Roles and Responsibilities of an HR Administrator

Introduction

Newly introduced for the first time this year is a very important HR Administrator Roles and Responsibilities program. The role of an HR administrator is rapidly evolving, with HR becoming more significant and transformative, calling for exceptional administrative support as well as leadership.

It is worth mentioning that two of the highest-paid Human Resource professionals worldwide started their careers as Human Resource administrators; therefore, this career path has limitless possibilities if you consider emerging issues in HR.

Objectives

Upon completing this course on HR Administrator Roles and Responsibilities, participants will be able to:

• Understand how an integrated, world-class HR function operates.
• Demonstrate the real value that HR can bring to any organization.
• Recognize that people are the backbone of any organization—mastering personality, competence, and performance as three major people components.
• Implement new techniques and software to enhance the potential of your existing HR data.
• Gain a complete understanding of the new organizational structure within which the entire role of HR is performed.
• Effectively manage Human Resource data with an understanding of predictive forecasting concepts.
• Master the world-class HR roles of tomorrow.
• Discover the exceptional contributions HR can make towards world-class companies.
• Return to work with the confidence and knowledge needed to be more productive and efficient in your role as an HR professional.

Training Methodology

• Learning Soup
• Unusual Case Studies
• Practice Room
• Specialist Interviews and Q&A Sessions
• Roundtable Breaks and Synapses
• Empirical Drillings
• Feedback and Performance Evaluation
• Self-Assessment / Reflective Learning

Course Outline

Unit 1: Does HR Provide a Good Service?

• The need for greater clarity between what HR tends to do vs. what it should do.
• Measuring Success – An HR Perspective.
• Aligning the HR function with organizational goals and objectives.
• Debrief review conducted at the end of the session.
• Identifying our customers – Internal customer service in human resources.

Unit 2: HR in Alignment: From Structure to Strategy

• Transitioning to greater effectiveness—the new shape of HR functions, processes, and practices.
• The primary focus areas of Human Resources—A new map of activities for HR practitioners.
• Organizational strategy integration with human resource management practice.
• Improving relationships between HR function heads and other departments such as finance, production, operations, etc.
• Tools for better interaction among departments.

Unit 3: Critical Processes – From Recruitment to Performance Appraisal

• Recruitment and selection involvement—A critical activity.
• Recruitment as the entry point into the organization.
• Actions taken to recruit employees.
• Advancements in the recent recruitment process and reducing its length.
• The cost of performance appraisal—Is it a critical activity?
• Evaluating the value of performance appraisal and its purpose.
• Measuring and collecting competencies and performance ratings—How can this process be improved?

Unit 4: Training and HR Processes

• Critical activity: Coding, Prioritization, and Streamlining Training Systems.
• A new training schema.
• How to conduct training activities effectively.
• Pay Bonus—Critical activity with new suggestions or techniques for increasing motivation.
• Addressing the hardest part: Disciplinary issues—What about other companies?

Unit 5: Making Things Happen Correctly

• HR's leadership position.
• Unusual ways for succession planning.
• Human capital accounting—the best assets are the right people.
• Manpower planning—HR as the new powerhouse.
• Boosting business performance using HR data.
• Process management: What is HR’s role?