Code | Date | City | Fees | Register |
---|---|---|---|---|
HR007 | May 19, 2024 - May 23, 2024 | Dubai – UAE | $ 5000 |
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HR007 | August 25, 2024 - August 29, 2024 | Online | $ 1500 |
Register Course.. |
HR007 | November 17, 2024 - November 21, 2024 | Lisbon - Portugal | $ 5000 |
Register Course.. |
HR007 | February 16, 2025 - February 20, 2025 | Cairo - EGYPT | $ 4000 |
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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)