The Art of Human Resource Management
Human Resource Management and Training
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of knowledge and authority has been replaced by ideas such as employee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