The workplace is changing, and HR must adapt to meet the demands of the new reality. HR's role has evolved from useful to transformational. HR must develop into a brand builder and leader. HR strategies must evolve to reflect the way society is changing. Regular coaching and feedback, for example, have replaced the old notion of performance being managed by a yearly evaluation.
Employee empowerment and involvement have supplanted the old notion that a manager is the source of knowledge and authority. This introduces arrangements that allow organizations to delegate responsibility to employees, allowing them to make their own decisions and contribute to the success of the organization.
Managers, Supervisors, and Team Leaders must develop soft skills, competencies, and know-how in order to effectively manage people, particularly during times of change.
In the past, HR hired through agencies or advertisements and relied on interview techniques like panel interviews, with no regard for the need to make the process two-way. In today's world, everyone knows what it's like to work for your company because of social media.
The Building Blocks to design an Effective HR Function
Developing the Function to match changes in Society
Developing the Role of HR and the Role of the Manager
Processes for:
Handling Change
Recruitment
Handling Performance Issues
Improving Commitment and Productivity
The Application of the Theory of the Psychological Contract (how to get the best from the workforce)
Identify the trends that are changing the role of HR and the world of work
Describe the role or purpose of the HR function and the contribution the HR function makes to improving productivity and engagement
Explain the key principles and practices involved in
HR Strategy
Recruitment and Selection
Induction
Retention
Employee Relations
Apply an effective performance management process
Understand and use competencies for recruitment and performance management
Know how to handle conflict and disagreement
Apply some of the key personal skills needed to succeed in HR
The training methodology used is designed to encourage maximum participation by all delegates. The presenter will suggest ideas and theories to the delegates and then encourage them to test out the ideas by the use of discussion, small group work, exercises, and feedback. Each day of this course will end by representatives completing their own record of what has been learned on the day and considering how the ideas might be transferred back to the workplace.
The purpose of this course from an organization’s point of view is to promote an effective approach to Human Resource Management.
Know how to get the best from their greatest asset – their workforce
Know how to handle change effectively from an HR point of view
Know how to increase productivity
Know how to improve morale
Know how to improve motivation
Have an HR function which closely and in a mutually supportive way with the full line management team including Supervisors and Team Leaders
Be effective in a range of circumstances encountered by HR professionals
Be confident in their approach to HR management
Be confident in their dealing with line managers, Supervisors and Team Leaders
Know how an effective HR function is structured
Know how to handle a range of employee relations issues
Be able to define a clear purpose and role for the HR function and to develop and implement an HR strategy
Managers or Supervisors acquiring responsibility for the HR or Personnel Function
HR or Personnel Generalists
Specialists returning to, or moving to, a generalist role
Established HR Professionals wishing to obtain new ideas
Newly appointed HR professionals
Managers or Supervisors or Team Leaders who wish to improve their knowledge of professional HR
It is essential for an HR department to be a strategic influence over the business, not an administrative function. This means that an HR professional must be aware of the needs of the business. This in turn requires an understanding of the socio-economic issues in your marketplace.
Understanding the Context
Establishing the Socio-Economic Developments
Creating an HR Department that lives the organization’s brand values and HR and Culture
Change Management Practices – changing the shape of the change curve
Dealing with Bad News
Business Awareness for HR Professionals
Establishing the expectations of the line management team. Finding the balance between the contribution made by line management and that made by HR. Creating an effective role for HR in the key functional areas.
Recruitment and Selection – addressing the realities of the world of social media
Building a Recruitment Process that ensures an organization can attract the best talent
Asking Competency - Based Questions
Matching Induction to Recruitment
The Role of the Employee Relations Function within HR
Handling Disciplinary and Grievance Issues
Creating Practices that develop the contribution of the HR function. Developing the policies to support best practice. Making it happen for real.
Making the Links to Precedent
The HR Department and Labor Law
Developing Employee Relations Policy to respond to Socio-economic Conditions
Understanding Equality Diversity and Discrimination
Case Studies and Policy Implications
How to Design and Implement a Performance Management System that Impacts the Whole Organization
Creating conditions in which all employees can give their best. Finding the balance between employees’ rights and obligations. Understanding ambition; the need for career planning and personal development.
Becoming an Employer of Choice - Building the Employer Brand
Employee Engagement and Involvement
Positive Employee Conversations
Identifying the Key Players
Succession Planning and Matching Performance with Potential
Developing a Continuous Learning Culture
Moving forward into the new roles for HR professionals. Developing the role of the manager. Changing the nature of HR to reflect the new reality.
Understanding Motivation and Avoiding a Simplistic Approach
Where Pay and Reward Fit with Motivation
The Messages for Leaders
Evolution of HR from Tactical to Strategic
Employee Relationship Management
The Personal Skills needed for the New Roles
Influencing Skills
Managing Conflict
Assertiveness
