Human Resource Management Best Practices
Introduction
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 course will show you how to build that bridge and how to create an HR function that meets the needs of employees and the organization. This program will cover:
· The essential (or basic) 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
· Use of disciplinary procedure
· The application of the theory of the Psychological Contract (how to get the best from the workforce)
Course Objectives:
By the end of this course delegates will be able to:
Who Should Attend?
Professionals 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
Course Outline:
HR as Part of the Business
· The Context
· Socio-Economic developments
· Pressures on HR
· The need for change
· Nationalisation
· Handling change
· HR’s strategic role
The Component Parts of the HR Function
· Recruitment and Selection
· The effective interview
· using competencies in recruitment
· Induction
· Employee Relations
· Corporate Social Responsibility
· Handling Disciplinary and Grievance Issues
· Equity and Diversity
Refinements
· Performance Management
· The differences between feedback and criticism
· Coaching for performance improvement
· The wider use of Competencies
· The use of competencies in an Assessment Centre
· Ten Tips for Becoming an Employer of Choice
· Coaching and Empowerment
· Branding your people processes
· The Employee Value Proposition
The Psychological Contact
· Satisfaction, Retention and Value
· Identifying the Key Players
· Management Succession
· Motivation
· Developing a Continuous Learning Culture
· Delivering a Satisfied Workforce
· The Messages for Leaders
· Work Organization
· Merit Pay
The Way Forward
· Evolution of HR from Tactical to Strategic
· Employee Relationship Management
· The new HR Roles
· The personal skills needed for the future
· Influencing Skills
· Managing Conflict
· Assertiveness
· Personal Development
| Code | From | To | City | Fee | |
|---|---|---|---|---|---|
| HRT02 | 02 Feb 2020 | 13 Feb 2020 | Dubai | US$ 7000 | Book |
| HRT02 | 06 Apr 2020 | 17 Apr 2020 | Istanbul | US$ 7500 | Book |
| HRT02 | 01 Jun 2020 | 12 Jun 2020 | Kuala Lumpur | US$ 7500 | Book |
| HRT02 | 02 Aug 2020 | 13 Aug 2020 | Cairo | US$ 6500 | Book |
| HRT02 | 05 Oct 2020 | 16 Oct 2020 | London | US$ 8000 | Book |
| HRT02 | 07 Dec 2020 | 18 Dec 2020 | Barcelona | US$ 8500 | Book |
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DUBAI OFFICE
Ittihad Deira Building, |
USA OFFICE 642 E14 Street,10009-13 Manhattan, New York (NY) USA info@petrogas-training.com |
EGYPT OFFICE 52 General Kamal Hejab Street,Suez Bridge, Cairo, Egypt info@petrogas-training.com |
Certificate of Completion will be provided to the candidate(s) who successfully attend and complete the course. Training hours attendance percentage of 75% is required.
Standard course hours: 8:30 A.M. to 3:30 P.M. Informal discussions: 4:30 P.M. to 5:30 P.M.
We use a blend of interactive and hands-on methods, active participation, a variety of instructional techniques, dynamic presentations, individual and group exercises, in depth discussion, DVD’s, role-plays, case studies, examples. All of the information, competencies, knowledge and skills acquired within our training programs, are 100% transferrable to the participants’ workplace.
Pre-Test and Post-Test Assessment are applied on 5-day and 10-day programs. Also, post course evaluation and candidate’s evaluation are applied to add another level of quality measurement. Candidates’ feedback is highly appreciated to elevate the training service quality.
A- Have staff trained in the latest training and development approaches
B- Support nationalization and talent management initiatives
C- Have properly trained and informed people who will be able to add value
D- Gain relevant technical knowledge, skills and competencies
A- Develop job related skills
B- Develop personal skills in subject matter
C- Have a record of your growth and learning results
D- Bring proof of your progress back to your organization
F- Become competent, effective and productive
G- Be more able to make sound decisions
H- Be more effective in day to day work by mastering job-related processes
I- Create and develop competency to perform job well
A- 10% discount after 05 candidates’ registration.
B- 15% discount after 10 candidates’ registration.
C- 20% discount after 20 candidates’ registration.
D- 25% discount after 25 candidates’ registration.
E- 30% discount after 30 candidates’ registration
F- Higher discount rates will be offered based on work volume with different clients.
A- One extra free seat is offered on 4 candidates on the same course and dates.
B- Two extra free seats are offered on 6 candidates on the same course and dates.
C- Three extra free seats are offered on 8 candidates on the same course and dates.
D- Four extra free seats are offered on 10 candidates on the same course and dates.
E- Five extra free seats are offered on 12 candidates on the same course and dates.
Nominations to our public courses are to be processed by the client’s Training and/or HR departments. A refund will be issued back to the client in the event of course cancellation or seat unavailability. A confirmation will be issued to the relevant department official(s).
If a confirmed registration is cancelled less than 5 working days prior to the course start date, a substitute participant may be nominated to attend the same course or a 20% cancellation charge is applied. In case of a no-show, a 100% fee will be charged.
PAYMENT POLICY
Payment is due upon receiving the course confirmation, invoice and/or proforma invoice. However; the fee due can be wire transferred to our bank account directly after course completion. Our bank details are illustrated on the confirmation, invoice and proforma invoice, as well. The above documents can be communicated electronically, i.e., in a soft copy or/and in hard copy based on customer’s request.
COPYRIGHT
© 2017. Material published by PETROGAS shown here is copyrighted. © 2017. All rights reserved. Any unauthorized copying, distribution, use, dissemination, downloading, storing in any medium, transmission, reproduction or reliance in whole or any part of this course outline is prohibited and will constitute an infringement of copyright.
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