Leadership and Change Management equips participants to become effective leaders and change agents within their organisation.
DurationLeadership and Change Management equips participants to become effective leaders and change agents within their organisation. The course commences with a section on the inevitability of change in today’s globalised business environment, impressing on students the importance of responding to (and potentially capitalising on) that change.
The course then introduces the systemic leadership approach before covering different leadership theories and sources of power and legitimacy that leaders often employ.
The second half of the course integrates relevant topics from organisational behaviour and social psychology while showing participants common pitfalls and disadvantages associated with certain leadership styles and traits.
Participants will be challenged to consider ethical issues in leadership while also highlighting the necessity of good leadership in the implementation of human capital and business strategy.
Learning Objectives:
SUTD is established to advance knowledge and nurture technically grounded leaders and innovators to serve societal needs.
Our Vision and Mission continue to drive us into our next phase of growth. Join us and support us in making an impact to student learning and development of breakthrough innovation.
We partner other universities to deliver a myriad of opportunities for our students, faculty, partners and staff. Collaborations cover the areas of developing and advancing curriculum, research and exchanges.
This course introduces participants to Analytics in HR, and how it can be utilised to improve HR decision-making. You will learn how to make sense of the numbers and use various methods to make them tell a story.
Managing change is becoming a major focal point for HR professionals as organizations continue to adapt to an ever-changing workplace. In this enlightening educational program, you will use a variety of resources to simulate a change initiative in a realistic work environment.
Internal changes should be implemented after the creation of the new strategy or system, however most organisations and/or employees are not prepared for internal changes to policies or external strategies. Hence the requirement for change management training is commonplace in most industries.
Change is the only constant. Handling change management at the workplace is important as organisational change is more the norm rather than the exception.
The Human Resource practitioner of the future will need to draw on people knowledge at deep level to unlock human potential. In a season of disruption, machines will rapidly take over many of the responsibilities now handled by humans.
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