5-Day Mini MBA in HR Management

Introduction:

This intensive 5-day Mini MBA in HR Management training program covers essential aspects of Human Resource Management (HRM), focusing on developing key skills necessary for mastering HR functions. HR has evolved significantly from its traditional roles to become a strategic asset that drives competitive advantage and forecasts future business performance. This course is designed to provide you with the latest techniques and approaches to excel as a modern HR manager.

Objectives:

By the end of this 5-day Mini MBA in HR Management course, participants will be able to:

• Explicate strategic HR approaches (SHRM).
• Deliberate on the roles and activities of the HR/personnel function.
• Gain in-depth knowledge of employee resourcing, recruitment, and reward systems.
• Implement best practices in managing people issues.
• Understand performance management in a multicultural environment.
• State HR ethics and best practices.
• Obtain a strategic overview of the HR function.
• Develop future-oriented competencies to transform existing HR activities into value-adding functions.
• Measure the impact on recruitment and appraisal processes.
• Enhance self-confidence in their approach to HR work.

Training Methodology:

• Case Studies
• Role-Playing Exercises
• Simulation Activities
• Group Discussions
• Live Projects
• Expert Lectures
• Peer Feedback Sessions
• Self-Assessment Tools
• Technology Demonstrations

Course Outline:

Unit 1: An Overview of Human Resource Management

• Impact of the changing business world on HRM.
• Introduction to Human Resource Management (HRM).
• Distinctions between HRM and personnel management.
• Key activities, duties, and tasks of HRM.
• Strategic HRM (SHRM) and HR planning in the strategic business planning process.
• Jobs and systems in HR.
• Case study of a typical HR department structure.
• Professional certifications and studies (e.g., CIPD, SHRM).

Unit 2: Performance Management in a Multicultural Organization

• Designing effective performance management systems.
• Roles of line managers and HR in performance assessment.
• Addressing performance gaps and invoking disciplinary procedures.
• Performance appraisal in multicultural organizations.
• Purpose and use of performance appraisals.
• Features of effective appraisal meetings.
• Advantages and disadvantages of 360-degree feedback.

Unit 3: Recruitment, Employee Resourcing, and Reward

• Exploring workforce flexibility and the ‘flexible firm’ model.
• Importance of pay, reward, compensation, and benefits.
• Comprehensive compensation approaches.
• Psychological factors driving employee motivation.
• Introduction to reward management.
• Best practices in recruitment and selection.
• Use of assessment centers and development centers.
• Handling employee exits with respect and professionalism.

Unit 4: Conflict in the Workplace with Difficult Employees

• Addressing problems with employees.
• Stress control strategies.
• Counseling services and Employee Assistance Programs (EAP).
• Ensuring equal opportunities and diversity in the workplace.
• Managing bullying, harassment, and workplace confrontations.
• Conflict management and incorporating workplace mediation.

Unit 5: Human Capital Management – HR Planning

• Understanding the meaning of learning and development.
• Training and development strategies.
• Induction processes for new employees.
• Ethics in human resource management.
• Corporate social responsibility.
• Personal action planning and continuous professional development (CPD).