human resources training programs

human resources training programs- It has now been established without any doubt whatsoever that lean operations and efficient systems lead directly to increased bottom line profits.

Many of the skills and competencies a workforce needs are acquired ‘on the job’. In order to ensure an organisation gets the best from this skills transfer it is important that Human Resources practitioners have a strong framework to support them. The course uses an activity based format that provides lots of practice in the art of Human capital Management in a safe environment.

As more and more responsibility is placed on the corporate business functions, the need has intensified for its practitioners to be highly skilled in Human Resources functions in the various elements of the Business Partnership Management and to be completely up to date with best practices in the industry both national and international.

Human Resources Manager/Supervisor/Line Managers must take their place alongside Business Developers and accountants as proficient and exceptionally well-trained  HR Operations professionals at all levels of the corporate organization.

 February 20ON: 2 (threributionure the entire human capital is in allignment You Will Learn How To:

• Understand competitive Human Resources Management
• Understand people Management?
• Provide the communication networks
• Implement  HR Supervisory Simulation techniques
• Execute Tactical and operational HR Management
• Ensure Effective Stakeholders Analysis
• Understand the Power and Interest of strategic Business Functions

The specific benefits of attending this training:

• Measuring productivity and improving it
• Estimating team requirements accurately
• Practical techniques to manage the critical functions of an effective HRM
• Scheduling work to meet volume and organizational targets
• Developing specific and realistic guidelines for planning and Controlling
• How to simplify, SIMPLIFY, SIMPLIFY—and increase productivity in the process
• The importance of focusing on the primary functions—and continuously improving your results
• How to be aware of the team’s rhythm by determining management techniques for scheduling work and evaluating functional operations
• Specific, proven techniques to reduce your operational downtime while increasing control and improving corporate performance and appraisals

Course Content for  Competencies in HR Management (Basic HR Management)

1. Stakeholders Management for effective results

• Elements of stakeholders Management
• Stakeholders Analysis
• Stakeholders Planning
• Stakeholders Priotization techniques

2. Strategic HR Business Partner process Management

• Human Capital Operations Management Planning
• Strategic Alignment for the HR Supervisor/ HR Manager

3. Human Resource Management detailing technique

• The Work Structure of work supervision/Management
• Planning work conversion method
• Implementation technique

4. Advanced Corporate HR Financial Management

• Budget Forecasting
• Budget development structuring
• Financial operations Master Budgeting
• Effective Financial Performance management

5. Training and coaching; the difference

• Qualities of a successful coach
• Identifying coaching opportunities
• How to build a coaching session
• Placing the emphasis for self-development where it should be
• Constructing and using learning logs
• Appropriate techniques to match specific situations
• Giving constructive feedback
• Monitoring your coaching effectiveness
• Identifying the key responsibilities of the role
• Leadership and management
• Is there a difference?
• Setting and achieving realistic goals
• Understanding what makes people tick
• Using a team’s key strengths to achieve results
• Proper prior planning
• An introduction to Critical Path Analysis
• The art of effective delegation
• Deciding what motivates our people

6. Identifying the key motivators in staff and using them to the benefit of the organization

• What de-motivates members of Staff?
• Active listening skills
• Non-verbal signals; their importance
• Questioning skills
• Building rapport
• Aggressive, submissive and assertive behavior
• Influencing a team’s performance
• using negotiation skills
• Objective setting
• Performance measures
• What are competencies?
• Understanding and evidencing behavior
• Managing poor performers
• Rewarding excellent performance
• Expected distribution curve
• Appraisal interviewing skills
• Interview practices

7. Coaching techniques and models

• Giving and receiving feedback
• Developing people; action planning techniques
• Identifying the necessary management skills
• Disciplinary and capability situations
• The difference between formal and informal action
• The value of good coaching in disciplinary and capability situations

8. Defining a grievance

• Identifying potential disciplinary and grievance issues
• Running a discipline/capability meeting
• Why do people come to work?
• Identifying the underlying causes of absence
• Long term and short term sickness issues
• A consideration of attendance procedures
• Return to work interviews
• Preparing for an attendance review meeting
• Practice running an attendance review
• The importance of follow-up

Who should attend the training?

Newly appointed as well as experienced Human Resources/Administrative Managers, Project Managers, Product Managers, Customer Service Managers, Supply Chain Managers, Customer Relationship Manager, Office Administrative Manager and other management personnel, Managers, supervisors, and data processing personnel interested in Human Resources best practices for the efficiency of systems and corporate operations