Who Should Attend?
This program is designed for
all HR and ER professionals, HR and Personnel Officers, leaders, supervisors
and engineers, in fact anyone who wishes to significantly improve their
understanding of HR would benefit from this seminar.
Competencies Emphasized
- Strategic planning.
- Business awareness.
- Interpersonal effectiveness.
- HR Management.
- Selection and development.
- Training.
Personal Impact
- Be able to use the new strategic map for
HRM.
- Master business process mapping.
- Develop your skills for the future and be
able to help transform any people activity into and added value activity.
- Transform recruitment and appraisal
processes with startling results.
Organizational Impact
Getting
the best from our Human Resource is a very skilled area. Benefits to the organization
will be:
- Ability to see added value results from
HR.
- See a more business approach to people
related activities.
- See improvements to business processes at
no extra cost.
- Master the key areas of performance in HR.
- Be able to apply structured interviewing
techniques.
- Improve on any performance management
system.
Training Methodology
Together with your fellow participants you
bring a wide variety of experience and resources to the program. The course
facilitator’s role is to help you learn for yourself and to assist you as you
make sense of new and very different changes in HR. Extensive use of case
studies, group exercises and discussion will all contribute to your enjoyable
learning experience.CHRM Outline
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The
changing world of business and its impact on the Human Resource Function
- Introductions and program objectives.
- The context for HR.
- Strategic Business Planning.
- Corporate Social Responsibility.
- Human Capital Management.
- How to make things happen – use of business action plan.
- The difference between HRM and Personnel Management.
- The new shape and function of tomorrows HR departments.
- Review of day one.
Employee
Relations – Maintaining Standard
- The need for standards.
- Distinction between the role of HR and the line Manager.
- Handling common performance problems – case studies.
- Equal opportunities.
- Handling grievances – case studies.
- Review of day two.
Recruitment
- The use of competencies.
- Assessment Centers – examples of exercises.
- Structured Interviews.
- Questioning Techniques.
- The role of HR v the role of the Line Manager.
Employee
Motivation; Empowerment and Performance Management
- What is empowerment?
- How are employees motivated?
- Making performance management a positive influence.
- Is forced ranking a good idea?
- Merit pay or increments?
- Bonuses and Incentives.
Performance
Management; Making the links between HR and the Business
- The performance management model.
- Management or Leadership?
- Case studies.
- Internal and external reporting frameworks.
- Review.
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