Human Rights Leadership Development Cours

Overview

This course consist of solid human resource principles, timely research and recent events, such as the latest rise in unemployment and financial problems facing different countries. It highlights challenges facing managers, employees and Human Resource Auditing process. It also includes employee database management.

Duration

2 weeks

Who should attend?

HR professionals who are planning on easing their work with the use if ICT will find this course particularly beneficial.

Course Objective:

• Understanding the important role that human resources plays in an organization.
• Understanding of recruiting, selecting, hiring, compensating, appraising, training, developing, reprimanding, promoting, demoting and firing employees.
• Understanding of laws affecting employees and potential employees.
• Understanding of problems that the human resources department faces and the
• Developing  solutions to problems facing employees
• Use of relational database in employee information management
• Organize employee records and files cost- effectively.
• Identify areas of weaknesses in their organization’s processes: recruitment and selection, employee records keeping, performance appraisal, and payroll.
• Create a plan of action to improve the HR processes in their organization.
• Relate the importance of an efficient employee record keeping process to their organizational financial well being.
• Develop a detailed and accuracy-focused approach to Human Resources.

Course content

Module one: Human Resource Environment and Strategy

• HR Responsibilities & Roles
• Competitive Challenges Influencing HR
• Meeting Competitive Challenges
• Business Models & Strategic HR
• HR Strategy Formulation & Implementation
• Meeting Competitive Challenges via HRM Practices

Module two: Legal Environment and Job Analysis & Design

• Legal System & Equal Opportunity
• Types of Discrimination
• Legal Issue Related to Harassment & Employee Safety
• Work Flow Analysis & Organizational Structure
• Job Analysis
• Job Design

Module three: Planning and Selection

• Forecasting & Goal Setting
• Strategic Planning & Implementation
• Recruiting
• Standards for Selection Methods
• Interviews, Application Blanks, & References
• Tests & Personality Inventories

Module Four: Training & Performance Management

• Designing Formal Training Programs
• Choosing & Evaluating Alternative Training Programs
• Cross-Cultural & Diversity Training and Socialization Programs
• Approaches to Measuring Performance
• Approaches to Employee Performance Management
• Administering Performance Feedback

Module Five: Employee Development & Retention

• Career & Development Planning
• Approaches to Employee Career Development
• Mentoring, Coaching and Succession Planning
• Managing Involuntary Turnover
• Managing Voluntary Turnover
• Measuring & Monitoring Job Satisfaction

Module six: Compensation

• External Equity & Market Surveys
• Internal Equity & Job Evaluation
• Current Challenges
• Merit Systems & Incentive Plans
• Organizational & Group Plans
• Managerial Pay & Strategic Fit

Module seven: Benefits & Labor Relations

• Historical Trends & Mandated Programs
• Non-Mandated Programs
• Employer Objectives & Strategies
• Goals, Structure & Trends
• Legal Framework & Organizing Process
• Contract Administration in Alternative Contexts

Module Eight: Human Resources Management (HRM)

• Definitions and Objectives of HRM
• The Main Functions in HR
• Examples of HR Organization Charts
• Recruitment and Selection Cycle
• Performance Management Cycle
• Compensation and Benefits Cycle

Module Nine: The Audit Process

• History, Origin and Definition
• How to Conduct a Good Audit
• Pitfalls to Watch Out For
• Creating a Plan to Conduct an HR Audit

Module Ten: Organizational Chart Audit

• Dentifying the Components of a Good Organization Chart
• Conducting a Proper Analysis of your Organization Current Organization Chart
• Identifying Areas of Improvement in the Existing Organization Chart
• Developing Possible Improvements
• Creating a Plan of Action for Implementing Improvements to Charts

Module Eleven: Recruitment and Selection Process Audit

• Analyzing the Current Workforce Plan and Budget
• Modifying Workforce Plan and Budget to Include the Important Elements
• Reviewing the Current Recruitment and Hiring Process as per the Company HR Policy
• Analyzing and Improving the Joining Formalities of New Employees
• Creating a Proper New Joiners File
• The Induction Process

Module Twelve: Employee Administration Process Audit

• Reviewing and Developing the Probation Period Administration Process
• Reviewing and Developing the Staff Performance Appraisal Process
• Maintaining a Proper Leave Record and Leave Administration Process
• Auditing and Improving the Current Payroll Administration Process Including Overtime Management
• Ensuring Correct Calculation of Severance Pay
• Ensuring Compliance with Pension Fund Regulations

Module Thirteen: Computer-Based Data Management System Audit

• Evaluating Current Methodology for Maintaining Soft Employee Data
• Ensuring Soft Data Matches Employee Personnel Files
• Identifying Best Approach to Maintaining Employee Soft Records

Module Fourteen: Statutory Compliance Audit

• Verifying Employee Records and HR Process Compliance with Labor Law
• Checking Visa and Local Sponsorship Process Compliance

What you will learn

Course Objective:

• Understanding the important role that human resources plays in an organization.
• Understanding of recruiting, selecting, hiring, compensating, appraising, training, developing, reprimanding, promoting, demoting and firing employees.
• Understanding of laws affecting employees and potential employees.
• Understanding of problems that the human resources department faces and the
• Developing  solutions to problems facing employees
• Use of relational database in employee information management
• Organize employee records and files cost- effectively.
• Identify areas of weaknesses in their organization’s processes: recruitment and selection, employee records keeping, performance appraisal, and payroll.
• Create a plan of action to improve the HR processes in their organization.
• Relate the importance of an efficient employee record keeping process to their organizational financial well being.
• Develop a detailed and accuracy-focused approach to Human Resources.