Overview
HR has many important functions in the organization. These include recruitment and selection, performance management, learning and development, compensation and benefits, industrial relations, career planning and succession planning for existing employees.
In brief, human resource planning is a continuous effort to make sure that the organization has the right people in the right place at the right time to achieve its strategic goals.
The second HR function involves attracting people to work for the organization and selecting the best candidates.
Attracting people usually starts with a strong employer brand and the right sourcing strategies.
Once candidates apply, the selection process is an HR instrument to pick the best-qualified and highestpotential candidates. It’s vital to build an effective recruitment a selection process.
Performance management is essential in ensuring that workers stay productive and engaged. Good performance management involves strong leadership, clear goalsetting, and open feedback.
Skills development in they need is an essential responsibility for HR. Showing employees how their ambition can align with the future of the company helps to engage and retain them. For the organization, there are the benefits of better succession planning and higher productivity. Rewarding employees for their work is another essential HR function.
Compensation and benefits are integral to attracting the right kind of candidate for the role, and company. The total rewards framework shows that rewards are more than just money and other monetary benefits. Rewards include salary but also growth and career opportunities, status, recognition, a good organizational culture and a satisfying work-life balance.
Another function of HR is maintaining and cultivating relationships with labor unions and other collectives and their members. Maintaining good relations with unions will help to spot and resolve potential conflicts quickly and will also be beneficial in more difficult economic times when layoffs or other actions are required.
This HR training enhance company culture & boost employee productivity, participants will stay update with latest HR industry trends, optimise recruitment & retention strategies, foster harmony with conflict resolution skills and ensure HR legal compliance & safeguard interests.
Who should attend this course?
HR Professionals
HR Assistants and Coordinators
Administrative Personnel Transitioning to HR
Line Managers and Supervisors
Business Owners
Duration:
2 days
Course Objectives:
Upon completion of this programme, participants will be able to :
Identify all the functions in human resource management
Discuss the steps in Human Resource Planning, job analysis process and job design
Discuss recruitment and selection process
Master the knowledge of E. Law and manage employee disciplinary issues
Draft HR Policy for effective human resource management
Manage employees’ data in HRMS for effective data management
Apply different methods in training and development strategies
Describe various types of compensation and benefits packages
Highlight the purpose and process of performance management
Discover the strategies to build positive employees involvements and retention
Certified HR Advisor Training Course Outline
Module 1: Overview of Human Resources Management
Definition of Human Resources
Objectives of Human Resources
Role of Human Resources in a Business Context
Importance of HR Manager
Structure of the HR Department
Challenges Faced by an HR Department o Change Management o Leadership Development o
HR Effectiveness Measurement
Module 2: Employment Law
Employment Contracts
Data Protection
Health and Safety Regulations
Grievance, Discipline, and Dismissal
Redundancy • TUPE
Module 3: HR Policy
Devising the HR Agenda and Strategy
HR Policy Documentation o Purpose of HR Policy Documentation
HR Policy Reviews
Management of the Development of New HR Policies and Procedures
Implementation of New HR Policies and Procedures
Module 4: Human Resources Planning
What is human resource planning?
6 steps to create a strategic HR plan
Assess employees’ current skill levels
Forecast your labor needs based on available information
Revisit your organizational design
Outline how you will manage, motivate and retain talent
Align your workforce planning with your budget
Establish KPIs for your human resource planning objectives
Module 5: Recruitment & Selection (R & S)
Writing Job Specifications
Recruiting from CEO Level to Receptionist
Employee Handbook
Inductions
Cost Efficiencies
Recruitment Campaigns
Module 6: Compensation & Benefits (C & B)
Introduction to Remuneration
Maintaining a Pay Plan
Profit and Loss o Performance-Related Pay (PRP) o Bonuses • Budgeting
Module 7: Human Resource Management System (HRMS)
Generalist HR Activities
Documentation
Keep Personnel Files in HRMS
Starters and Leavers Administration
Absence and Sickness
Module 8: Industrial Relations Act & Employee Relations (IR/ER)
Support of Disciplinary and Grievance Cases
Communication with Employees
Conflict Management o Types of Conflict o Conflict Management Styles
Employee Engagement o Categories of Employee Engagement
Module 9: Performance Management (PM)
Overview of Performance Management
Development of an Engagement Programme o Performance Management Cycle o
Efficient Performance Management System o Performance Management Training
Setting Up a Benefit Structure
Performance Appraisal System
Module 10: Training and Development (T & D)
Importance of Learning and Development
Learning and Development Best Practice
Gap Analysis
Training Requirements o How to Create an Effective Training Program?
o Perform a Training Needs Assessment o
Keep Adult Learning Principles in Mind o
Develop Learning Objectives o Design
Training Materials o Develop Your Training
Materials o Implementation of Training o
Evaluate the Training
Talent Management Support
Training Methodology
Interactive lecture
Workshop exercises
Role Play
Group discussion
Presentation
Game
Video
Programme scope, delivery arrangements and suitability are confirmed during enquiry.