اسم الكورس

تحقق من الشهادة

كاتالوج / المطويات

الدورات التدريبية

أفضل الممارسات في الموارد البشرية والتدريب والتطوير الوظيفي

Human Resource Management, Training and Career Development Best Practices

Introduction

This highly interactive programme examines how to develop and master the key areas of Training and Human Resource Management. Human Resource is changing beyond recognition from the days of the old PersonnelDEPARTMENTS. HR is now recognised as a strategic source of competitive advantage and as a predictor of future business performance. This exciting programme will bring you up to date on the latest techniques and approaches that are appropriate in effective management of Human Resources.

Key features of the programme:

  • Strategic Human Resource Management in the modern organisation
  • The development of strategic HRM
  • Employee reward and how it influences employee behaviour
  • Training & career development in the 21st Century
  • The New HR Models
  • Importance of talent management for organisations
  • Measuring and maximizing training ROI
  • Change management model in their workplace
  • Understand organisational culture

Aims & Objectives

Attendance to this exciting programme will enable participants to:

  • Learn Competencies to deliver real, qualified improvements in terms of productivity gains.
  • Develop approaches needed to shape an organization-wide talent management strategy
  • Use data for improved daily people management
  • Understand the importance of business models
  • Develop HR Strategy and align HR Strategy to Corporate Strategy
  • demonstrate how organizations can obtain greater value from their investment in training
  • Identifying change management practices that may be culture-bound
  • Develop practical skills in Organisational Development (OD)
  • Human Resource Management, Training and Career Development Best Practices.

Who Should Attend?

This course is suitable to a wide range of professionals but will greatly benefit:

  • All HR Staff and HR Practitioners
  • HR Team Members & HR/Strategic Planners
  • Training & Development Specialists
  • HR Business Partners
  • Career Development Professionals

Programme Content

The Foundations of HR Strategy

  • Introductions and course objectives 
  • Development of Strategic HRM
  • The New HR Models
  • The Business Partner model
  • Understanding strategy
  • Steps needed to form the HR strategy 

Understanding HR Trends

  • Employment trends impacting on HR
  • World business trends impacting on HR
  • Leadership and HR
  • Team Working
  • Retention Issues
  • The future of HR  

The Links between HR and Competencies

  • What support should managers, team leaders and supervisors get from HR?
  • Values, Strategy and HR
  • Different methods of developing a competency
  • An HR Management Framework Based on Competencies
  • Technical, Behavioral and Leadership Competencies 

Talent Management

  • Talent Strategy and Planning
  • Developing and Deploying Talent
  • Retaining Talent
  • Acquiring Talent
  • Succession Planning 

Putting HR Metrics and Analytics into Action

  • The balanced score card
  • Manpower planning
  • Absence management
  • Skills analysis and training needs analysis
  • Job design and evaluation
  • Succession Planning 

Driving Organisational Change: Connecting HR Metrics and Analytics with Action

  • Employee Motivation
  • Empowerment and Accountability
  • Performance Management - the four stage process:
    • agreeing objectives,
    • feedback,
    • coaching, and appraisal
  • Conclusion and Action Planning 

The Strategic Role of Training in Organizational Development

  • Strategic organizational development training and planning
  • Business strategy: the need for long-term planning for future skills and competences
  • Aligning training and development to meet business objectives
  • Evaluation models of training and development interventions
  • Defining the levels of evaluation for ROI 

Defining Training and Outcome Metrics

  • Training Needs Analysis (TNA): methods and principles
  • Internal v external provision: benefits and problems
  • Optimizing training and development interventions
  • Defining the measurement metrics: objective and outcome criteria
  • Contractual considerations: external providers, terms and conditions
  • Training standards: ISO ISO29990:2010; ISO 9000; IiP 

Measuring and Controlling the ROI

  • Measuring ROI: methods and models
  • What to measure: defining the measurement parameters
  • Measuring intangible impacts: behavioral, cultural
  • Utilizing key stakeholders and line management in ROI measurement and control
  • Reporting and controlling the ROI: business intelligence 

Aligning Training to Business Objectives: Maximizing Training ROI

  • The Organizational Context
  • Business Strategy: the Need for Long-term Planning for  Future Skills and Competences
  • Establishing Training Needs
  • Aligning Training with Business Needs
  • Planning  and Delivering Effective Training
  • Maximizing training ROI 

Leading Organisation Change

  • An experience of change
  • Change at the team level
  • Change at the organizational level
  • Key drivers of change
  • Change management
  • Case Studies of change management in the Oil & Gas Industry

Organisational Development (OD) Explored

  • History of OD
  • Organizational development today
  • Maslow and Hertzberg & The Hawthorne effect
  • Case studies: Putting OD into practice
  • Diagnostic tools for OD
  • Organizational Structures
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