PROGRAM'S BACKGROUND

The HR function has to be the bridge between the workforce and the organization. It also has to be the eyes, ears and sometimes the conscience of the organization. This program will show you how to build that bridge and how to create an HR function that meets the needs of employees and the organization. You will know:

›       The essential component parts of an effective HR (or Personnel) function

›       Ideas for developing the function beyond the essential parts

›       The distinctions between the role of line supervisors/managers and the HR function

›       Who does what for example with handling change, recruitment, handling performance issues and use of disciplinary procedure

›       The application of the theory of the Psychological Contract (how to get the best from the workforce)

PROGRAM'S OBJECTIVES

This Program’s Attendees Will Be More Able To:

›       Describe the role or purpose of the HR function and the contribution the HR function makes to the achievement of organizational goals

›       Explain the key principles and practices involved in HR strategy, Recruitment and Selection, Induction, Retention and Employee Relations

›       Apply an effective performance management process

›       Understand and use Competencies

›       Know how to handle disciplinary issue

›       Apply some of the key personal skills needed to succeed in HR

›       Be effective in a range of circumstances encountered by HR professionals

›       Be confident in their approach to HR management

›       Be confident in their dealing with line managers, supervisors and team leaders

›       Know how an effective HR function is structured

›       Know how to handle a range of employee relations issues

›       Be able to define a clear purpose and role for the HR function and to develop and implement an HR strategy

PROGRAM'S ATTENDEES

›       Managers or Supervisors acquiring responsibility for the HR or Personnel Function

›       HR or Personnel Generalists

›       Specialists returning to, or moving to, a Generalist Role

›       Established HR Professionals wishing to obtain new ideas

›       Newly appointed HR professionals

›       Managers or Supervisors or Team Leaders who wish to improve their knowledge of professional HR

PROGRAM'S OUTLINE

HR AS PART OF THE BUSINESS

›       The context

›       Socio-Economic developments

›       HR and Culture

›       Handling Change

›       HR’s strategic role

THE COMPONENT PARTS OF THE HR FUNCTION

›       Recruitment and Selection

›       Using Competencies

›       Induction

›       Employee Relations

›       Handling Disciplinary and Grievance Issues

REFINEMENTS

›       Employee Relations Issues - policy

›       Grievances, Equality and Discrimination

›       Case studies and policy implications

›       Performance Management

THE PSYCHOLOGICAL CONTRACT

›       Becoming an Employer of Choice

›       Satisfaction, Retention and Value

›       Identifying the Key Players

›       The Performance Potential matrix

›       Succession Planning

›       Developing a Continuous Learning Culture

›       Work Organization

THE WAY FORWARD

›       Motivation

›       Merit Pay

›       The Messages for Leaders

›       Evolution of HR from Tactical to Strategic

›       Employee Relationship Management

›       The personal skills needed for the new roles

›       Influencing Skills

›       Managing Conflict

›       Assertiveness

ADDITIONAL DETAILS