TRAINING COURSES

Advanced HR Techniques and Effective Training Planning Strategies

Start Date: 28 Jan 2018
End Date: 1 Feb 2018
Duration: 5
Fees:
Country: Kuala Lumpur / Malaysia
Category: Training & Human Resources
Details:

Course Description

This course is designed to help managers and human resource (HR) professionals in using assessment practices to reach their organizationsí HR goals. It conveys the essential concepts of employment testing; Skills in how to identify and manage employee relations issues and how to develop and execute an action plan to manage such issues through each phase of the employee relations process will also be covered and covers all the main areas of analysis. Information provided will enable participants to not only have a better practical approach to training but also to fully understand how things work and are measured and how all training activities can be cost and measured using a new range of tools and techniques.

Course Objectives

         Measure the effectiveness of training

         Demonstrate trends and do efficiency analysis

         Resolving employee grievances in a fair and responsible manner

         Improving employee discipline through better attendance management

         Use unit costs to understand budgets and the true cost of training activities

         Measure competency by department, or company-wide using specific new techniques

         Defining employee relations as a function and list its main role within Human Resources

         Measure skills, knowledge, behavior, competency, style, self-belief, attitudes and personality

Who Should Attend?

         Managers

         Supervisors

         HR Staff

         Anyone involved in HR planning

         Anyone who is or will be responsible for managing teams or individuals

Program Schedule

PART 1

         Defining the Employee Relations Function

         Main Duties and Responsibilities of Employee Relations Officers

         Employee Relations (ER) versus Human Resources (HR)

         Employee Relations versus Personnel and Administration

         The Relationship between Labor Law and Employee Relations

PART 2

         The Bare Essentials that Should be Kept on Record at All Times

         Organizing the Files: The Logical Approach and The Legal Requirements

         Approaches to Updating Employee Files

         Automating Employee Files: Advantages and Disadvantages

         Human Resources Information Systems 

PART 3

         Personnel assessment tools: tests and procedures

         Relationship between the personnel assessment process and tests and procedures

         Some situations in which an organization may benefit from testing 

         Limitations of personnel tests and procedures

         Understanding the legal context of assessment

PART 4

         Mental and physical ability tests

         Achievement tests

         Employment interviews

         Education and experience requirements

         Recommendations and reference checks

         Assessment centers

         Standards for evaluating a test

PART 5

         Direct and indirect discrimination

         Managing attendance

         The legal dimension

         Procedure for dealing with long-term absence

         Return to work interviews

         Medical certificates

         Unfair dismissal

         Types of dismissal

PART 6

         Validation vs. Evaluation Ė What is the difference?

         Models/Techniques the training

         Understanding the process of evaluation and its position 

         How to use the process to produce training evaluation 

PART 7

         What value does training offer?

         The need for training to produce measurable results

         It is vital to know who your customer is

         Establishing a training process that works and is auditable 

         Mastering training costs and budgets

         Managing and being accountable for training expenditure or the results of training

         Adding value through training activities

PART 8

         Learning styles and their impact on training courses

         How to measure learning styles inexpensively

         Personality and its impact on training results 

         What can training realistically achieve?

         Can you overcome learning difficulties

         Critical times to get the best from training

         Retention and its critical role in what we can remember

         Motivation factors in learning 

PART 9

         What are learning outcome objectives and why do we need them?

         How to write learning outcome objectives

         The documents needed for any training course

         Maximizing the use of visual aid and other aids

         How to calculate room size needed and screen size

         Sound and its part in aiding learning.

         The benefit of using specific professional training videos

PART 10

         Budget spent and the monitoring of costs

         Creating value from training

         Understanding fully how competency frameworks work.

         What is performance - is it related to competency?

         Measuring improvements after training - how to do it

         The need to measure competence

         Performance-based training 

 
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