Essentials of Human Resources Management & Development

Introduction

Course Objectives of Human Resources Management & Development

• Demonstrate a thorough understanding of the nature of HR as a managerial function
• List all HR functions and responsibilities and identify their contributions to organizational success
• Play the four new roles that make HR a credible business partner in a modern organization
• Create an HR strategy that is aligned with the overall organizational strategy
• Measure the contribution of HR to the bottom line in both profit and non-profit organizations
• Assess the effectiveness of the human resources function through the use of 'SMART' Key Performance Indicators (KPIs) and indices
• Demonstrate how a competency framework can increase the effectiveness of the HR function
• List the core competencies of an HR professional.

Human Resources Management & Development Course Outlines 

Day 1

Human management: An overview

• Definition and objectives of modern HR management
• HR management now and then
• The main functions of HR management
• Organization
• Resourcing
• Climate and culture
• Training and development
• Performance management
• Total compensation management systems
• Personnel administration

Day 2

Competency-based HR management

• Competency definition
• Types of competencies
• The different competency components
• Competency-based recruitment and selection
• Competency-based training and development
• Competency-based performance management
• Benefits of competency-based HR?

HR business partner

• Four new roles to play
• Management of strategic HR
• Management of firm infrastructure
• Management of employee contribution
• Management of transformation and change
• Basic HR competencies required to play the four roles

Day 3

Recruitment Planning

• Adopting a “talent culture”
• Aligning our people requirements to business strategy
• The importance of creating a recruitment plan
• Recruitment and becoming an Employer of Choice
• Utilizing employee branding
• The recruitment process and the role of HR and managers
• Job descriptions, job analysis, and establishing the package
• Workforce planning

HR business partner and emotional intelligence

• The fundamental emotional intelligence framework
• The emotionally intelligent HR business partner

Day 4

Job analysis, description, and evaluation

• The pervasiveness of the job description
• Four approaches for conducting job analysis
• Job Key Result Areas (KRAs)
• Writing job descriptions using the job key result area approach
• Characteristics of effective job descriptions
• Guaranteeing 'internal consistency' through job evaluation
• A bird's eye view of the job evaluation system

Day 5

Fundamentals of strategic HR management

• Analysis of the environment
• From SWOT analysis to vision and mission statements
• The link between strategy and performance
• Organizational vs. HR key result areas
• Measuring HR KRAs through SMART Key Performance Indicators (KPIs)
• Turning key performance indicators into SMART objectives
• The balanced scorecard: an overview