Course Description

This course is designed to help managers and human resource (HR) professionals in using assessment practices to reach their organizations’ 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 – 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