Management and Development of Employees

ICTD International Centre for Training and Development

How long?

  • 5 days
  • in person

ICTD International Centre for Training and Development

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Who should attend

Employees in the functions of Employee Relations, Human Resources or Personnel and Administration

About the course

Organizations can expect the following benefits by using this world-class international program

## Course Objectives

  • Vastly improved long term planning
  • Mastery of organizational design to maximize the Human Resource
  • Ability to do and produce Business process mapping and produce improvements form them.
  • Have a stable and efficient succession and emergency plan
  • Have a human resource planning function that can show its value in dollar terms to the business
  • Mastery of the new HR strategic process to deliver on time and on budget.
  • Understand the main components of job analysis and how to establish a framework
  • Know how to use job analysis to understand job roles and accountabilities
  • Know the numerous different output formats of job analysis (such as role summary, job accountability statement, job descriptions, and job profiles)
  • Know the step-by-step guide to developing job descriptions and job profiles

## Course Outline

Module 1

Participating and Contributing to the HR Management

  • Optimizing Global Competitiveness
  • Preparing a Leadership Agenda for the Human Resource Function Assuring Talent Management
  • Creating a Leadership Brand.

Human Resources Management

  • Towards a Modern Definition
  • The Main Functions in HR Management
  • Competency Based HR Management
  • HR Deliverables: A Model for Multiple Roles
  • HR as Business Partner
  • HR Competencies: Moving from Traditional HR to Strategic HR

Module 2

Human Resources Strategies

  • HRM Introduction and HRM history.
  • Strategic role of HRM in the organizations.
  • Developing Effective Business Strategy
  • Driving Business Strategy through HR.

Linking HR's Strategy with the Organization's

  • Approaches for Linking HR with the Organization
  • Writing HR Strategies
  • HR Visions and Missions
  • HR Key Result Areas and Indicators
  • Core Competencies for HR Professionals

Module 3

Structure and strategy for HRP

  • Introduction and seminar objectives The difference between the old and new roles of manpower planning
  • How HRP departments need to be structures
  • The three principal areas of operation in today’s HRP function
  • Area One - STRATEGY - What is strategy and how we are involved
  • The 10 key inputs for HRP
  • Predictive tools for organisational change
  • Case study and group exercise

Module 4

Understanding organisational design

  • The basis of organisational design – Symmetrical, Asymmetrical and People Centric
  • Downsizing – case study and group work
  • Right sizing any organization
  • How much does the human resource cost – calculating your value – case study
  • How to calculate how many people you need in any organisation – group work
  • Which employees give the most value? – Case study
  • What does lost production cost – group work
  • Review of group work

Module 5

Producing Management information

  • Of the 52 formula’s used by manpower planners less that 10 really work
  • What management information is critical – group work
  • Three critical criteria for HRP - the productivity dashboard
  • Understand Competencies and their essential role in forecasting
  • Demonstration on how to measure and forecast competency data
  • Performance – what is it –how to measure it and how to predict it – demonstration and group work
  • Reliability
  • How to do some of the key calculations needed in today’s HRP
  • Software needed for calculations and predictive forecasting
  • Trends and predictive forecasting
  • Correlations – their use in planning

Key process to master in HRP

  • There are 3 critical process that support and are critical to the new HRP function * Recruitment and selection – cost of poor recruitment – exercise * Exercise review – lessons learnt * Performance appraisal –The key role performance appraisal has on HRP statistical information * Business process re-engineering – Why BPR is so essential
  • How to create Business process maps – group work and case study
  • How to get benefits from process mapping – group exercise
  • Presenting the business benefits

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Management and Development of Employees at ICTD International Centre for Training and Development

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