CATEGORY TYPE: Human Resources

COURSE NAME:Human Resource Planning Management (HRP)


UPCOMING EVENTS


START DATE END DATE CITY/COUNTRY PRICE Request
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INTRODUCTION:
  • This interactive program is designed to select participant's development as personnel and Human Resources practitioner and utilize the key skills and knowledge required to give effective support and guidance to their organizations.
  • The course is also designed to provide the core skills in personnel and development together with the basic understanding which with also improve and develop with experience how to recruit, select, motivate and induct new personnel into the organization.
  • It also discusses how to utilize the available tools to be effective and contribute to the organizations personnel goals and objectives. The emphasis will be on the practical techniques and it includes exercises and role play.

 

OBJECTIVES:
  • Upon completion of the course, the participant will be able to do the following:
  • Discuss the relationship between job requirements and the performance of HRM functions.
  • Explain the various sections of job descriptions and list the various factors that must be taken into account in designing a job.
  • Discuss basic approaches to human resources planning.
  • Explain the advantages and disadvantages of recruiting from within the organization and of external recruitment
  • Explain employer concerns in developing a strategic compensation program.
  • Discuss the recent trends in retirement policies and programs and describe the major factors involved in the management of pension plans.
  • Discuss the basic requirements for successful implementation of incentive programs and the reasons for implementing incentive plans.
  • Discuss the need for training and development and describe training programs that are currently popular.
  • Explain how a career development program integrates individual and organizational needs.
  • Discuss the conditions that help to make a career development program successful.

 

OUTLINE:

Introduction:

  • Where is HRM ‘coming from’?
  • Hard and soft HRM
  • The role of HRD in organizational change

The role of communication in HRM Job analysis and design:

  • Principles of job-analysis
  • Methods of analysis
  • Job descriptions and person specifications
  • Job families or job design
  • Who should contact the job analysis
  • The use of charts • Methods of data collection

Specific quantitative technique Recruitment:

  • Ways of attracting the right staff
  • A word on application form
  • Entrance test
  • Background inquiries
  • Realistic job previews
  • Final interview
  • Alternative to recruitment
  • Cost-Benefit analysis of recruiting

Competence-based recruitment Selection:

  • A diagnostic approach to the selection process
  • Who makes selection decisions?
  • The selection process
  • The selection techniques o Interviews o Ability test o Personality test o Bio data o Assessment centre
  • Selection of managers
  • Cost-Benefit analysis of for the selection decision

Competence-based selection Performance Management and Human Resource Development:

  • What is performance management?
  • The effectiveness of performance management
  • Format of evaluation • Selected evaluation techniques
  • Potential problems in performance evaluations
  • The feedback interview

Performance appraisal Compensation:

  • Objective of Compensation
  • Compensation and motivation
  • The building block of reward process o Basic pay o Contingent pay o Allowances o Employee benefits o The medical insurance
  • External influences on Compensation
  • Internal influences on Compensation
  • Compensation decision
  • Current approaches to reward
  • Prevailing reward structure

Incentives and bonuses Measures to retain staff The line manger’s role in HR planning and staff retention Employees’ rights and discipline:

  • Categories of difficult employees
  • The discipline process
  • Approaches to discipline
  • Administration of discipline
  • The disciplinary interview:

A constructive approach Orientation and training:

  • Introduction to orientation
  • Introduction to training
  • Who is involved in training?
  • Managing the training program o Individual technique o Group technique
  • Evaluation of training and development Workplace Diversity and Training – More Than Fine Words:
  • Equal opportunities and managing diversity – what is the difference?
  • The business case

Training for diversity Managing the Human Resource Development Function:

  • Management and leadership of the HRD function
  • Control and facilitation – coaching and supportiveness
  • Principles and values
  • Strategic VS operational decision-making

Further points for managers of a team of HRD professionals Evaluation the HRM functions:

  • The HR manager: A last look
  • The HRD manager in the third millennium

 

 

WHO SHOULD ATTEND:
  • Newly appointed Senior Staff in HR & CT who are carrying out HR duties or embarking on a career in HR or CDT.

 

DURATION:
    • 5 Day(s)
  •  


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    Sabic

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    Sabic

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    Saudi Aramco

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    Al Khodari Company

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    Al Khodari Company

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    Al Khodari Company

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    Al Khodari Company