The world of work is changing and HR has to change to meet the requirements of the new reality. The role of HR is no longer functional it has become transformational. HR has to become a brand builder and a leader. The processes provided by HR have to reflect the way society is changing. As an example regular coaching and feedback have replaced the old idea of performance being managed by one yearly appraisal.

Secondly, the role of the manager is changing. The old idea that a manager is the source of knowledge and authority has been replaced by ideas such as employee empowerment and involvement. This introduces arrangements that allow organisations to pass responsibility down to employees, letting them make their own decisions and contributing to the organisation’s success. Managers, Supervisors and Team Leaders have to develop soft skills and competencies and know how to handle people effectively especially during periods of change.

Objectives

By the end of this Art of Human Resource Management training course, participants will be able to:

Identify the trends that are changing the role of HR and the world of work

Describe the role or purpose of the HR function and the contribution the HR function makes to improving productivity and engagement

Explain the key principles and practices involved in

HR Strategy

Recruitment and Selection

Induction

Retention

Employee Relations

Apply an effective performance management process

Understand and use competencies for recruitment and performance management

Know how to handle conflict and disagreement

Apply some of the key personal skills needed to succeed in HR.

Course Outline

DAY 1

HR as Part of the Business

It is essential for an HR department to be a strategic influence over the business not an administrative function. This means that an HR professional must be aware of the needs of the business. This in turn requires an understanding of the socio-economic issues in your market place.

 

Understanding the Context

Establishing the Socio-Economic Developments

Creating an HR Department that lives the organisation’s brand values and HR and Culture

Change Management Practices – changing the shape of the change curve

Dealing with Bad News

Business Awareness for HR Professionals

DAY 2

The Component Parts of the HR Function

Establishing the expectations of the line management team. Finding the balance between the contribution made by line management and that made by HR. Creating an effective role for HR in the key functional areas.

 

Recruitment and Selection – addressing the realities of the world of social media

Building a Recruitment Process that ensures an organisation can attract the best talent

Asking Competency - Based Questions

Matching Induction to Recruitment

The Role of the Employee Relations Function within HR

Handling Disciplinary and Grievance Issues

DAY 3

Refinements

Creating the Practices that develop the contribution of the HR function. Developing the policies to support best practice. Making it happen for real.

 

Making the Links to Precedent

The HR Department and Labour Law

Developing Employee Relations Policy to respond to Socio-economic Conditions

Understanding Equality Diversity and Discrimination

Case Studies and Policy Implications

How to Design and Implement a Performance Management System that Impacts on the Whole Organisation

DAY 4

The Psychological Contract

Creating the conditions in which all employees can give their best. Finding the balance between employee’s rights and obligations. Understanding ambition; the need for career planning and personal development.

 

Becoming an Employer of Choice - Building the Employer Brand

Employee Engagement and Involvement

Positive Employee Conversations

Identifying the Key Players

Succession Planning and Matching Performance with Potential

Developing a Continuous Learning Culture

DAY 5

The Way Forward

Moving forward into the new roles for HR professionals. Developing the role of the manager. Changing the nature of HR to reflect the new reality.

 

Understanding Motivation and Avoiding a Simplistic Approach

Where Pay and Reward Fit with Motivation

The Messages for Leaders

Evolution of HR from Tactical to Strategic          

Employee Relationship Management

The Personal Skills needed for the New Roles

Influencing Skills

Managing Conflict

Assertiveness