HUMAN RESOURCE MANAGEMENT PROGRAMS

1. ORGANIZING FOR SUCCESSFUL TRAINING & DEVELOPMENT
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2. RECRUITING FOR KEY MANAGEMENT POSITIONS

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3. PLANNING FOR HUMAN RESOURCES

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4. RETAINING TOP EMPLOYEES

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5. ESTABLISHING COMPENSATION AND BENEFITS

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6. APPRAISING PERFORMANCE

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7. MANAGING HR COMMUNICATION

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8. PERFORMING EFFECTIVE JOB DESIGN

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1. ORGANIZING FOR SUCCESSFUL TRAINING & DEVELOPMENT


Synopsis

Competence and confidence is an ideal mixture in the workplace. Employees with these traits can motivate others to work together and create a safe and productive environment. How can you build this utopia at your facility? Establishing an effective training program is the best way to start.

This workshop will provide you a structured approach in conducting a successful training by letting you first define the scope of the training. Then doing your organizational need assessment. Based on that need assessment preparing a training plan and finally implementing it.

Intended Audience:
  • Senior Management
  • Middle Management
Duration of Course:1
  • 2 Days (16 hours) (The 3 to 5 days gap between the two parts of this course will allow participants to prepare a Training Needs Assessment in their organization as homework. They will present it on returning to the training to attend the second part.)
Objectives:
  • Identify the scope of training.
  • Use tools to identify training needs.
  • Prepare a training plan.
  • Prepare a plan for assessing the impact of training.
 Outline

Introduction to the workshop

  1. Scope of training
    • Training: A means or an end?
    • When to use training?
    • Training: Rules of the game
  2. Needs assessment
    • Organizational analysis
    • Task analysis
    • Individual analysis
  3. Prepare a training plan
    • Setting learning objectives
    • Estimating costs
    • Choosing a training approach
    • Planning for the application of training
  4. Training impact assessment
    • Levels of training impact evaluation
    • Tools for training impact evaluation

Concluding remarks, action planning and wrap-up

 

2. RECRUITING FOR KEY MANAGEMENT POSITIONS


Synopsis

Think of how much time, money and energy is wasted trying to recover from a hiring mistake. The person is trained (and retrained) to do a job he or she may never be able to do. The person struggles to fit into the company culture, knowing that on some level the square peg may never fit into the round hole. Moral sinks and productivity plummets. It is better to hire right than to fix a hiring mistake, and this course will help you learn how.

The workshop takes an all-encompassing approach to the interview and selection process: analyzing the job, asking pertinent questions, quantifying responses, and evaluating results

Intended Audience:
  • Senior Management
  • Middle Management
Duration of Course:2
  • 1 Day (8 hours)
Objectives:
  • Identify essential interviewing tools and methods.
  • Make good decisions when selecting candidates for key positions.
  • Negotiate salary and benefits effectively.
 Outline

Introduction to the workshop

  1. The recruitment compass
    • Recruitment: The challenges of HR managers
    • The effects of wrong recruitment decision
    • Recruitment view-point should be clear and consistent
  2. Behavioral interviewing techniques
    • Basis of behavioral interview
    • STAR – a tool for behavioral interviewing
    • Step 1 – Develop recruitment criteria
    • Step 2 – Prepare questions
    • Step 3 – Collect data and classify STAR
  3. Decision making in recruitment – Negotiating contracts and benefits
    • Assessment process
    • Negotiating compensations & benefits
      conditions with candidates
  4. Concluding remarks, action planning and wrap-up

 

3. PLANNING FOR HUMAN RESOURCES


Synopsis

Human Resource Management (HR) focuses on the people issues in organizations, and refers to all of the activities an organization implements and uses to affect the behaviors of employees. HR activities play a key role in supporting an organization’s ongoing efforts to adapt to change successfully, and HR professionals are sought by all sizes and types of organizations.

This workshop will help the HR professionals to make it possible for their organization to attract, motivate, and retain a qualified and effective work force.

Intended Audience:
  • Senior Management
  • Middle Management
Duration of Course:3
  • 1 Day (8 hours)
Objectives:
  • Identify the role of HR planning in building the firm’s competitive advantage.
  • Describe the process of HR planning.
  • Describe process and tools in HR planning for key management positions.
 Outline

Introduction to the workshop

  1. No HR planning, no HRM
    • Role of HR planning in creating and maintaining the company’s competitive advantage
    • Overall HRM functions
    • HR planning a lighthouse for HRM
  2. The process of HR planning
    • Two basic mistakes in HR planning
    • Overall process of HR planning
    • Six steps of HR planning (steps 1, 2, 3)
  3. The process of HR planning (continued)
    • Six steps of HR planning (steps 4, 5, 6)
  4. HR planning for key management positions
    • Role of key management positions
    • Successive planning for key management positions
  5. Concluding remarks, action planning and wrap-up

 

4. RETAINING TOP EMPLOYEES


Synopsis

After you put in the time, effort and investment to hire the best employees possible, you need to retain that talent.  Employers look for the secret to keeping their good employees satisfied.

Salary, retirement plans and vacation benefits are high on the list of why those great employees took the job, but they are not reasons enough to keep them in your employ for the long haul.  Job satisfaction will increase your employee retention rate. In this workshop you will learn the strategies for retaining top talent in your organization.

Intended Audience:
  • Senior Management
  • Middle Management
  • Supervisors
Duration of Course:4
  • 1 Day (8 hours)
Objectives:
  • Identify the importance of retaining top employees in supporting the company’s competitive edge.
  • Briefly explain the function of HRM.
  • Describe the role of the employer in retaining top employees.
  • Identify top employees by qualitative and quantitative measures.
  • Describe a number of ways to understand expectations of top employees.
  • Describe the tools for retaining top employees and ways to apply them in practice.
Outline

Introduction to the workshop

  1. Competitive advantage
    • Role of retaining top employees in supporting company’s competitive edge
    • Retaining top employees is a result of good HRM planning
    • Functions of HRM
    • Role of employer in retaining top employees
  2. Top employees – who are they?
    • Identify top employees
    • Competency assessment ASK model
    • Strategies for identifying and retaining top employees
  3. How to retain top employees?
    • Top employees’ expectations and the strategies
      and tools for retaining them
    • Attracting and recruiting toolkit
    • Dissatisfaction reducing toolkit
    • Motivational toolkit

Concluding remarks, action planning and wrap-up

 

5. ESTABLISHING COMPENSATION AND BENEFITS


Synopsis

Employees exchange their physical and mental efforts for compensation, but compensation means more than wages and salaries. It may include incentives that motivate employees and relate labor costs to productivity. A wide range of benefits and services are part of total compensation package each worker receives. These concerns play an important role in any manager’s or HR department’s effort to obtain, maintains and retain an effective workforce.

This workshop will equip you with the tools that will enable you to implement or improve the Compensation and Benefit system in your organization.

Intended Audience:
  • Senior Management
  • Middle Management
Duration of Course:5
  • 1 Day (8 hours)
Objectives:
  • Define the role of the C&B system in terms of Human Resource Management (HRM).
  • Describe tools applied to set up an adequate C&B system.
  • Address issues related to salary increases and complaints in connection with a C&B policy.
Outline

Introduction to the workshop

  1. Com & Ben a great challenge of HRM
    • Com & Ben and income structure
    • Impacts of Com & Ben system
    • Main goals of Com & Ben system
  2. Tools to set up an adequate Com & Ben system
    • Com & Ben system’s in line with business strategy
    • Key factors of adequate pay scales
    • Competitive pay scales
    • Equitable pay scales
    • Key factors of adequate pay scales
    • Reasonable pay scales
    • Application of adequate pay scales
  3. Salary increase and problem solving as to the Com & Ben policy
    • Salary increase for all staff and individuals
    • Handling issues relevant to Com & Ben
  4. Concluding remarks, action planning and wrap-up

 

6. APPRAISING PERFORMANCE


Synopsis

Performance reviews are a key component of employee development. This evaluation can be a stressful event for both the evaluatee and evaluator, but they do not have to be. Developing a performance evaluation system that allows for open and honest communication between both parties can increase the effectiveness of evaluations and better your chances of increasing employee retention. Goal setting, team member input and positive strokes will help improve performance evaluations.

This workshop will help you in understand the process of performance appraisal, how to conduct effective performance appraisal meetings and establishing the proper environment for performance appraisal system in the organization.

Intended Audience:
  • Senior Management
  • Middle Management
Duration of Course:
  • 1 Day (8 hours)
Objectives:6
  • Describe common issues related to performance appraisal.
  • Explain the importance of performance appraisal.
  • Describe the process of performance appraisal.
  • Describe the content of an effective performance appraisal form.
  • Explain how to conduct effective meetings with staff regarding the outcome of their performance appraisal.
  • Describe how to establish the proper environment for a performance appraisal system for their companies.
 Outline

Introduction to the workshop

  1. Common Issues with Performance Appraisal
    • Common issues encountered during performance appraisals
    • The current reality of performance appraisal in companies
  2. The Purpose and Benefits of Performance Appraisal
    • The benefits of performance appraisal
    • The concept of performance appraisal
    • Purposes of performance appraisal
  3. The Performance Appraisal Process and Necessary Tools
    • The performance appraisal process
    • The performance appraisal form
    • Common mistakes made in the performance appraisal process
    • Communicating the outcome of a performance appraisal
  4. Establishing the Proper Environment for Conducting a Successful
    Performance Appraisal

    • How to create an effective performance appraisal
      system for your company?
    • How to inform managers and staff about the performance
      appraisal system
    • How to educate managers about their roles in the performance
      appraisal process
  5. Concluding remarks, action planning and wrap-up

 

7. MANAGING HR COMMUNICATION


Synopsis

The world of internal communications is evolving rapidly as organizations realize the positive impact effective communication and engaged employees have on business performance. In this workshop, we will shine a light on how internal communication is developed and offer expert interpretation and insight that helps you apply the results to your organization. This training program will demonstrate the best practices and techniques that you can use to deliver more engaging and effective communications, boost employee engagement and demonstrate the ROI of your internal communications.

Intended Audience:
  • Senior Management
  • Middle Management
Duration of Course:7
  • 2 Days (16 hours)
Objectives:
  • Explain the role and benefits of the employee communication in an organization.
  • Establish processes to manage employee communication.
  • Describe the content and tools necessary for successful employee communications.
  • Describe key components of an Employee Handbook.
 Outline

Introduction to the workshop

  1. Employee Communication – The Foundation for Making Human
    • Roles of Employee Communication
    • Benefits of Employee Communication
  2. Managing Employee Communication
    • Step 1: Identify target employees of communication
    • Step 2: Determine the information to be communicated
    • Step 3: Select suitable communication tools
    • Step 3: Select suitable communication tools (continued)
    • Step 4: Monitor and evaluate the effectiveness of communication
    • Step 5: Establish a budget for communication
  3. Creating an Employee Handbook
    • Key content of Employee Handbook
    • Distribution of the Employee Handbook
    • Establishment of an Employee Communication Cycle

Concluding remarks, action planning and wrap-up

 

8. PERFORMING EFFECTIVE JOB DESIGN


Synopsis

Many of us assume the most important motivator at work is pay. Yet, studies point to a different factor as the major influence over worker motivation—job design. How a job is designed, has a major impact on employee motivation, job satisfaction and commitment to an organization, absenteeism, and turnover.

The question of how to properly design jobs so that employees are more productive and more satisfied has received attention from managers and researchers since the beginning of the 20th century. In this workshop, we will review major techniques in job designing and apply those techniques for the organization and employee development.

 Intended Audience:
  • Senior Management
  • Middle Management
Duration of Course:8
  • 2 Days (16 hours)
Objectives:
  • Explain the importance and practical benefits of job design with respect to company objectives.
  • Describe the steps of job design.
  • Describe several models of organizational structures.
  • Apply knowledge of job design to job organization and employee development
Outline

Introduction to the workshop

  1. Job Design – The Cornerstone for Assigning “The Right Person for the Right Job”
    • What is job design?
    • Benefits of job design
    • 2: Job Design Process
      • Step 1: Identifying the department’s objectives
      • Step 2: Determining the process and identifying jobs
  1. Job Design Process (continued)
    • Step 3: Creating job data
    • Job data and principles of creating job data
    • Key Performance Indicators (KPI)
    • Core Components of Competencies
    • Responsibilities in job design
  2. Assigning jobs to achieve the highest level of effectiveness
    • Difficulties in assigning jobs
    • Assigning jobs effectively
  3. Concluding remarks, action planning and wrap-up