• By the end of this course delegates will be able to:

  • Describe the role or purpose of the HR function and the contribution the HR function makes to the achievement of organizational goals
  • Explain the key principles and practices.
  • Apply an effective performance management process
  • Understand and use Competencies.
  • Know how to handle disciplinary issues.
  • Apply some of the key personal skills needed to succeed in HR
  • Know how to get the best from their greatest asset – their workforce.
  • Know how to handle change effectively from an HR point of view
  • Know how to increase productivity.
  • Know how to improve morale.
  • Know how to improve motivation.
  • Have an HR function which closely and in a mutually supportive way with the full line management team including Supervisors and Team Leaders
  • Be effective in a range of circumstances encountered by HR professionals.
  • Be confident in their approach to HR management.
  • Be confident in their dealing with line managers, Supervisors and Team Leaders
  • Know how an effective HR function is structured
  • Know how to handle a range of employee relations issues
  • Be able to define a clear purpose and role for the HR function and to develop and implement an HR strategy

• This program will cover:

  • The essential (or basic) component parts of an effective HR (or Personnel) function
  • Ideas for developing the function beyond the essential parts
  • The distinctions between the role of line supervisors/managers and the HR function
  • Who does what for example with
  • Handling change
  • Recruitment
  • Handling performance issues
  • Use of disciplinary procedure
  • The application of the theory of the Psychological Contract (how to get the best from the workforce)

• This interactive Training will be highly interactive, with opportunities to advance your opinions and ideas and will include;

  • Lectures
  • Workshop & Work Presentation
  • Case Studies and Practical Exercise
  • Videos and General Discussions

     HR as Part of the Business

• The Context
• Socio-Economic developments
• Pressures on HR
• The need for change
• Nationalization
• Handling change
• HR’s strategic role

The Component Parts of the HR Function

• Recruitment and Selection
• The effective interview
• Using competencies in recruitment
• Induction
• Employee Relations
• Corporate Social Responsibility
• Handling Disciplinary and Grievance Issues
• Equity and Diversity

Refinements

• Performance Management
• The differences between feedback and criticism
• Coaching for performance improvement
• The wider use of Competencies
• The use of competencies in an Assessment Centre
• Ten Tips for Becoming an Employer of Choice
• Coaching and Empowerment
• Branding your people processes
• The Employee Value Proposition

The Psychological Contract

• Satisfaction, Retention, and Value
• Identifying the Key Players
• Management Succession
• Motivation
• Developing a Continuous Learning Culture
• Delivering a Satisfied Workforce
• The Messages for Leaders
• Work Organization
• Merit Pay

The Way Forward

• Evolution of HR from Tactical to Strategic
• Employee Relationship Management
• The new HR Roles
• The personal skills needed for the future
• Influencing Skills
• Managing Conflict
• Assertiveness
• Personal Development