STRATEGIC HR MANAGEMENT: DELIVERING BUSINESS RESULTS
Description
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.
By the end of the module you will be able to: - Draw appropriately on theories, models and practices in the area of SHRM and compare and contrast their use in organisational practice
- Critically appraise examples and ‘solutions’ for the management of people
- Think creatively about the different dimensions of SHRM and how they impact upon each other and upon the business
- Appreciate the internal and external factors which can affect people management strategies
- Anticipate some of the changes in work and organisations that will impact upon the future HRM function
- Work collaboratively with others and engage in debates and discussions about SHRM
- Measure and manage HR services & productivity to enhance overall performance
- Compile reports that are robust in both intellect and practice-relevant terms
- The course will help you gain top management recognition as a valued business partner.
Scope: Global Mode of training: Virtual Time: From 9:00am to 12:00pm
Dates
July 20-31, 2020
August 03-14, 2020
November 09-20, 2020
Dec 07-18, 2020
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Course Name
Dates
Action
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GLOBAL HR PRACTICES, LOCAL HR IMPACT
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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.
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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
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MANAGING THE TRAINING AND DEVELOPMENT FUNCTION
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HR METRICS AND ANALYTICS
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HUMAN RESOURCE PLANNING
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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.
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HUMAN RESOURCE MANAGEMENT AND THE LAW
Course Description:
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TEAMWORK AND TEAM BUILDING
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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.
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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.
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CAREER TRANSITION AND RETIREMENT PREPAREDNESS FOR ALL
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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.
