Objectives

By the end of the training seminar, participants will be able to:

• Describe the role or purpose of the HR function and the contribution the HR function makes to the achievement of organisational goals
• Explain the key principles and practices involved in
• HR strategy
• Recruitment and Selection
• Induction
• Retention
• Employee Relations
• Apply an effective performance management process
• Understand and use competencies for recruitment and performance management
• Know how to handle disciplinary issue
• Apply some of the key personal skills needed to succeed in HR

Outline

HR as Part of the Business

It is essential for an HR department to be a strategic influence over the business not an administrative function. This means that an HR professional must be aware of the needs of the business. This in turn requires an understanding of the socio-economic issues in your market place.

• Understanding the context
• Establishing the Socio-Economic developments
• Creating an HR department that lives the organisation’s brand values and HR and Culture
• Change management practices – changing the shape of the change curve
• Business awareness for HR professionals

The Component Parts of the HR Function

Establishing the expectations of the line management team. Finding the balance between the contribution made by line management and that made by HR. Creating an effective role for HR in the key functional areas.

• Recruitment and Selection – avoiding the common mistakes
• Using Competencies - establishing positive and negative descriptors within competencies
• Asking competency-based questions
• Matching Induction to Recruitment
• The role of the Employee Relations function within HR
• Handling Disciplinary and Grievance Issues – case studies

Refinements

Creating the practices that develop the contribution of the HR function. Developing the policies to support best practice. Making it happen for real.

• Making the links to precedent
• The HR department and labour law
• Developing Employee Relations policy to respond to socio-economic conditions
• Understanding Equality Diversity and Discrimination
• Case studies and policy implications
• How to design and implement a performance management system that impacts on the whole organisation

The Psychological Contract

Creating the conditions in which all employees can give their best. Finding the balance between employee’s rights and obligations. Understanding ambition; the need for career planning and personal development.

• Becoming an Employer of Choice
• Policies to create job Satisfaction
• Practices to improve Retention
• Identifying the Key Players
• Succession Planning and matching performance with potential
• Developing a Continuous Learning Culture           

The Way Forward

Moving forward into the new roles for HR professionals. Developing the role of the manager. Changing the nature of HR to reflect the new reality.

• Understanding Motivation and avoiding a simplistic approach
• Where pay and reward fit with motivation
• The Messages for Leaders
• Evolution of HR from Tactical to Strategic           
• Employee Relationship Management
• The personal skills needed for the new roles
• Influencing Skills
• Managing Conflict
• Assertiveness

Training Methodology:
This interactive training course includes the following training methodologies as a percentage of the total
tuition hours:-
• 30% Lectures, Concepts, Role Play
• 30% Workshops & Work Presentations, Techniques
• 20% Based on Case Studies & Practical Exercises
• 20% Videos, Software & General Discussions

Certificates

A Certificate of Completion will be issued to those who attend & successfully complete the programme.

Schedule

  08:30 – 10:15 First Session

 10:15 – 10:30 Coffee Break

10:30 – 12:15 Second Session

 12:15 – 12:30 Coffee Break

12:30 – 14:00 Third Session

 14:00 – 15:00 Lunch

 Fees

 The Fee for the seminar, including instruction materials, documentation, lunch, coffee/tea breaks & snack is: