Human Resource Management Skills

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  • Fees : 2600 $
  • Date 11 Feb 2018
  • Location Dubai, English

Human Resource Management

Who should attend?
This is an excellent course for anybody involved in HRM or for those who are looking for a taste of it. This course principally welcomes HR directors, HR officers, training and development managers, recruitment/selection staff, line managers and those considering a career in Human Resource Management.

Human Resource Management Course Modules

 Module 1: An Introduction to HRM

  • Defining HRM
  • Difference between Personnel Management and HRM
  • HRM as an international model
  • Broad and Narrow, Soft and Hard HRM
  • Why study and practice HRM?
  • HRM as a strategy – internal and external

Module 2: Job Analysis

  • What job analysis is
  • The importance of job analysis
  • The principal methods of job analysis and their advantages/disadvantages
  • The type of data that is collected during job analysis
  • Criticisms about the lack of reliability in job analysis
  • Criteria for assessing job analysis
  • How job analysis informs the job description and person specification
  • Why organisations use or are turning to competency-based job analysis
  • Links between job analysis and the HR cycle

Module 3: Planning, Recruitment, Selection

  • The link between forecasting of personnel needs and strategic HRM
  • Ways in which personnel and competency requirements can be planned
  • Sources of internal and external candidates
  • How and why recruitment policy should be consistent with the company’s strategy, image and other policies
  • How to design application forms that mirror best practice and do not violate employment law
  • How to select applicants from the recruitment pool to transfer to the selection phase

Module 4: Assessment Methods

  • Methods of assessment available such as assessment centres, application forms, interviews and more
  • Controversial methods such as graphology, astrology and phrenology
  • Reliability and validity of various methods
  • How to prepare for and design objective, behaviour-based interviews.

Module 5: Training and Development

  • The difference between training and education
  • The importance of training and development
  • Training and HRM
  • Learning styles
  • The training cycle
  • Training Needs Analysis
  • Training Design
  • Training Implementation
  • The training transfer problem
  • The often ignored evaluation and the importance of training evaluation
  • Solomon’s four-group training evaluation design
  • Kirkpatrick’s evaluation model
  • The learning organization and the concept of continuous learning
  • Cross-cultural comparisons of training

Module 6: Performance Appraisal

  • History of performance appraisal
  • Purposes of performance appraisal
  • Advantages and disadvantages of linking performance appraisal with pay
  • The design of performance appraisal systems
  • Issues in the implementation of performance appraisal systems
  • Rating scales
  • Common errors in evaluation
  • Characteristics of effective performance appraisal interviews
  • Monitoring and maintaining appraisal systems
  • Improving performance appraisal for the future

Module 7: Motivating and Rewarding Employees

  • The main theories of motivation: need, cognitive and reinforcement.
  • The evidence that supports or fails to support each theory.
  • The implications of each theory for workplace performance and motivation.
  • How to design work in order to maximise motivation and increase employee retention.
  • Why managers prefer to use Maslow’s theory despite the lack of evidence to support it.
  • What influences pay?
  • Pay and behaviour modification
  • Pay and equity
  • The importance of equity for employees and managers
  • Motivational issues in the design of salary-systems
  • Problems associated with different salary-systems
  • Performance-related pay and motivation
  • Performance-related pay and performance appraisal

Module 8: Ethical HRM & Equal Opportunities

  • What ethical HRM entails
  • Why HRM needs to aim to be ethical
  • What equal opportunities is and why it is required in terms of law and ethics
  • Factors affecting decision-making
  • Theoretical components of ethical HRM
  • The rhetoric versus the reality of ethical HRM
  • Rights and duties of employer and employee
  • The moral development of the organisation
  • A framework for ethical decision-making

Module 9: Global HRM and expatriate assignments

  • How to increase the chances of success of international assignments and expatriate assignees
  • Personal and organisational factors that lead to expatriate success
  • What issues need to be planned into an overseas assignment policy
  • Why training is rarely carried out (but should be)
  • Factors affecting the expatriate partner or spouse that ultimately also affect the assignment
  • Women and expatriate assignments: why the biggest barrier faced by females in expatriate assignments is often in the original country

 

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