right assessment approach for the needs of
the business. Different approaches to assessment.
Managing risk.
Candidate care. Becoming a valued partner to line managers
and driving the right skills and behaviours. Maximising the
value of third party relationships.
Providing organisational insight through resourcing metrics.
Measuring the effectiveness of resourcing strategies and
processes. Pulling together the elements of business-
specific strategic development plans for resourcing and
dissertation/report
1
2
3
4
5
6
BENEFITS TO
THE INDIVIDUAL
BY THE END OF THE PROGRAMME YOU WILL:
• Understand the strategic importance of Resourcing
and how you can support and enhance the business
imperatives of your organisation
• Understand how to integrate your functional Resourcing
strategy into that of your organisation
• Enhance your ability to influence and challenge
business decisions
• Clear articulation of the business strategy, and how
this translates into strategic resourcing needs –
both current and future
• Analyse current resourcing capability in light of this,
the identification of gaps and a discussion of relative
risks to business strategy
• Provide a recommendation for how to close any
gaps, manage these risks and how to evolve the
resourcing function.
TO INCLUDE A CONSIDERATION OF:
1. The overall resourcing model – recommended
insourcing and outsourcing strategies,
supplier management strategies, role of line managers
2. Resourcing strategies – recommended approach
to assessment, candidate management, EVP and
marketing/attraction/social media
3. Structure – is the resourcing function structured in
the right way to deliver against the strategic need now
and in the future? Should it be structured differently?
4. Process & system – does resourcing have the right
infrastructure and tools? What are the process and
system recommendations? Workforce planning
approaches, metrics
5. Skills – what skills and behaviours are most relevant to
the resourcing function now and in the future, and how
should they be developed?
6. Implications and proposed plan of attack – what are
the priorities? What will this mean? How should
development of the function be approached and phased?

4. BOOKING INFORMATION
Contact learning@thefirm-network.com
+44 7855 312314
FEES
The complete 6-module Strategic Resourcing
Programme is available for
£3850 + VAT
Whilst the Strategic Resourcing Programme
has been developed as an entire programme,
each module may be booked separately on
request at £750+VAT per module.
(Please note residential costs are not
included but can be provided upon request)
ABOUT THE FIRM
Run by in-house recruiters for in-house recruiters
The FIRM was founded as a LinkedIn Group in December
2007. With 6000 members in 56 countries, it is a
supportive and collaborative community of corporate
recruitment professionals that provides both an online
and offline hub for members to network, request help,
share knowledge and give advice on all aspects of
recruitment and talent management.
The FIRM aims to promote the values and professionalism
of its members, as well as ensuring ethical integrity and
best practice throughout the inhouse talent management
and resourcing world thereby raising the standard of
service we both provide to our internal customers and
receive from external suppliers.
ABOUT HENLEY
BUSINESS SCHOOL
Henley was established more than 60 years ago by
business for business to develop leaders with the skills
to inspire and drive change and high performance.
While the skills and behaviours required of a leader have
evolved, Henley’s ethos remains the same; leaders with
self-awareness and belief, relevant, practical skills and an
ethical approach to business are best placed to help their
organisations grow and achieve.
The HR Centre of Excellence was established in February
2005 to be a catalyst for changing the conversation
about Human Resources Management. It focuses on four
activities that are relevant to its members:
• In-depth research on HR topics chosen in consultation
with our members.
• HR conversations - this programme of events is designed
again in consultation with members and examines not
only the results of our research but contemporary
HR issues.
• Access to a strong practitioner network of international
HR executives who have occupied senior roles in
companies highly regarded for their HR excellence and
who understand how to apply the theory in practice to
make a bottom line difference. They regularly contribute
to the media through articles and columns on a variety
of HR issues.
• Developing high-potential HR professionals. Henley
has a world class reputation in applied and action based
learning and our faculty apply this expertise through
open and bespoke programmes that make the theory
relevant to the real world and help participants answer
the‘so what’question.
BENEFITS TO THE
ORGANISATION
AN ORGANISATION WILL GAIN A RESOURCING
PROFESSIONAL WHO:
• Can contribute more effectively to the overall
business agenda
• Can develop a strategic resourcing agenda that
will support business goals
• Is able to focus more on impact than process and
develop pragmatic and cost effective solutions.
DURATION
The programme is seven days in total spread across
9 months using a modular approach of 4x1day and
2x1.5 day workshops
PROGRAMME DIRECTOR
NICK KEMSLEY
Nick has had a successful corporate career across six sectors,
his last role being Group Vice President Organisational
Effectiveness. Nick has set up or run Strategic HR/OD
functions in renowned global businesses including
Travelport, Prudential and BOC/Linde Group, overseeing
the development of strategic organisational capability and
maximising business efficiency and productivity. He has
set up and led resourcing, talent & leadership, performance
and L&D functions at global, regional and local levels. In
his work with the Centre for HR Excellence, Nick works to
develop organisational capability and performance and has
a particular focus on HR functional capability. Earlier roles
include Director of Talent & Capability at Prudential UK &
Europe, Global OD Director and HRD Central Functions for
BOC/Linde Group, and a number of years in European OD
and Management Development for Mars Incorporated.
Although known for his work in HR, the first half of his
career was spent in project and business management for
renowned businesses such as GE, GEC-Alstom and Rolls-
Royce Aerospace, including considerable time working on
Supply Chain, Manufacturing and Sales & Marketing issues.

5. www.thefirm-network.com