Human Resources Development & Personnel Management
Human Resource Management and Training
Course Description
INTRODUCTION
To be relevant, HR
needs to demonstrate that it makes a contribution at all levels. This involves
ensuring that the management team is supported in their attempts to manage. At
the same time HR has to ensure that employees are motivated, supported and developed.
This can only be done through the management team.
The out of date
approach says that HR is visible and controlling, requiring the rest of the
organisation to follow policies developed within the HR function. The up to
date approach is that HR facilitates and supports assisting the management team
in efforts to improve productivity and commitment. HR is at the centre of
change but change is handled by and through the management team. In this way,
change is more effective and longer lasting.
However, this approach
requires a new type of HR function with new practices and a series of new
skills within the HR team. This Human Resources Development & Personnel
Management training course will give you the confidence to develop a new sort
of HR function; show you a new approach and help you with learning the new
practices and skills.
Objectives
At the end of this
training course, you will learn to:
Understand the history
and development of HR and Personnel Management practices
Maximise the benefits
from effective human resource management
Apply the key HR and
HRD strategies for improving organisational success
Work effectively with
the line management team
Develop a response to
the key issues surrounding HR e.g., career development, effective succession
planning, making a success of performance management
The benefit of this
course
Know how to critically
evaluate current HR practices
Be able to introduce
an effective recruitment process
Understand how to get
people to work more effectively
Understand how to help
individuals and teams learn
Be able to identify,
plan and evaluate training intervention
Lower staff turnover
More effectiveness in
selection and assessment
Greater motivation
More commitment from
the workforce
More effective
identification and development of poor performers
Course Outline
Day 1
HR In Transition
The current position
in HR
The role of HR and the
line manager
The rise of
cloud-based HR systems and Enterprise systems
Organisation
structures
Strategic HRM – the
new HR Strategic Model
New roles in HR
The role of the HR
Business Partner Part 1
Day 2
Resourcing and
Recruitment
What is the
difference?
Resourcing and HRs
role
Managing transition
and change
Recruitment
Transitioning
responsibility for recruitment from HR to line managers
What is involved
Competency based
assessment
Structured
interviewing and training line managers
The role of the HR
Business Partner in Resourcing and Recruitment
Day 3
Pay and Employee
Reward
Trends in the
Marketplace
Identifying
stakeholder needs and managing these
The psychological
contract
Organisational
structures and managing reward across different structures
Structuring HR to cope
with strategic reward, the pay review process, and communication
Ensuring the
performance management essentials are in place
Effectively
transitioning consistent decision making to the line manager
Reviewing the
transitional issues – task/process and behaviour
Day 4
Training, Learning and
Development
Is the 70/20/10 model
the default position?
The role of the line
manager in training, learning and development
How HR needs to be
structured to manage organisational training, learning and development
How organisational
structure impacts training, learning and development
The 70% - What
employees need. What line managers need.
Core competencies
required of HR professionals.
Day 5
The Future Of HR
Evolving models of HR
Enterprise systems and
AI
Transition – the
theory and the practice
Career development in
HR – what choice points exist
Getting closer to the
business – the next steps for attendees