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
METHODOLOGY
Lectures Discussions Individual and group exercises Case studies Activities Post- Course Assessments Pre-Course Assessments Games and educational competitions Professional videos & Audio presentations