Human Resources Management

WHO SHOULD ATTEND?

This program is designed for Human Resources professionals or those who are about to start a career in Human Resources.

The program is also beneficial for experienced officers and managers in Human Resources who wish to update their knowledge and skills about the latest techniques in the various Human Resources functions.
 

LEARNING OUTCOMES

By the end of this programme, the participants will be able to:
  • Have deeper understanding to organizations and the role of HR as a true business partner
  • Identify current issues in the human resource field and the changing role of supervisors and managers in terms of HR functions
  • Write job specifications and identify core competencies
  • Apply methods of finding, selecting, and keeping the best people using behavioral description interviewing techniques
  • Get new employees off to a good start
  • Understand compensation and benefits
  • Maintain healthy employee relations
  • Support Best Practices in Managing employee relation
  • Make performance appraisals a cooperative process
  • Support Best Practices in performance and reward management
  • Know how to build and execute training plan
     

COURSE OVERVIEW & CONTENT

This five day program will give managers the tools to handle numerous human resource situations. Whether you're a recently appointed HR manager, are new to HR or have a non-HR job with HR responsibilities, this course can give you the know-how you need. Understand essential HR functions and learn to develop an action plan to put to work in your organization.
 

  • Definig Human Recourses
  • The Basics of HR Management
  • Case Study: Expansion Staffing
  • The Challenges That An HR Professional Faces
     
  • Performing A Skills Inventory
  • What A Skills Inventory Is? And What Its Benefits Are?
     
  • Forecasting Techniques
  • What is Human Resource Forecasts?
  • Two Main Types Of Forecasting:
  • Indexing
  • Extrapolation
     
  • Job Analysis
  • Understanding Job Analysis
  • Performing An Analysis
  • Job Analysis Formats
  • A Basic Job Analysis
     
  • Identifying Job Competencies
  • How To Identify Technical And Performance Skills Needed To Do A Job
     
  • Position Profiles And Job Descriptions
  • Preparing A Profile
  • Position Profile
  • What A Job Description Is?
     
  • Do You Really Need To Hire?
  • Evaluate All Options
  • The Real Cost Of Employee Turnover
  • How Much Hiring A New Employee Really Costs
     
  • Finding Candidates
  • Eight Ways To Recruit Candidates
     
  • Advertising Guidelines
  • Things To Consider When Writing A Job Ad
     
  • Screening Resumes
  • Using A Resume Screening Guide
  • Developing A Resume Screening Guide
     
  • Preparing For The Interview
  • Preparation Checklist
  • Interview Exercise
     
  • Conducting The Interview
  • History Of The Interviewing Process
  • An Objective Interview
  • Basics Of Behavioral Interviewing
  • Purpose Of Behavioral Interviewing
  • Asking Questions
  • Provocative Statements
  • Sample Behavioral Description Interview Questions
  • Developing Behavioral Description Interview Questions
  • The Critical Incident Technique
  • Creating A Critical Incident
     
  • After The Interview
  • What Should Do After The Interview
  • Methods Of Rating Candidates
     
  • Employee Orientation And Onboarding
  • Why Have Orientation?
  • How Did Your Orientation Rate?
  • Problems To Avoid
  • Planning The Orientation Programme
     
  • Follow The Leader
  • Leadership Skills Through
  • Activity
     
  • Planning Training
  • The Training Cycle
  • The Process For Performing A Training Needs Assessment
  • Internal Vs. External Training
     
  • Working With External Providers
  • Some Criteria To Use When Choosing An External Provider
  • Think SMART
     
  • Performance Reviews
  • Performance Review Problems
  • A Performance Management Checklist
  • Case Study: Who Will Be The Best?
  • Dissecting A Performance Review
  • Identifying Behaviors
     
  • Attendance Management
  • The Cost Of Absenteeism
  • The Case Of Gretchen Washington
  • Dealing With Attendance Management
  • Common Causes And Solutions
     
  • Managing A Diverse Workforce
  • Dealing With Diversity
  • Your Experience With Pigeon Holes
     
  • Privacy Issues
  • The 10 Principles Of Personal Information Protection
     
  • Compensation And Benefits
  • The Role Of Compensation And Benefits
  • Pre-Assignment Review
  • Case Study: It’s Not You, It’s Me
     
  • Managing Disciplinary Issues
  • A Four Step Disciplinary System That Can Be Applied To Any Situation
     
  • Terminating Employees
  • Letting Staff Go
  • Case Study: How To Fire An Employee?
  • Things To Consider
  • Some Ways To Make The Process A Bit Easier
     
  • Exit Interviews
  • Types Of Exit Interviews
  • A Sample Questionnaire
     

TRAINING METHODOLOGY

  • Group Discussions
  • Group & Individual Exercises
  • Role Plays
  • Self-Assessments
  • Variety Of Games
  • Action Plan
     

DELEGATE FEEDBACK:

"I wanted to thank you for your well-crafted and very useful courses! Keep the good work up! I will continue to recommend you to my friends and colleagues!"

HR Manager
 

COURSE DURATION: FIVE DAY

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Testimonials

"The empathy and know your customer behind the design of the training is great!"

HR Manager, Strategic Thinking & Planning Course

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"I am amazed by the quality of course"

Mr Michael, Supervisory Essentials Course

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"Thank you for arranging for me to have this one-on-one class.  I think it was really the best option.  I was very happy with the day."

Ms Helen Redekopp, King Faisal Specialist Hospital & Research Centre - Business Succession Planning Course

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Special Offers

SPECIAL OFFER: Book today for Customer Care for Customers With Special Needs Programme and save 30% for in-house programme.

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SPECIAL OFFERBook two places and get the third booking on the same course free of charge.

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