Oxford HRM: Comprehensive Human Resource Management Training

Introduction

In today's competitive corporate landscape, it is crucial for human resource development specialists to adopt best practices and leverage innovative techniques to enhance organizational value.

The Oxford HRM course provides participants with insights into emerging trends and cutting-edge methods in human resource management. Through this comprehensive training program, candidates will learn how to effectively implement these practices to benefit both public and private sector organizations.

Objectives

By the end of the Oxford HRM: Comprehensive Human Resource Management Training program, participants will be able to:

• Outline key theories on effective HRD.
• Apply new methods to enhance learning activities.
• Understand HRD and personnel management practices.
• Recognize the benefits of effective human resource management.
• Identify key HR and HRD strategies for improving organizational performance.
• Analyze trends and conduct efficiency assessments.
• Prepare and evaluate learning components to assess their effectiveness.
• Evaluate skills, knowledge, behavior, competency, style, self-belief, attitudes, and personality.
• Appraise data on training effectiveness and individual application.
• Critically assess current HR practices.
• Implement an effective recruitment process.
• Enhance worker productivity through strategic improvements.
• Learn from top companies that surpass standard 'Best Practices.'

Training Methodology

• Case study analysis
• Role-playing and simulation activities
• Real-life scenario work
• Group brainstorming and discussions
• Assignments with industry partners
• Q&A sessions with professionals
• Peer-led presentations
• Self-assessment tests
• Technology and media demonstrations

Course Outline

Unit 1: Introduction to HRM, HRD, and HRP

• Impact of changing business contexts on HRM
• Introduction to Human Resource Management (HRM)
• Distinctions between HRM and personnel management
• Overview of Human Resource Development (HRD)
• Human Resource Planning (HRP)
• Strategic HRM: Modern approaches
• Outsourcing and its implications

Unit 2: Resourcing and Recruitment in HRM

• Psychological contracts between employers and employees
• Reasons for employee turnover
• Systematic interviewing techniques
• Induction, job descriptions, and references
• Personality tests and selection processes
• Detecting dishonesty in applicants
• Litigation-proof recruitment methods
• Benefits of assessment centers

Unit 3: Pay and Employee Reward

• Employee motivation techniques
• Salary, bonuses, and benefits
• Understanding competencies
• Competency-based assessment and pay
• Different reward structures
• Total pay concept and salary surveys

Unit 4: HRM Training, Learning, and Development

• Career planning and individual development
• Tutoring and mentoring
• E-training and its impact on organizational structures
• Personal growth strategies
• 360-degree feedback as a developmental tool

Unit 5: Value for Money from HR

• New HR structures and roles
• HR business partners
• Value of trend analysis and HRP
• Measuring ROI in HR activities
• Realistic expectations for training
• Addressing learning difficulties
• Effective training methods and timing
• Innovations in educational approaches

Unit 6: Properly Defining and Developing Training Programs

• Specifying learning outcome objectives
• Writing effective learning objectives
• Documenting training with essential papers
• Effective use of visuals, aids, and media
• Calculating room sizes and screen dimensions
• Enhancing learning with sound and training videos

Unit 7: Training Analysis - Key Measurement Areas

• Monitoring budget and cost expenditures
• Creating value through education
• Understanding competency frameworks
• Standards for competency enhancement
• Evaluating performance and competence
• Competency and performance measurement software

Unit 8: Measuring and Reporting Training Results

• Balancing training activities with control
• Leadership roles in training
• Managing uncertainty in training sessions
• Case studies of successful training programs
• Evaluating whether training departments can be profit centers
• Assessing end-of-course feedback and questionnaires