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Objectives

• Upon Completion of The course, Participants will be able to:
• Describe the work and structure of modern HR/Training departments
• State why accurate and accessible records are essential
• Describe the steps involved in a recruitment campaign
• State the requirements for the induction of a new employee
• Describe the uses of different selection and recruitment tools
• Help to plan and administer performance appraisals
• Plan the use of HR administrative and support systems
• State the benefits of having an HR Strategy and long term HR Plan
• Specify how Training & Development can contribute to the business
• Recommend improvements to the way Training & Development is positioned in their organisations
• Describe how best practice should apply to them in their situation
• Apply the new analysis model to their work

The Delegates

• HR and Training staff who need to be up to date and wish to attend a valuable course
• Anyone who works in Personnel (HR) or Training Administration or wishes to start a new career in HR and/or Training and wants a complete overview of the department’s role and activities
• Those who work as a Training  Administrator or Co-ordinator – liaising with line managers about training needs, organizing training events and selecting courses and trainers
• Those working in Training & Development – including full-time trainers and also those in a line role with responsibilities for training people – who wish to enhance their knowledge and understanding of what is involved in these roles. Anyone involved in an administrative role
• Managers in Personnel/HR and Training & Development functions who wish to assess new approaches – perhaps with a view to improving how their staff are managed and their effectiveness

The Contents

• An overview of the HR Function
• Roles and Responsibilities of the Administrator
• Typical HR department structures
• Centralised versus distributed HR
• The HR service centre concept
• Where the department fits in the organisation
• HR jobs and systems
• Qualifications and professional study
• Working with Employees and Job Analysis
• Terms and Conditions of Employment
• Rights and obligations of employers and employees
• Health and safety
• Complying with employment law
• Job Analysis
• Developing Job Descriptions and Person Specifications
• The use and application of Job Analysis information
• Recruitment and Selection
• HR Planning
• Recruitment process
• Recruitment sources and methods
• Selection process
• The Application and CV’s
• Assessment and development centres
• Aptitude tests
• Psychometric profiling
• Reference checking and screening
• Contracts and offers
• Training and Development
• Training Administration
• Induction and basic job training for new employees
• The science of adult learning
• Learning styles
• The Training co-ordinator
• The Training cycle
• Validation and Evaluation
• Performance Management :
• The Performance Appraisal
• Administration requirements
• Links to salary increase and bonus
• The pros and cons of performance appraisals
• Pay and reward, compensation and benefits
• Salary structures
• Payroll administration
• The ILM Certificate and Assessment
• Personal action planning
• The Contribution of Training & Development to the Business
• Understanding the change in organisations – video and exercise
• Aligning Training & Development, HR with business needs
• Positioning Training & Development strategically
• Examining the relationship between Training & Development activities and organisational success
• The Role of the Training Co-ordinator – New approaches
• Moving from tactical administrator to an agent of change
• Maintaining professional standards
• Understanding the business
  Taking account of individuals’ preferred learning styles – questionnaire and exercise
• Marketing, consultancy and networking
• Using the new evaluation and quality control model
• Application of the 10 step model – case study
• Seeking improvement through – trainer style, delivery methods and alternative delivery methods
• How to produce results – evaluation in action – case studies and worked examples
• Developing the Role of the Training Co-ordinator – Practical actions
• Producing results and giving feedback
• Individual action planning, with mini presentation on back at work actions
• Presentation of certificates .
• Course assessment  .

The Discount

10% in case of Three P. (or more)