Business Company

Please note all of our course are tailored to suit - below is a sample outline for a 'typical'  3 day course on 'Basic' HRM. Advanced Strategic HRM, Reward & Job Evaluation courses are also available.

 

Basics of Human Resources Management:
Understanding the structures, duties and activities of a Human Resource/Personnel function

 

Introduction

 

Today's managers need to develop a wide range of specialist skills and knowledge to drive performance and help their organisation achieve success in a tough global market. Human Resource /Personnel Management (HRM) are key drivers of competitive advantage and effective change management. In fact, personnel and development practices play an important role in almost every aspect of an organisation's activities. This course provides a comprehensive and modern overview of the role and activities of the Human Resource \Personnel (HR) Department for those new to HRM, those who wish to enter the field or for any existing HRM personnel who need to stay up-to-date on current practices and trends.

 

Aims

 

The course will create awareness of the work of the Human Resource \Personnel (HR) Department in a modern organisation. Delegates will learn about the processes involved, the systems used and the skills needed to be successful. They will explore personnel activities ranging from a recruitment interview to a dismissal meeting, discovering the skills required and the role of the HRM Specialist along the way.

 

Objectives

 

By the end of this course delegates will be able to:

• To develop awareness of key HR and HRD strategies for improving organisational success
• Describe the work and structure of a modern personnel (HR) department
• Understand Strategic HRM approaches (SHRM)
• Determine when personnel interventions are necessary
• Describe the steps involved in a recruitment campaign
• State the HR requirements for the induction of a new employee
• Describe the uses of different selection and recruitment tools
• Help to plan and conduct an employee grievance investigation
• State why accurate and accessible HR records are essential
• The use of HR administrative and support systems
• State the benefits of having an HR Strategy

 

Training Methodology

There are detailed presentations supporting each of the topics together with interactive trainer lead sessions of discussion. There will also be practical sessions where delegates have the opportunity to practice and experience some personnel tasks. Role-plays, case studies, videos, small group work, exercises and feedback will be used to facilitate learning.

 

Who Should Attend?

Anyone who works in Human Resources, Personnel or related areas. This course is also suitable for those interested in a career in HRM. Line professionals would also benefit from an understanding of the HR role and function. Those who manage, supervise or have an organisational interest in HRM and want to examine modern practices. HR, Occupational Health & Safety and training staff who need to be up to date and wish to attend a valuable course.

 

SEMINAR OUTLINE 

 

DAY 1

An overview of the Personnel (HR) Department

• Introducing Human Resource Management (HRM)
• Human Resource Management V Personnel Management
• Main activities, responsibilities and tasks of HRM
• Strategic HRM
• Personnel jobs and systems
• Typical department structure – HRM department case study
• Qualifications and professional study
• Personal qualities needed for HRM work
• Administration and business support
• Monitoring and reporting, e.g. Sickness and Absence
• Absence management case study

 

DAY 2

Administration, Performance Management & Working with employees

• Introduction to HR databases and computer systems
• Security and confidentiality
• Manager and employee access to information – security issues
• Performance management and appraisal systems
• The employee disciplinary interview
• Managing employee problems
• Employee Assistance Programmes (EAP)
• Complying with employment law
• Equality of opportunity
• Dignity-at-work, Bullying & Harassment
• Grievance and conducting workplace investigations
• Introducing workplace mediation  

 

DAY 3

Recruiting, rewarding and retaining employees

• Exit procedures and exit interviews
• Flexibility and introducing the ‘flexible firm’
• Pay and reward, compensation and benefits
• Introducing ‘total reward’ concepts
• Recruitment and selection
• Assessment and development centres
• The use and limitations of aptitude tests and psychometrics
• Use of references
• Induction for new employees
• Human resource planning
• Integrated HR strategies
• HR and Training and Development
• HRM Ethics
• Personal action planning and continuing personal development (CPD)