Employee Resourcing and Worker Motivation

Human Resources

Human Resource & Organisational Development Consultancy (HRODC) Postgraduate Training Institute
Course Objectives
By the conclusion of the specific learning activities delegates will:
- Exhibit an understanding of the desirability of a limited turnover of staff.
- Demonstrate their ability to determine the type of commitment that motivate 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 ™.
- 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 an a equality
perspectivea ™.
- Demonstrate the need to balance the a individualista ™ and a collectivista ™ perspective to motivation.
CONTENTS AND CONCEPTS
- 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 Reviewa ™ (SOR) as prerequisite for Human
Resource Forecasting
- The legal bases of Recruitment and Selection
- Job Design
- Types of Job Design
- Mechanistic Job Design
- Biological Job Design
- Motivational Job Design.
- Perceptual Job Design
- 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)
- Non-conventional Personnel Selection
- The value of Staff Induction
- Organising an induction programme
- Running an induction Programme
- Short listing candidates
- Conducting Selection Interviews
- The value of and problems of e-recruitment
- The different types and levels of e-recruitment
- Conducting periodic interviews
- Conducting exit interviews
- Directing Or Leading
- The Concept of Motivation
- Theories of Motivation
- Content Theories & Some of Their Contributors
- Maslowa ™s Hierarchy of Needs
- Analysis of Maslowa ™s Claims
- McClelland's Studies
- Taylor: Money & Motivation
- Motivator-Hygiene Factor: Herzberga ™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
Related Software Programs or Products: None
Related Awards, Degrees or Certifications: Diploma-Postgraduate
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 London, London,
Course Level:executive
Duration:6 days
Training Presented in:English
Master's Degree Program Provided by Human Resource & Organisational Development Consultancy (HRODC) Postgraduate Training Institute
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Employee Resourcing and Worker Motivation
CONTENTS AND CONCEPTS
- 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
- Job Design
- Types of Job Design
- Mechanistic Job Design
- Biological Job Design
- Motivational Job Design.
- Perceptual Job Design
- 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)
- Non-conventional Personnel Selection
- The value of Staff Induction
- Organising an induction programme
- Running an induction Programme
- Short listing candidates
- Conducting Selection Interviews
- The value of and problems of e-recruitment
- The different types and levels of e-recruitment
- Conducting periodic interviews
- Conducting exit interviews
- 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: Herzberg 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 - We offer a wide range of Postgraduate Courses, specifically designed to enhance the Employee Development and Continuous Professional Development (CPD) of Professionals and workers of all hierarchical levels within organisations. We maintain a viable presence in Construction, Government Organisations, Industrial Sub-Sectors, Banks, Commercial Institutions and Education, Internationally. A...
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