Human Resource and Personnel Management

Human Resource and Personnel Management In House Programme
Course Introduction
If you are looking for a quality course that provides a complete insight into the fundamentals of HR and Personnel Management best practice as well as guidance on key employment issues then this is the event for you With its comprehensive coverage of HR and Personnel Management best practice, easy to follow format, superbly written supporting materials, role plays and group exercises, feedback from an expert facilitator and a detailed action plan for you to follow later this event is a must for any HR and Personnel Management professional who wants to excel in their role.
As a HR and Personnel Management Professional, continuing professional development isn't an option - it's an obligation. Laws change, employee responsibilities shift, and core functions are impacted. It's critical that you and every single member of your staff know how to react to change and make a real difference with appropriate solutions.
This course explores some of the primary disciplines in the HR and Personnel Management functions. While obtaining exposure to a wide variety of topics.
It is the surest way to learn how to identify and alert management to potential liability problems confidently handle hiring, disciplinary procedures and terminations and update your knowledge.
Duration: 3 Valuable Days
Who Will Benefit?
HR and personnel people. Who wish to improve their service to the organisation. Individuals who currently specialize in one HR discipline and who are interested in learning about other HR disciplines. Individuals who do not currently work in the field of human resources but who are interested in exploring HR as a possible profession.
This course will provide you with the skills, knowledge and ability to:
Assess the value added service you supply
Measure HR s contribution to the organization
Apply competency based performance management criteria to ensure the competencies required of job holders in your organisation is clear and measurable
Evaluate your records and documentation
Practice recruitment interviewing, and select the best applicant based on selection and the latest retention strategies
Improve your arrangements for employee development
Managing workplace conflicts and assess you provision for managing employee grievances
COURSE AGENDA
Module 1: Defining HR Role in the 21st Century: How to Become a Value Adding Business Partner by Aligning HR with Business Objectives
Greater demands are being placed on HR departments than ever before as management teams expect every function to add to the bottom line. This introductory session, setting the scene for the rest of the event, will illustrate how various HR functions can have a significant impact on the overall profitability of the organization. You will discover how to maximize the value added by HR by completely aligning HR objectives with your organisations goals. Finally, you will learn how to measure your contribution, both financial and non financial, so that you can clearly illustrate your value to the management team.
Keeping up with the transformation of the HR department in todays workplace
Identifying your stakeholders, what they expect from you, and what you need from them
Techniques to help you align your HR objectives, big and small, with overall business goals
Determining how every HR function adds value: Staffing, recruitment, compensation, benefits, performance management, employee relations, training and development examined
Becoming an effective business partner
Understanding how best practices in HR management make good financial sense
How to demonstrate HR bottom line impact to your management team
Module 2: Best Practices in Recruiting, Interviewing, Screening and Selecting Employees
The competition for employees in todays tight labour market is fierce, and finding the right candidates is one of the biggest challenges facing HR professionals. Mistakes in hiring decisions come at a high cost to employerslost production time, decreased employee moral and high turnover. In this session you will discover the latest techniques for hiring the best employees for the job in the most efficient and cost-effective manner:
How are competencies - a powerful enabler to business performance?
Using competency-based interviewing techniques to avoid costly hiring mistakes
Measuring WHAT people do and HOW they deliver their service with equal importance
Assessing achievement and capability
Avoiding the common legal pitfalls surrounding hiring and interviewing practices
Focused interviewing techniques in 3 easy steps
Why retention is more important than ever and needs to be integrated into everything you do
Module 3: Developing Techniques to Effectively Manage Employee Performance
An effective performance management system will ensure that your workforce is highly productive. And HR s primary role in performance management is to provide managers with the tools, systems, training and skills that they need to manage individual, team and personal performance. This session will provide you with the knowledge you need to design a successful performance management system that will help your managers increase employee retention and productivity.
Using job descriptions as the building blocks for performance management: Why training your managers to draft and update them is a good idea
Designing and implementing a performance management system that suits your corporate culture and helps achieve your business objectives
How to design programs that are both consistent and flexible
Conducting performance appraisals: The art of giving feedback and constructive criticism
Module 4: Employee Relations Strategies: Proactively Managing Workplace Conflict and Increase Productivity
HR is responsible, in the first instance, for proactively managing employee relationships. However, when day-to-day conflicts inevitably arise you will need to address and, where necessary, investigate employee complaints. Done properly, employee relations strategies can actually improve moral, lead to improvements in policies and practices, keep disputes from turning into lawsuits and, most importantly, keep employees focused on their jobs. This session will provide you with strategies for keeping employee conflict from disrupting your workplace.
Strategies to prevent conflict arising
Techniques for handling individual grievances:
Designing and following disciplinary procedures
Conducting internal investigations
What you can do to minimize workplace disruptions resulting from personality conflicts: Dealing with employees grievances, anger and hostility
Techniques for communicating with difficult employees
Module 5: Policies and Procedures, Record keeping and Best Practice HR Administration
In order to protect your organization, as well as the rights of your employees, HR must draft policies and procedures for employee handbooks, establish an effective record keeping system that complies with legislation. How you approach these tasks will have a major impact on reducing the number of problems that arise in your workplace.
The benefits of an employee handbook. How to write clear handbook provisions to ensure full adherence to rules and regulations
Identifying essential documents to support, recruitment, performance management, employee development and conflict management
Clarification on what should and should not be kept in personnel files
Module 6: Designing and Implementing a Successful Employee Training and Development Program
Training and development is one of HR s most powerful retention tools. Because of the tight employment market, more and more companies are focusing on training in an effort to hold on to employees and develop their growth potential. This session will give you the know-how to design and implement orientation and training programs that will get your employees off to the right start and develop skills that will enable you to recruit from within.
Getting new employees off to a great start with a thorough orientation program
Mentoring, counselling, and coaching: The advantages of one-on-one training initiatives
Designing and implementing effective development programs
Using a variety of tools for identifying training needs and assess what skills and technical training are required
Understanding the key elements of the training cycle from identifying needs to evaluating and transferring learning
Module 7: The Future of HR: Preparing for the Challenges Ahead
With constantly changing laws, new and innovative HR trends, and fast-paced technological advances in business and the globalization of the workforce, it is more critical than ever for HR managers to be prepared for the future. This session will provide you with a forecast of what is to come along with strategies for meeting head-on the challenges you will be confronting in HR management
Managing employees on the net and telecommuters in the virtual office
Organizational development and change management
HR as a strategic business partner