Human ResourceManagement a Practitioners Approach Course - Full-Time (6 Months),

Human Resources

Human Resource & Organisational Development Consultancy (HRODC) Postgraduate Training Institute
The Objectives of the course:
MODULE 1.: Human Resource and Personnel Management
- Demonstrate understanding of distinction between personal management and human resource management.
- Indicate the significant aspects in development of human resource management and personal management.
- Demonstrate an appreciation of important of welfare in the development of personal management and human resource management.
- Relate the part played by Cadburys Roundtree in the development of personal management and human resource management.
- Manage the strategic role.
- Illustrate the difference between the Hard approach to HRM and Soft approach to HRM
MODULE 2.: Human Resource Planning
- Suggest the importance of human resource planning in organisation management.
- Illustrate the significance of effective human resource.
- Determine the links between corporate planning and human resource planning.
- Indicate how human resource planning can support business systems.
- Determine when there is a need to review an organization human resource plans.
- Determine the factors influencing human resource planning
MODULE 3.: The Strategic Significance of Employee Resourcing & Approaches to Employee Resourcing
- Demonstrate their understanding of the importance of employee Resourcing in an organisational context
- Demonstrate their understanding of the different employee resourcing strategy
- Demonstrate their understanding of the benefits and drawbacks of individual employee Resourcing strategy
- Draw a parallel between material and facilities Resourcing and people Resourcing, from the standpoint of organisational effectiveness
- Defend the strategic importance of employee Resourcing
- Link employee Resourcing with business and organisational development
- Devise an effective employee Resourcing strategy
MODULE 4.: Employee Flexibility and Workforce Flexibility
- Demonstrate understanding of different type and levels of organisational flexibility, from an Industrial Relation or Employee Relations prospective.
- Suggest what Numerical Flexibility means.
- Indicate the benefits of functional flexibility of workers and managers
- Indicate the relationship between Temporal Flexibility and Financial Flexibility.
- Decide what workers or managers are likely to gain from Geographical Flexibility
MODULE 5.: Job Design and Recruitment and Selection: The legal Parameter
- Demonstrate their understanding of an effective job design system
- Relate the factors to be taken into account to ensure that job design tribute to organisational success
- Illustrate the legal bases of job design
- Distinguish between the different types of job design
- Demonstrate an understanding of ergonomics in job design
- Indicate the factors that contribute to fatigue and fatigue reduction
- Create a match between individual capabilities and orientation, on the one hand, and job design features, on the other
- Distinguish between the different types of job design
- Relate job design factors to the law
- Demonstrate an understanding of a reasonable supporta ™
- Illustrate the a balancea ™ that might be made between candidate immediate suitability and the possibility of Continuous Professional Development (CPD)
MODULE 10.: Dynamics of Organisational Change Management
- Demonstrate their awareness of the inevitability of organisational change.
- Demonstrate the need for a proactive stance in relation to Organisational change.
- Determine the factors, which contribute to workersa ™ resistance to change.
- Suggest the efforts, which an organisation might employ to reduce workersa ™ resistance to change.
- Demonstrate their awareness of change management and human resource implications.
- Distinguish between change strategies and approaches to change.
- Illustrate the advantages and disadvantages of each strategy.
- Manage latent and manifest resistance to change.
- Determine the situations when a particular approach might be appropriate.
- Determine the most effective ways of communicating change decisions to workers.
- Illustrate the advantages and drawbacks of group involvement in decisions related to change.
- Design measures, which will ensure change institutionalisation.
- Demonstrate leadership in the implementation of change, whilst avoiding whilst avoiding Human and Organisational Casualties.
MODULE 11.: Diversity Management Seminar (public course) 'The Management of Workforce Diversity A Value Added Inclusion'
- Distinguish between equal opportunities and diversity management.
- Demonstrate their awareness of the bases for racial, ethnic and gender discrimination, focusing on the social identity perspective.
- Be able to determine the organisational benefits of organisational diversity, on the bases of cost, resource acquisition, marketing, and creativity & system flexibility.
- Be aware of vital diversity factoids, useful to their organisationa ™s effective operation.
- Be able to design a system by which organisational diversity will be managed.
- Have devised a managed approach to organisational culture.
- Have devised a strategy for the creation of a bias-free human resource management.
- Have devised ways to encourage a a gender friendlya ™ work environment - manifest in a bias-free career & promotion system and reduction in work-family conflict.
- Demonstrate their understanding of a sentiencea ™ as a basis for discrimination.
- Have devised a system by which gender, racial and ethnic heterogeneity are promoted.
- Be aware of the de-moralising effect of a resonationa ™.
- Be able to recognise resonation, taking the necessary steps to avert or prevent its reoccurrence.
- Demonstrate their ability to manage complaints and disciplinary systems in such a way that all opportunities for discrimination are removed.
- Demonstrate their ability to apply their knowledge of organisational diversity to reducing the likelihood of a sentiencea ™.
- Have applied their understanding of organisational diversity to promote a desirable level of cohesiveness, reducing the likelihood of a groupthinka ™.
- Have demonstrated competence in a diversity counsellinga ™.
- Have demonstrated expertise in a relationship managementa ™.
- Have exhibited the ability to detect tendencies towards a sentiencea ™ as a direct result of diversity.
- Have demonstrated the ability to effectively manage in situations where sentience exists, progressing towards its elimination.
- Have demonstrated their ability to formulate, implement and monitor an effective diversity policy.
- Demonstrate exceptional leadership in the management of a diverse workforce.
MODULE 14.: Employee Resourcing: Recruitment and Selection
- Exhibit an understanding of the desirability of a limited turnover of staff.
- Demonstrate their ability to determine the type of commitment that motivates particular individuals to join an organisation.
- Have designed ways of stabilizing staff turnover/ high turnover.
- Be aware of how personnel demand forecast (PDF) is conducted.
- Demonstrate their ability to conduct a human resource audit.
- Be aware of the non-conventional selection methods.
- Be able to conduct periodic and exit interviews.
- Demonstrate their ability to conduct job analysis.
- Be able to design job description and personnel specification for particular roles.
- Be able to weight a candidate assessment form, on the basis of job description and personnel specification.
- Be able to use candidate assessment form in short listing and Interviews.
- Be able to conduct individual and panel interviews.
- Be capable of arriving at objective decisions in personnel Selection.
- Be able to analyse education, training and development programmes.
- Be able to design an effective induction package.
- Demonstrate an understanding of the legal bases of Employee Resourcing.
- Relate specific recruitment, selection, retention and exit issues to UK and European legislation.
- Cite Specific legislation and related cases relevant particular job design issues.
- Suggest the constraints that specific UK Protective Legislation place on the recruitment, selection and management of employees.
- Demonstrate their ability to lead a recruitment and Selection team.
- Be able to manage recruitment and selection within a a Resourcing contexta ™.
MODULE 15.: Trainer Training
- Be conversant with the theories of learning and memory crucial to the development and implementation of training programmes.
- Be aware of the taxonomy of educational objectives and translate these into individual capability and achievements.
- Determine the most appropriate way to organise training and development courses.
- Be able to equip a training room for maximum impact and effectiveness, within organisational budget and other constraints.
- Design courses that account for individual training needs and learning curve.
- Design learning objectives, mindful of what can be realistically achieved in terms of the experience and motivation of delegates.
- Be able to design learning experiences that will ensure that learning objectives are met taking account of relevant factors associated with established principles of learning.
- Be able to design appropriate delegate activities relevant to the stated learning objectives.
- Demonstrate their ability to prepare for and make effective oral presentations.
- Demonstrate their ability to conduct individual, team and organisational training needs analysis.
- Be able to use different internal sources of information to assess individual, team and organisation-wide immediate and future training and development needs.
- Be capable of designing evaluation questionnaire for individual courses, training programmes, and presenters.
- Be able to determine when training intervention is necessary.
- Be able to link organisational and subsystem business strategy to training and development strategy.
- Be able to position the training department within organisational corporate structure.
- Be able to design appropriate in-course evaluation.
- Design appropriate assessments and assessment strategy of award-bearing components of training programmes.
- Effectively structure training courses to incorporate formal presentations, delegate activities and evaluation.
- Be able to incorporate appropriate 'Ice-breaker' and 'Closure' activities that will enhance the effectiveness of individual training courses.
- Demonstrate exceptional leadership in the management of the learning environment.
- Effectively manage commissioning relationships.
- Effectively manage a training department.
MODULE 16.: Customer or Client Care
- Demonstrate an understanding of value of front-line staff to organisational effectiveness.
- Exhibit competence in fundamental aspects of customer/ client service - incorporating sensitivity to clientsa ™ needs.
- Exhibit a a functionala ™ level of interpersonal relationship.
- Communicate effectively with (Clients, Colleagues, Juniors, Managers)
- Demonstrate an understanding of the legal framework of client service.
- Recall fundamental elements of the a Sale of Goods Act 1979a ™.
- Recall the obligations of the retailer/ service provider under the a Sale of Goods Act 1979a ™.
- Recall the obligation of the producer of goods and service, under the a Sale of Goods Act 1979a ™.
- Demonstrate their ability to remain calm and courteous during unpleasant situations such as an encounter with an irate client.
- Exhibit an understanding of the functioning of a a client-driven organisationa ™.
- Exhibit an awareness of the high standard of service, which each client anticipates.
- Demonstrate their ability to initiate improvements in client service.
- Assist clients in solving their problems relating to products and service.
- Illustrate their ability to manage internal and external customer/ client care environments.
- Demonstrate their expertise in leading a customer/ client care team.
- An understanding of the fundamentals of leadership and management.
- Exhibit leadership in dealing with a the irate customer/ clienta ™.
- Provide examples of the legal application of a Fitness For Purposea ™.
- Demonstrate their ability to contribute to the maintenance of customer/ client loyalty.
- Illustrate their understanding of the need to Empower Front-line Staff to Redress a Dissatisfactory Client/ Customer Situationsa ™.
- Exhibit a willingness to seek help and advice from colleagues and managers, when faced with difficult situations.
- Appreciate the need to maintain a a generalised client/ customer information systema ™.
- Recall the obligation of the service provider/ product retailer, and manufacturer under The Supply of Goods and Services Act 1982.
- Determine what constitutes a a non-bindinga ™ contract, under The Unfair Terms in Consumer Contracts Regulations 1999.
- Suggest the role of the Office of Fair Trading (OFT), in dealing with consumersa ™ complaints under The Unfair Terms in Consumer Contracts Regulations 1999.
- Indicate The Powers of the Office of Fair Trading, under the Unfair Terms in Consumer Contract Regulations 1999.
- Determine the role of Trading Standards in dealing with consumer complaints.
- Recall important points of law in the Unfair Terms in Consumer Contract Regulations 1999
MODULE 17.: Motivating Workers: Intrinsic and Extrinsic Rewards
- Demonstrate an understanding of the concept of motives and their value in organisational and subsystem effectiveness.
- Distinguish between the different sets of motivation theories, notably content, process and reinforcement.
- Demonstrate their ability to translate motivation theory into practice.
- Evaluate the appropriateness of the application of particular theoretical aspects of motivation to specific situations.
- Demonstrate their ability to formulate a comprehensive motivation strategy.
- Critically appraise existing motivation strategy within their organisations, identifying and addressing gaps.
- Formulate a workable motivation strategy.
- Follows the common trends in the popular motivation theories.
- Demonstrate their appreciation of the need for a variance in intrinsic and extrinsic values if motivation.
- Demonstrate how popular motivation theories have contributed to our understanding of worker behaviour.
- Locate performance related pay, productivity bonuses and other remuneration inducement within existing motivation theory.
- Illustrate how the contingency approach to motivation might be applied to different situations.
- Indicate the part that training and development play in worker motivation.
- Manage the process of motivation, taking account of socio cultural and economic differences.
- Manage the motivation process, taking account of the differences in preferences and expectation of workers.
- Apply the a equitya ™ theory to work situation from a a differentiation perspectivea ™, rather than and equality perspectivea ™
- Demonstrate the need to balance the a individualista ™ and a collectivista ™ perspective to motivation
Related Software Programs or Products: None
Related Awards, Degrees or Certifications: Postgraduate Diploma , MSc
Related Jobs or Careers: Human Resource Professionals Human Resource Managers Human Resource Specialists who need to expand their knowledge
This is primarily ilt training
on-line e-learning cbt (computer based)This is an online eLearning or CBT training program
on-line tutorialThis is an online tutorial
self directedThis is a self-directed course
instructor led trainingThis class may be available at a classroom in Wolverhampton, West Midlands,
Course Level:executive
Duration:6 months
Training Presented in:English
Master's Degree Program Provided by Human Resource & Organisational Development Consultancy (HRODC) Postgraduate Training Institute
  • M asked: how does one get enroled in the program
Human ResourceManagement a Practitioners Approach Course - Full-Time (6 Months),
The Objectives of the course:
MODULE 1.: Human Resource and Personnel Management
- Demonstrate understanding of distinction between personal management and human resource management.
- Indicate the significant aspects in development of human resource management and personal management.
- Demonstrate an appreciation of important of welfare in the development of personal management and human resource management.
- Relate the part played by Cadburys Roundtree in the development of personal management and human resource management.
- Manage the strategic role.
- Illustrate the difference between the Hard approach to HRM and Soft approach to HRM
MODULE 2.: Human Resource Planning
- Suggest the importance of human resource planning in organisation management.
- Illustrate the significance of effective human resource.
- Determine the links between corporate planning and human resource planning.
- Indicate how human resource planning can support business systems.
- Determine when there is a need to review an organization human resource plans.
- Determine the factors influencing human resource planning
MODULE 3.: The Strategic Significance of Employee Resourcing & Approaches to Employee Resourcing
- Demonstrate their understanding of the importance of employee Resourcing in an organisational context
- Demonstrate their understanding of the different employee resourcing strategy
- Demonstrate their understanding of the benefits and drawbacks of individual employee Resourcing strategy
- Draw a parallel between material and facilities Resourcing and people Resourcing, from the standpoint of organisational effectiveness
- Defend the strategic importance of employee Resourcing
- Link employee Resourcing with business and organisational development
- Devise an effective employee Resourcing strategy
MODULE 4.: Employee Flexibility and Workforce Flexibility
- Demonstrate understanding of different type and levels of organisational flexibility, from an Industrial Relation or Employee Relations prospective.
- Suggest what Numerical Flexibility means.
- Indicate the benefits of functional flexibility of workers and managers
- Indicate the relationship between Temporal Flexibility and Financial Flexibility.
- Decide what workers or managers are likely to gain from Geographical Flexibility
MODULE 5.: Job Design and Recruitment and Selection: The legal Parameter
- Demonstrate their understanding of an effective job design system
- Relate the factors to be taken into account to ensure that job design tribute to organisational success
- Illustrate the legal bases of job design
- Distinguish between the different types of job design
- Demonstrate an understanding of ergonomics in job design
- Indicate the factors that contribute to fatigue and fatigue reduction
- Create a match between individual capabilities and orientation, on the one hand, and job design features, on the other
- Distinguish between the different types of job design
- Relate job design factors to the law
- Demonstrate an understanding of reasonable support
- Illustrate the balance that might be made between candidate immediate suitability and the possibility of Continuous Professional Development (CPD)
MODULE 10.: Dynamics of Organisational Change Management
- Demonstrate their awareness of the inevitability of organisational change.
- Demonstrate the need for a proactive stance in relation to Organisational change.
- Determine the factors, which contribute to workers resistance to change.
- Suggest the efforts, which an organisation might employ to reduce workers resistance to change.
- Demonstrate their awareness of change management and human resource implications.
- Distinguish between change strategies and approaches to change.
- Illustrate the advantages and disadvantages of each strategy.
- Manage latent and manifest resistance to change.
- Determine the situations when a particular approach might be appropriate.
- Determine the most effective ways of communicating change decisions to workers.
- Illustrate the advantages and drawbacks of group involvement in decisions related to change.
- Design measures, which will ensure change institutionalisation.
- Demonstrate leadership in the implementation of change, whilst avoiding whilst avoiding Human and Organisational Casualties.
MODULE 11.: Diversity Management Seminar (public course) 'The Management of Workforce Diversity A Value Added Inclusion'
- Distinguish between equal opportunities and diversity management.
- Demonstrate their awareness of the bases for racial, ethnic and gender discrimination, focusing on the social identity perspective.
- Be able to determine the organisational benefits of organisational diversity, on the bases of cost, resource acquisition, marketing, and creativity & system flexibility.
- Be aware of vital diversity factoids, useful to their organisation s effective operation.
- Be able to design a system by which organisational diversity will be managed.
- Have devised a managed approach to organisational culture.
- Have devised a strategy for the creation of a bias-free human resource management.
- Have devised ways to encourage a gender friendly work environment - manifest in a bias-free career & promotion system and reduction in work-family conflict.
- Demonstrate their understanding of sentience as a basis for discrimination.
- Have devised a system by which gender, racial and ethnic heterogeneity are promoted.
- Be aware of the de-moralising effect of resonation .
- Be able to recognise resonation, taking the necessary steps to avert or prevent its reoccurrence.
- Demonstrate their ability to manage complaints and disciplinary systems in such a way that all opportunities for discrimination are removed.
- Demonstrate their ability to apply their knowledge of organisational diversity to reducing the likelihood of sentience .
- Have applied their understanding of organisational diversity to promote a desirable level of cohesiveness, reducing the likelihood of groupthink .
- Have demonstrated competence in diversity counselling .
- Have demonstrated expertise in relationship management .
- Have exhibited the ability to detect tendencies towards sentience as a direct result of diversity.
- Have demonstrated the ability to effectively manage in situations where sentience exists, progressing towards its elimination.
- Have demonstrated their ability to formulate, implement and monitor an effective diversity policy.
- Demonstrate exceptional leadership in the management of a diverse workforce.
MODULE 14.: Employee Resourcing: Recruitment and Selection
- Exhibit an understanding of the desirability of a limited turnover of staff.
- Demonstrate their ability to determine the type of commitment that motivates particular individuals to join an organisation.
- Have designed ways of stabilizing staff turnover/ high turnover.
- Be aware of how personnel demand forecast (PDF) is conducted.
- Demonstrate their ability to conduct a human resource audit.
- Be aware of the non-conventional selection methods.
- Be able to conduct periodic and exit interviews.
- Demonstrate their ability to conduct job analysis.
- Be able to design job description and personnel specification for particular roles.
- Be able to weight a candidate assessment form, on the basis of job description and personnel specification.
- Be able to use candidate assessment form in short listing and Interviews.
- Be able to conduct individual and panel interviews.
- Be capable of arriving at objective decisions in personnel Selection.
- Be able to analyse education, training and development programmes.
- Be able to design an effective induction package.
- Demonstrate an understanding of the legal bases of Employee Resourcing.
- Relate specific recruitment, selection, retention and exit issues to UK and European legislation.
- Cite Specific legislation and related cases relevant particular job design issues.
- Suggest the constraints that specific UK Protective Legislation place on the recruitment, selection and management of employees.
- Demonstrate their ability to lead a recruitment and Selection team.
- Be able to manage recruitment and selection within a Resourcing context .
MODULE 15.: Trainer Training
- Be conversant with the theories of learning and memory crucial to the development and implementation of training programmes.
- Be aware of the taxonomy of educational objectives and translate these into individual capability and achievements.
- Determine the most appropriate way to organise training and development courses.
- Be able to equip a training room for maximum impact and effectiveness, within organisational budget and other constraints.
- Design courses that account for individual training needs and learning curve.
- Design learning objectives, mindful of what can be realistically achieved in terms of the experience and motivation of delegates.
- Be able to design learning experiences that will ensure that learning objectives are met taking account of relevant factors associated with established principles of learning.
- Be able to design appropriate delegate activities relevant to the stated learning objectives.
- Demonstrate their ability to prepare for and make effective oral presentations.
- Demonstrate their ability to conduct individual, team and organisational training needs analysis.
- Be able to use different internal sources of information to assess individual, team and organisation-wide immediate and future training and development needs.
- Be capable of designing evaluation questionnaire for individual courses, training programmes, and presenters.
- Be able to determine when training intervention is necessary.
- Be able to link organisational and subsystem business strategy to training and development strategy.
- Be able to position the training department within organisational corporate structure.
- Be able to design appropriate in-course evaluation.
- Design appropriate assessments and assessment strategy of award-bearing components of training programmes.
- Effectively structure training courses to incorporate formal presentations, delegate activities and evaluation.
- Be able to incorporate appropriate 'Ice-breaker' and 'Closure' activities that will enhance the effectiveness of individual training courses.
- Demonstrate exceptional leadership in the management of the learning environment.
- Effectively manage commissioning relationships.
- Effectively manage a training department.
MODULE 16.: Customer or Client Care
- Demonstrate an understanding of value of front-line staff to organisational effectiveness.
- Exhibit competence in fundamental aspects of customer/ client service - incorporating sensitivity to clients needs.
- Exhibit a functional level of interpersonal relationship.
- Communicate effectively with (Clients, Colleagues, Juniors, Managers)
- Demonstrate an understanding of the legal framework of client service.
- Recall fundamental elements of the Sale of Goods Act 1979 .
- Recall the obligations of the retailer/ service provider under the Sale of Goods Act 1979 .
- Recall the obligation of the producer of goods and service, under the Sale of Goods Act 1979 .
- Demonstrate their ability to remain calm and courteous during unpleasant situations such as an encounter with an irate client.
- Exhibit an understanding of the functioning of a client-driven organisation .
- Exhibit an awareness of the high standard of service, which each client anticipates.
- Demonstrate their ability to initiate improvements in client service.
- Assist clients in solving their problems relating to products and service.
- Illustrate their ability to manage internal and external customer/ client care environments.
- Demonstrate their expertise in leading a customer/ client care team.
- An understanding of the fundamentals of leadership and management.
- Exhibit leadership in dealing with the irate customer/ client .
- Provide examples of the legal application of Fitness For Purpose .
- Demonstrate their ability to contribute to the maintenance of customer/ client loyalty.
- Illustrate their understanding of the need to Empower Front-line Staff to Redress Dissatisfactory Client/ Customer Situations .
- Exhibit a willingness to seek help and advice from colleagues and managers, when faced with difficult situations.
- Appreciate the need to maintain a generalised client/ customer information system .
- Recall the obligation of the service provider/ product retailer, and manufacturer under The Supply of Goods and Services Act 1982.
- Determine what constitutes a non-binding contract, under The Unfair Terms in Consumer Contracts Regulations 1999.
- Suggest the role of the Office of Fair Trading (OFT), in dealing with consumers complaints under The Unfair Terms in Consumer Contracts Regulations 1999.
- Indicate The Powers of the Office of Fair Trading, under the Unfair Terms in Consumer Contract Regulations 1999.
- Determine the role of Trading Standards in dealing with consumer complaints.
- Recall important points of law in the Unfair Terms in Consumer Contract Regulations 1999
MODULE 17.: Motivating Workers: Intrinsic and Extrinsic Rewards
- Demonstrate an understanding of the concept of motives and their value in organisational and subsystem effectiveness.
- Distinguish between the different sets of motivation theories, notably content, process and reinforcement.
- Demonstrate their ability to translate motivation theory into practice.
- Evaluate the appropriateness of the application of particular theoretical aspects of motivation to specific situations.
- Demonstrate their ability to formulate a comprehensive motivation strategy.
- Critically appraise existing motivation strategy within their organisations, identifying and addressing gaps.
- Formulate a workable motivation strategy.
- Follows the common trends in the popular motivation theories.
- Demonstrate their appreciation of the need for a variance in intrinsic and extrinsic values if motivation.
- Demonstrate how popular motivation theories have contributed to our understanding of worker behaviour.
- Locate performance related pay, productivity bonuses and other remuneration inducement within existing motivation theory.
- Illustrate how the contingency approach to motivation might be applied to different situations.
- Indicate the part that training and development play in worker motivation.
- Manage the process of motivation, taking account of socio cultural and economic differences.
- Manage the motivation process, taking account of the differences in preferences and expectation of workers.
- Apply the equity theory to work situation from a differentiation perspective , rather than and equality perspective
- Demonstrate the need to balance the individualist and collectivist perspective to motivation
MODULE 1.: Human Resource and Personnel Management
The Development Of HRM. Personnel and HRM:
- A Distinction.
- The advent of welfare management.
- The role of Row tree in industrial welfare development.
- Welfare workers and recruitment and selection.
- The development of professional personnel and human resource management.
- Concerns of personnel management:
- Recruitment and Selection
- Workers Welfare and Benefits
- Industrial Relations
- Staff Appraisal
- Training
- The strategic significance of human resource management.
- Concerns of human resource management:
- Recruitment
- Selection
- Motivation
- Human Resource Planning
- Workforce Management Strategy (Workforce Flexibility)
- Flexible Working Strategy
MODULE 2.: Human Resource Planning
- The rationale for human resource planning (HRP).
- The link between HRP and corporate planning.
- The investigation and forecasting processes-understanding contextual influences.
- Designing, implementing and reviewing the effectiveness of HRP
MODULE 3.: The Strategic Significance of Employee Resourcing & Approaches to Employee Resourcing
- The role of employee resourcing in contributing to corporate strategies and goals
- The role of internal and stakeholders in the employee resourcing process
- Managing the potentially conflicting concerns of stakeholders in employee resourcing
- Dealing with stakeholders values and expectations
- Traditional approaches to employee resourcing
- Emergent and contingency approaches to employee resourcing
- The role of employee resourcing in business and subsystem strategy
- The role of employee resourcing in the development of organisational strategy
- Organisational strategy and employee resourcing strategy compatibility
MODULE 4.: Employee Flexibility and Workforce Flexibility
Alternative patterns of work and the increase in the non-standard contracts:
- The different forms of worker flexibility
- Elements of Workforce Flexibility
- Numerical Flexibility
- Functional Flexibility
- Temporal Flexibility
- Financial Flexibility
- Geographical Flexibility
- Hard and Soft HRM
- The flexibility debate:
- The concept of the flexible firm
- The strategic use of flexible workers
- Flexibility strategies for economic development
MODULE 5.: Job Design and Recruitment and Selection: The legal Parameter
- Effective job design
- HRP and job design;
- Difference approaches to job design;
- Mechanistic job design
- Biological job design
- Perceptual job design
- Motivational job design
- Linking job design with motivation theory
- The recruitment process and the law
- Job analysis as a basis for effective recruitment and selection
- Job description;
- Personnel specification and the law
- Measuring the effectiveness of recruitment and selection: Validating recruitment and selection methods,
- Recruitment Method reliability,
- Monitoring recruitment and selection Policy,
- Recruitment and selection and continuous professional development (CPD)
MODULE 6.: The Newcomer: A Strategic View
Managing entry into the organisation:
- Induction Programmes: A Strategic View;
- Transmitting corporate values;
- Enhancing the Probationary Experience;
- Valuing and Exploiting Intellectual Capital: A Strategic Perspective;
- Intellectual Property Rights: Intellectual Property Law
- Learning from Early Leavers
- Using Exit Interviews/ Questionnaires
MODULE 7.: Employee Retention: An introduction to talent management
Career management: career theory, career development, management and succession planning:
- Management succession charts
- Psychometric testing
- The psychological contract and the impact on employee retention
MODULE 8.: Human Resource and Performance Management
Assessing the nature and causes of performance problems:
- Managing poor performance
- Managing absence
- Dealing with harassment
- The effective management of retirement, redundancy, dismissal and voluntary turnover.
- Evaluating the mechanisms available for preventing or alleviating poor performance
MODULE 9.: Organisational Development
- What is Organisational Development (OD)?
- OD and Organisational Effectiveness:
- Differing Perspectives
- Micro-OD
- Macro-OD
- OD Interventions
- Determining OD Success
MODULE 10.: Dynamics of Organisational Change Management
- Change and Its Inevitability.
- Anticipating The Need For Change.
- Resistance To Change:
- Latent & Manifest.
- Change Management And Human Resources Implications.
- Pertinent Factors Associated With Change Implementation.
a) Approaches To Change:
- Their Merits & Demerits.
- The Big Bang Approach.
- The Incremental Approach.
- Strategies For Effecting Change
b) Influence Change Strategies:
- When They Should Be Used Or Avoided.
- Control Change Strategies:
- When They Should Be Used Or Avoided.
- Communicating Organisational Change. (Organisational change).
- Communication Media:
- Mass or Personalised Communication?
- Mode and Channels of Communication.
- Getting The Message Right.
- Timing of Communication.
- Who Should Communicate What, When?
- Use of Groups In Change Process.
- Managing latent and manifest resistance to change.
- Effective, overall, change leadership.
- Leading change implementation.
- Selecting the Appropriate Change Agent
- Internal or External.
- Speed of Change
c) Change Acceleration:
- Averting Organisational (organizational) and Individual casualties.
- Confidence.
- Change Tolerance and Individual Stress Levels.
- Managing the External Environment:
- Improving Perception and Instilling
- Stakeholders, generally.
- Shareholders and Funding Agents.
- Customers and Clients.
- Potential Customers and Clients.
- Change Institutionalisation:
- Returning To Normality
MODULE 11.: Diversity Management Seminar (public course) 'The Management of Workforce Diversity A Value Added Inclusion'
a) The concepts of equal opportunities and diversity management.
- Exploring Workforce Diversity
- Cultural Diversity, generally
- Gender Diversity
- Racial Diversity
- Ethnic Diversity
- Age Diversity
- Perceptual and Mental Diversity
- Physical Diversity
- Sexuality Diversity
- Sentience as a basis for racial, ethnic and gender discrimination.
- Racial, ethnic and gender discrimination: the social identity Perspective.
- Equal Opportunities in employment and the British Legislation.
- Gender and sex discrimination.
- Age Discrimination (ageism and reverse ageism).
- Disability discrimination.
- Racial discrimination.
- Discrimination as Social Identity.
- Understanding and dealing with Sentience.
- The effectiveness of the British Legislation in protecting the rights of the disadvantaged groups.
- Gender Disparity in Organisations:
- An Analysis of the status of women in the workplace
- Diversity Mismanagement and its consequence for organisational survival:
- Some case examples
b) Beyond Equal Opportunities:
- Towards Diversity Management
- Diversity management and effective human resource utilization.
- Constitution of committees and task forces.
- Gate keeping:
- Avoiding resonation
- Utilizing marketing intelligence.
- Activities Necessary For An Effective Management of Organisational Diversity:
- Managing Organisational Culture
- Ensuring Human Resource Management System Is Bias Free.
- Managing Diversity through:
- Recruitment
- Training
- Education
- Development
- Managing Diversity in:
- Appraisal
- Compensation
- Benefits
- Promotion.
- Creating a Higher Career Involvement of Women:
- Eliminating Dual Career Routes
- Managing Diversity through the Prevention of Subtle Sexual Harassment
MODULE 12. Organisational Culture & Communication
a) Organisational:
- Culture
- Task Culture
- Role
- Person
- Power Cultures
- The relationship between Organisational Culture and Organisational Structure.
- Communication:
- A Definition
- The communication process
b) Methods of communication:
- Oral
- Written
- Non-verbal
- Electronic (Computer aided communication)
MODULE 13. Communication & the Organisation s Cross Cultural Environment
- Barriers to effective communication
- Filtering
- Selective perception
- Emotions
- Language
- Culture
- Miss-management of multiculturalism
- Gender differences
- Conflict between body language and spoken words
- Efforts to avert or eliminate communication barriers
MODULE 14.: Employee Resourcing: Recruitment and Selection
- Staff turnover and negative and positive impact on the organisation;
- Levels of Individual Commitment of potential and new recruits.
- Moral Commitment.
- Remunerative Commitment.
- Calculative Commitment.
- Recruitment and Selection as a Resourcing activity.
- Training, Education, Development as facilities for new recruits.
- The importance of Human resource Forecasts.
- Methods of forecasting human Resource needs of the Organisation.
- Strategic Operational Review (SOR) as prerequisite for Human resource forecasting.
- The legal bases of Recruitment and Selection.
- Importance of Human Resource Audit.
- Conducting Human Resource Audit.
- Periodic and Exit Interviews.
- Systematic Recruitment and Selection Process.
- Conducting Job Analysis.
- Designing Job Description.
- Designing Personnel Specification.
- Market Targeting.
- Designing and placing Advertisement.
- Weighting and Using Candidate Assessment Form (CAF).
- Conducting Interviews.
- Non-conventional Personnel Selection.
- The value of Staff Induction.
- Organising an induction programme.
- Running an induction Programme.
- Short-listing candidates.
- Conducting Interviews.
- The value of and problems of e-recruitment.
- The different types and levels of e-recruitment.
- Conducting periodic interviews.
- Conducting exit interviews.
- Job design and the law
MODULE 15.: Trainer Training
- Learning And Memory.
- Conditions Conducive To Learning And Memory.
- The Taxonomy Of Educational Objectives.
- Establishing Learning Objectives.
- Value Of Varied Learning Experiences.
- Determining The Content Of Training Programmes.
- Designing Delegate Activities, In Line With Established Objectives.
- Effective Oral Presentations.
- Designing Training Courses.
- Designing Ice-Breaker And Closure Activities.
- Creating An Ideal Setting.
- Designing Course Evaluation Questionnaires
MODULE 16.: Customer or Client Care
- Who is a front-line staff ?
- Who has customer/ client-relation and customer/ client-relation responsibility?
- Value of front-line staff to organisational effectiveness:
- Features of a Client-Driven Organisation
- Internal & External Factors Influencing Client Behaviour
- Client Motivation
- Responsibility of the service provider/ goods retailer, and manufacturer under The Supply of Goods and Services Act 1982.
- How Can We Assure Clients That They Are Getting a Good Deal?
- Working Towards Clients Continued Accessing of Service
- The Sale of Goods Act
- Legal Interpretation of Fitness For Purpose
- Sensitisation & Client Needs:
- Role Transposition
- What To Know About Your Clients
- Maintaining a Generalised Client Information System
- Dealing With Sensitive Situations:
- Confidentiality VS Disclosure
- Dealing With an Irate Client:
- Understanding Clients Frustration
- Improving Worker-Client Relation
- Dealing with the irate customer/ client.
- Communication:
- Perfecting The Approach & Offering Assistance
- Contributing to the maintenance of customer/ client loyalty
- Empowering Front-line Staff to Redress Dissatisfactory Client/ Customer Situations
- Seeking help and advice from colleagues and managers, when faced with difficult situations
- Dealing with conflict between client/ customer and front-line staff.
- The responsibility of service provider/ goods retailer under The Sale and Supply of Goods to Consumers Regulations 2002.
- Client Service:
- The Legal Environment
- Obligations of the retailer/ service provider under the Sale of Goods Act 1979
- The responsibility of service provider/ goods retailer under The Sale and Supply of Goods to Consumers Regulations 2002.
- The Unfair Terms in Consumer Contract Regulations 1999.
- What constitutes a non-binding contract, under The Unfair Terms in Consumer Contracts Regulations 1999.
- The role of the Office of Fair Trading (OFT), in dealing with consumers complaints under The Unfair Terms in Consumer Contracts Regulations 1999.
- The Powers of the Office of Fair Trading, under the Unfair Terms in Consumer Contract Regulations 1999s.
- The role of Trading Standards in dealing with consumer complaints
MODULE 17.: Motivating Workers: Intrinsic and Extrinsic Rewards
- Directing Or Leading.
- The Concept of Motivation.
- Theories of Motivation.
- Content Theories & Some of Their Contributors.
- Maslow s Hierarchy of Needs.
- Analysis of Maslow s Claims.
- McClelland's Studies.
- Taylor: Money & Motivation.
- Motivator-Hygiene Factor: Hertzberg s Contribution.
- Process Theories.
- Equity Theory.
- Goal-Setting Theory.
- Expectancy Theory.
- Equitable Reward Systems.
- Reinforcement Theories.
- Reinforcement Theory.
- Motivation & Contingency Theory.
- Designing An Effective Motivation Strategy.
- The collectivist Vs the individualist perspective of motivation.
- Common trends in Motivation theories.
- Intrinsic and extrinsic values of motivation.
- Motivation and worker behaviour.
- The extent to which salary or wages inducement motivate workers.
- Performance Related Pay (PRP).
- Productivity Bonuses.
- Efficiency Gains.
- Profit Share.
- The contingency approach to motivation.
- Social differentiation in motivation.
- Culture differentiation in motivation.
- Wealth as a factor in motivation.
- Class as an issue in Motivation.
- Individual expectation and motivation.
- Individual preferences as a motivating factor
About The Training Provider: Human Resource & Organisational Development Consultancy (HRODC) Postgraduate Training Institute
Human Resource & Organisational Development Consultancy (HRODC) Postgraduate Training Institute - HRODC Postgraduate Training Institute is a Graduate Institution Registered with the UK Register of Learning Providers (UKRLP), of the Department for Business, Innovation and Skills (BIS), formerly Department for Innovation, Universities and Skills (DIUS). Its Registration Number is: 10019585 and can be Verified at: It provides Intensive Full-Time Postgraduate Diploma Courses. 3 Months Intensive...
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