Mini Master in Human Resource Management: HR Management Course (10 Days)

Introduction:

Businesses today face numerous challenges, including the adoption of new technologies and human resource management methods, which require HR to align closely with business goals. Once considered a purely operational function, HR is now recognized as a vital source of value for businesses.

This HR management course emphasizes the evolution of HR structures and practices to incorporate current best trends, positioning HR as a strategic business partner.

The novel and flexible Mini Master in Human Resource Management integrates the latest theories and models of strategic HR. It equips participants with a comprehensive certification in human resource management, preparing them to advance organizational goals effectively.

Designed for HR specialists seeking to deepen their knowledge, the course provides advanced studies in global HR methodologies and models, enabling participants to enhance their understanding with international perspectives.

As business practices continue to evolve, HR leaders face increasingly complex challenges, necessitating continuous development of leadership and management skills. The Mini Master in HR Management course focuses on professional advancement and self-improvement, offering essential tools, strategies, and knowledge for thriving in the modern corporate world.

Objectives:

By the end of this HR management course, participants will:

• Administer and motivate employees more effectively.
• Promote high-performance team development.
• Apply strategic planning knowledge practically.
• Engage in successful negotiations.
• Use the Baldrige performance criteria as an organizational excellence model.
• Incorporate the latest international HR practices.
• Implement new HR measurement tools.
• Adopt strategic HR thinking with a comprehensive approach.
• Enhance organizational performance through innovative performance appraisal techniques.
• Identify strategies for improving management performance.
• Develop and manage effective teams.
• Explore advanced strategic planning methods.
• Enhance negotiation skills.
• Analyze the Baldrige criteria for organizational excellence.
• Apply best management practices.
• Reimagine HR structures with a focus on creativity.
• Utilize the HR maturity model to strategize and implement future directions.
• Apply strategic models to achieve business targets.
• Support cultural change through corporate culture programs.
• Revamp performance appraisal systems to achieve measurable performance and competency gains.
• Identify innovative methods to boost HR functions.
• Address challenges in compensation and benefits planning.
• Engage with knowledge management and understand the importance of emotional intelligence in future enterprises.
• Exceed traditional performance measures and generate added value.

Training Methodology:

• Needs Analysis
• Objectives Establishment
• Content Creation
• Trainings
• Design Projects
• Simulation Games
• Workshops
• Scenarios
• Management and Supervision
• Testing
• Other Types of Teaching

Course Outline:

Unit 1: People Management

• Understanding and implementing the sociotechnical system of management.
• Effective communication skills.
• Motivating employees to achieve goals.
• Enhanced coaching abilities.
• Empowering employees to perform well.
• Managing HR services in the field.

Unit 2: Leading Teams

• Understanding the benefits of teamwork.
• Identifying traits of unproductive teams.
• Characteristics of productive teams.
• Managing constructive conflict in teams.
• Recognizing individual styles within teams.
• Creating effective teams in the digital environment.

Unit 3: Strategic Planning

• Understanding the strategic planning cycle.
• Creating competitive advantages.
• Employing dynamic SWOT analysis techniques.
• Harnessing the power of mission and vision statements.
• The importance of proactive planning.
• Case studies on successful and failed strategies.

Unit 4: Negotiating for Results

• Understanding the key principles of negotiation.
• Qualities of an effective negotiator.
• Dynamics of various negotiation aspects.
• Applying winning negotiation strategies.
• Enhancing negotiation skills through interactive simulations.

Unit 5: Operational Excellence

• Understanding the Malcolm Baldrige quality framework and excellence model.
• Learning best practices from leading firms.
• Aligning organizational structure with industry leaders.
• Building employee commitment.
• Managing change processes effectively.
• Designing efficient organizations.

Unit 6: New Reality of Human Resources

• Assessing global changes in HR.
• Impact of technologies on the future business environment.
• Modifying organizational structures to meet new demands.
• Embracing the role of internal and external HR clients.
• Evaluating HR structures using various change models.

Unit 7: How Strategy Works - The Model and The Implementation

• Studying four strategic models for business units.
• Implementing the LAND model for internal organizational strategies.
• Combining creativity and innovation in strategy development.

Unit 8: Translating Strategy Into Action and Use of Corporate Culture

• Converting strategies into actionable business practices.
• Using the 6 S model to achieve specific, measurable outcomes.
• Drafting coordinated and detailed HR plans.
• Ensuring quantifiable ROI through strategic business costs.

Unit 9: The Future of International HR

• Restructuring HR processes to incorporate empathy.
• Introducing the three-tier HR model and its benefits.
• Managing human capital and its valuation.
• Developing and evaluating competency and performance measures.
• Formulating and implementing organizational culture structures.
• Enhancing recruitment functions.

Unit 10: Enhancing Organizational Efficiency through HR

• Understanding the impermanence of rightsizing.
• Rationale behind changes in pay and service conditions leading to increased productivity.
• Adapting performance appraisals for continuous improvement.
• Implementing new motivation models and evaluating performance outcomes.
• Transforming corporate communications through HR.
• Managing new changes in knowledge management, telecommuting, and forecasting activities.