Human Resources Development and Employee Management

Introduction:

For most organizations, effective people management and motivation are key priorities. This course is designed to demonstrate how to maximize human resource potential. It explores the elements of effective HR practices, focusing on recruitment, employee motivation, reward systems, training, and evaluation of HR value. By integrating personnel management training with human resource development and strategic HRD, participants will be well-prepared for critical HR roles.

Objectives:

By the end of this Human Resources Development and Personnel Management course, participants will be able to:

• Understand Human Resource Development (HRD) and Personnel Management (PM) practices.
• Relate effective human resource management to its benefits.
• Enhance organizational success through strategic HRD and HR strategies.
• Apply HRD and PM practices in various workplace settings.
• Use relevant practices in specific scenarios.
• Critically analyze existing HR practices.
• Develop an efficient recruitment process.
• Increase employee productivity.
• Facilitate individual and group learning processes.
• Identify, plan, and evaluate training interventions.
• Establish an effective HR structure.

Training Methodology:

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

Course Outline:

Unit 1: Introduction to HRM, HRD, and HRP

• Objectives and introduction of seminar
• The context for HR
• Change management
• Human Resource Management vs. Personnel Management
• Human Resource Development (HRD)
• Human Resource Planning (HRP)
• Strategic HRM – The New HR Strategic Model
• Outsourcing

Unit 2: Resourcing and Recruitment

• The employment psychological contract
• Why good people leave
• Induction, job descriptions, and references
• The process approach to interviewing
• Personality questionnaires and forms of testing
• Methods for detecting applicant dishonesty
• The new recruitment process to avoid litigation
• The value of assessment centers

Unit 3: Pay and Employee Reward

• Employee motivation
• Salary, bonuses, and benefits
• Understanding competencies
• Competency-based assessment
• Different structures – Different pay and rewards
• Competency and performance-based pay
• Total pay concept
• Salary surveys

Unit 4: Training, Learning, and Development

• Career management
• Personal growth
• Coaching
• Mentoring
• E-learning
• Influence of flat organizational structures and empowered teams on training and development
• Self-improvement
• The use of 360-degree feedback as a developmental tool

Unit 5: Value for Money From HR

• The new structure for HR
• New HR roles
• HR Business Partners
• Value of trend analysis and HRP
• Internal and external frameworks
• Proving ROI on HR activities