The field of human resources management is greatly influenced and shaped by the laws governing employment issues all over the world.
This course is designed to enable the participant/ human resource practitioner to recognize and analyze potential legal implications of common workplace situations; to understand and evaluate current trends and issues in employment law; and to apply this knowledge to effectively manage risk in the employment relationship.
This course emphasizes the development of analytical skills through assigned readings, preparation of case briefs and class discussion.
Course highlights
- Introductions and Course Description
- Overview of the general legal system
- Employment Relationship: Overview of Employment Law
- Distinguishing employment law from labor law
- Introduction to Employment Law
- Employment Relationships: Contractual and Tort Themes
- Employment Discrimination
- Employment Discrimination
- Public Employment and Labor Law
- Occupational Safety and Health Act
- Employee Privacy Topics
Scope: Global Mode of training: Virtual Time: From 9:00am to 12:00pm
Dates:
August 10-14, 2020
October 26-30, 2020
Dec 14-18, 2020
Related Courses
Course Name
Dates
Action
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Within customer service there are many elements which must be organized, but the crucial constant factor is the human element – how people are treated and communicated with. Customers are people, and people tend to behave like people and respond to people. They do not behave like computers, and they don’t respond like machines.
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GLOBAL HR PRACTICES, LOCAL HR IMPACT
From financial basics to understanding the essence of cash flow to corporate value creation, this comprehensive program covers all aspects of corporate finance that you need to know. This course aims at assisting non-finance managers to contribute more effectively to the success of their organisations through greater understanding of corporate financial management. Participants will come away better equipped to speak and interact intelligently with finance colleagues…make more informed business decisions...analyze financial statements with clarity...know the workings of the financial markets…and understand that the core purpose of your organisation is to increase shareholder value.
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HUMAN RESOURCE INFORMATION SYSTEMS (HRIS)
By attending this course, you will cut through the chaos to a direct solution that guarantees you a systematic approach to leveraging technology and data across the employee lifecycle (from recruitment to off-boarding and succession planning), which is more strategic now than ever before. HR data tends to be fragmented with manual processes for tracking employee information.
Contemporary Human Resource professionals must be versatile enough to meet the information needs of multiple stakeholders to facilitate various organizational processes and HRIS provide that platform.
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THE DIGITAL HR FOR EFFECTIVE SERVICE DELIVERY
The era of true digital disruption has finally hit organisations, transforming the way HR Professionals deliver services to their organisations. The all-digital world is changing how we live, work, and conduct.
For HR professionals, this digital transformation poses two fundamental challenges: First, the obligation to help their organisations and employees shift to a digital mind-set, a digital way of managing, organizing, and leading change. Second, the obligation to revolutionize the entire employee experience by transforming the way they communicate and use technology via new digital platforms, apps, and ways of delivering services.
Today there are more than 7 billion mobile devices in the world, and more than 40 percent of all Internet traffic is driven by these devices, yet organisational teams remain far behind in deploying mobile solutions. Don’t be left out while fellow HR professionals around the world go digital.
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TRAINING NEEDS ASSESSMENT (TNA) & TRAINING VALUE ANALYSIS (TVA)
Course Objectives
Regardless of how impressive or popular training programs appear to be, outcomes rule the day and they must be measured in systematic and quantitative terms.
This boils down to two areas: 1. Costs and 2. Results.
Good training value analysis is essential if the organisation is to align the skills currently available with those required to meet strategic objectives. If conducted properly, it will also help you to diagnose when training will solve certain problems and issues and when alternative interventions might be needed. This thoroughly practical workshop will help prepare all those involved in a training needs analysis to play their part effectively to ensure the right training intervention is provided using the right training approaches that guarantee maximum value and return on investment (ROI).
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MANAGING THE TRAINING AND DEVELOPMENT FUNCTION
This programme focuses on the alignment of training and development to the short- and long-term strategies of the organisation through continuous improvement of people skills and multi-skilling in what is commonly referred to as Human Resource Development.
It addresses how to ensure alignment, methods to measure return on Training and Development investment, Training and Development Policy, appraising business situations to establish the learning priorities, developing a learning culture, making the most of what are often tight budgets and the trainer as an internal consultant.
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HR METRICS AND ANALYTICS
When it comes to workforce decisions, HR professionals too often rely on intuition and conventional wisdom. In contrast, workforce analytics offers invaluable solutions through the use of data, metrics, statistics, and scientific methods, with the help of technology, to gauge the impact of Human Capital Management practices on business goals and to facilitate fact-based decision making. Bill Roberts 2009.
HR Analytics can be powerful in showing you areas where you could improve to meet the needs of your organization better. Metrics also help provide meaningful data to help you make good decisions for your department.
As will be deeply discussed in this workshop, some measurements are more important than others depending on your organizational goals, strategy, and the data it can feasibly track, analyze, and use.
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HUMAN RESOURCE PLANNING
A well fashioned Human Resource Plan will guarantee the best fit between employees and jobs while avoiding manpower shortages or surpluses.
Human resource planning ensures that people are available to provide the continued smooth operation of an organization. It means, human resource planning is regarded as a tool to assure the future availability of manpower to carry on the organizational activities. It determines the future needs of manpower in terms of number and kind. It further determines human resource needs, assesses the available HR inventory level and finally recruit the personnel needed to perform the job
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HUMAN RESOURCE KPIs MEASURING WHAT HR BRINGS TO THE TABLE
One of the biggest challenges HR faces in the region is showing how they deliver what the business needs. Defining and measuring SMART performance objectives and KPIs that are output or delivery-focused are essential to ensure the success of what HR delivers. When implemented correctly and linked back to the business strategy, this will also help create a performance culture to drive business success. Defining and managing objectives and KPIs is often difficult for managers, and in particular HR, where measuring the impact of HR services and initiatives is challenging, as they are mostly related to people. Today with the advancements within HR\People Analytics, HR departments are increasingly expected to measure HR operational performance, project implementation and employment measures.
This course will cover how to define output-focused HR objectives and KPIs and show how to link these back to corporate objectives. You will explore how to use KPIs to manage what HR delivers and ensure that it is in line with business needs. You will also learn how to create a performance culture using well established tools such as the Balanced Scorecard, Visual Management and Management by Objectives.
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STRATEGIC HR MANAGEMENT: DELIVERING BUSINESS RESULTS
This course is designed to meet the needs of managers who wish to understand and be able to influence decisions regarding the management of human resources within organisations. It considers the different aspects of human resource management at a strategic level in the organisation and how this differs from the more operationally-focused personnel management. This course equips you to work collaboratively with others on strategic human resource management (SHRM) issues and to find, review and evaluate information relevant to key aspects of SHRM that contributes to the achievement of strategic business results from individual to departmental and organisational levels.
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TEAMWORK AND TEAM BUILDING
This course is designed to empower participants to increase team effectiveness in order to improve organizational performance. The course is also designed to equip team leaders and team members with suitable approaches to enhance team cohesion, respect for one another, understanding of personal and team roles and responsibilities, development of a positive attitude and mind-set towards work as well as embrace change.
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EFFECTIVE INTERVIEWING SKILLS AND PRE-EMPLOYMENT VETTING
All organizations need technically competent personnel whose character and integrity are beyond doubt. Crafty applicants often can excite the interview panel and secured unmerited hires because by nature some crooks are “brilliantâ€.
Topics such as these have been widely debated in the HR world for years without any clear-cut answers having emerged. But what is certain is that, when it comes to pre-employment checks for new employees and ongoing checks for existing ones, the burden of corporate responsibility for not doing it right continues to weigh heavily on organisations. This course provides the right training you need to do your screening right.
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COMPENSATION & REWARD MANAGEMENT TRAINING
Fundamental components of compensation and reward management and HR involve working with grade and basics salary structures. These are often taken for granted. Rather than make changes, HR and reward professionals try to fit the everchanging needs of their employees into a system that may not have been reviewed for many years.
The course will touch on all areas of compensation and reward management. This includes grading structures, salary structures and pay scales, allowances, pay reviews, bonus and incentive schemes, benefits and non-financial reward opportunities such as recognition and retention schemes.
This course offers practical performance management training, aimed at equipping line managers who have a responsibility for managing the performance and conduct of staff/employees with requisite skills to carry our performance appraisals in the most professional manner
Performance reviews and appraisals are a vital part of the performance management toolkit and when conducted effectively, enable the employee and their manager to hold a highly constructive, two-way dialogue that brings about positive results in an engaging way.
This training is designed to help the manager or supervisor prepare and structure the performance appraisals they are responsible for conducting.
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CAREER TRANSITION AND RETIREMENT PREPAREDNESS FOR ALL
Gone are the days when we trained once for a career and then did that work for a lifetime. Career planning and retraining are now lifelong processes for many of us. Career decisions can be complex, but this Course is designed to give you the tools and information you need to work through that process as effectively as possible.
This interactive and pragmatic workshop on Career Transition and Retirement Planning is intended to create practical preparedness and psychological readiness for all the changes of career transition among employees. This is aimed at preparing employees to take charge of their transition and make necessary decisions. For some, this will provide guidelines for career adaptation or career transition; for others, guidelines for survival outside their professional careers.
