Developing HR Skills

SCHEDULE

November 26 to November 29 Dubai, United Arab Emirates Register
December 11 to December 14 Abu Dhabi, United Arab Emirates Register

COURSE AIMS

Organisations are made up of people: their knowledge, skills, attitudes and interconnections. The Developing HR Skills programme outlines the roles and functions of members of the human resources department as well as the importance of educating others outside human resources on how their roles include human resources related activities.

Explore how the appraisal, feedback, counselling and disciplinary interviews provide opportunities to develop a more productive and constructive employment relationship.

WHO WILL BENEFIT FROM THE COURSE?

HR Professionals who would like to understand the modern day importance of HRM and the new ‘corporate view’ of their function as each HR category is explored in detail to help advance their understanding of how to utilise it to their advantage.

WHAT WILL YOU GAIN FROM THIS COURSE?

  • Explore the latest trends in the human resource field and the changing role of the human resource professional
  • Understand the importance of HR planning and forecasting in line with business planning
  • Discover how human resource planning and the organisation’s strategic plan work together
  • Revise how to write job specifications and identify core competencies
  • Learn the importance of job analysis and job descriptions and how to develop these in your organisation
  • Explore recruitment and selection strategies
  • Uncover methods of finding, selecting and keeping the best people using behavioural description interviewing techniques
  • Discuss how to get employees off to a good start
  • Identify strategies on how to deal with compensation and benefits
  • Explore ‘best practices’ for maintaining healthy employee relations
  • Identify how to make performance appraisals a cooperative process

SAMPLE COURSE CONTENT

Below is an example of the course content. The content can be ‘tailored’ to meet the exact requirements of the client.

Introduction to HR
  • Introduction to Human Resource Management (HRM)
  • Interaction of HRM with Company Vision, Values and Strategic Direction
  • Aligning HRM with Strategic Business Goals
  • Trends Affecting HR
  • Forecasting Needs/Succession Planning
  • Skills Inventories/Emotional Intelligence
  • Job Analysis
  • Job Competencies
  • Job Descriptions
  • Job Applications
The Importance of your HR Role
  • Identifying Your Role
  • Where Do You Fit In?
  • Typical HR Responsibilities
  • Relationship Between HR and the Line
Maintaining Employee Records
  • Maintaining Records, Systems and Libraries
  • Computerised Personnel Information Systems
  • Security and Confidentiality
  • Absence Recording and Controlling
Contracts of Employment
  • Offers of Employment and References
  • Implied and Expressed Terms
  • Contracts for Part-time, Temporary and Casual Staff
  • Termination of Employment
  • Notice Periods
  • Contractual Rights
  • Exit Interviews
Effective Face-to-face Communication
  • Interacting Confidently and Positively with Others
  • Developing an Assertive Style
  • Dealing with Difficult People
  • Listening and Questioning Effectively
Setting Clear Expectations
  • Code of Conduct / Ethical Guidelines
  • Establishing Performance Expectations
  • Using a Trial Period Constructively
  • Induction and Monitoring Performance
  • Avoiding Long-Term Difficulties
Providing Feedback
  • Coaching Poor Performance
  • Identifying Training Issues
  • Providing Appropriate Support
Managing Poor Performance
  • Having Difficult Conversations
  • Following a Structured Process
  • Maintaining Relevant Documentation
Interviews
  • Format for an Interview
  • How to Rate Interviews
  • Testing
  • What’s wrong with Traditional Interviews?
  • Guide for an Objective Interview
  • Checking References
Orientation and Planning
  • Orientation Programmes:
    • Why have one?
  • What should they look like?
  • Planning for training:
    • Learning Styles
  • Adult Learning Principles
  • Flow Chart for a Needs Assessment
  • Internal Versus External Training
  • Criteria for Working with External Consultants
  • Employee Training Plans
  • The Employee Handbook
  • Absenteeism
Appraisals
  • Advantages of Performance Appraisals
  • Pre-preparation for Appraisals
  • Designing the Appraisal Form
  • Employee Preparation for Appraisals
  • Conducting the Appraisal
  • Follow-up for Performance Appraisals
Compensation
  • Diversity
  • Compensation Equity
  • Compensation Issues
  • What Benefits do Employees Want?
  • Positive Discipline
  • Exit Interviews
  • Certificates and Evaluations

METHODOLOGY OF TRAINING

The foundation of our training is anchored in activity-based experiential learning. This methodology takes into consideration different learning and communication styles, and more importantly language and cultural differences. It is through active participation that the adoption and application of theory is expedited.

Our training team pays careful attention to planning and designing effective instructional methods essential for the transfer of knowledge. It is the creative skill of our management trainers and consultants that reveal untapped skills of the delegates through:

    • Group discussion
    • Individual and syndicate activities
    • Individual and group tasks
    • Case studies
    • Role plays
    • Audio and video evaluation
    • Action planning
    • Experiential learning games
    • Presentations

 

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Abu Dhabi

P.O. Box 44705, Abu Dhabi,
United Arab Emirates
Phone: +971 2 6740340
Fax: +971 2 6743554

Dubai

P.O. Box 334058, Dubai,
United Arab Emirates
Phone: +971 4 2566414
Fax: +971 4 2566424