Monday 14 Dec 2020
- Duration: One Week
- City: London
- Fees: Classroom: 3900 GBP / Online: 1950 GBP
Monday 14 Dec 2020
This course is for Human Resources managers and senior professionals in the function who seek to broaden their knowledge and enhance their skills in the key functions of HR as well as those who are responsible for evaluating HR and its effectiveness in the organisation.
The course is also suitable for those employees who are targeted for development/promotion within the HR function.
– List the main cycles in Human Resources (HR) and the critical steps in each.
– Define strategic HR management and draft an HR strategy.
– Explain the vital KPIs which should be constantly monitored in Human Resources.
– Quantify employee morale and determine a formula for calculating it objectively.
– Differentiate between types of turnover and determine how each should be calculated.
– List the main types of performance management and appraisal rating systems and how and when to use each.
The Main Cycles in Human Resources (HR) Management
– HR Strategy Cycle.
– Recruitment and Selection Cycle.
– Training and Development Cycle.
– Performance Management Cycle.
– Compensation and Benefits Cycle.
Strategic HR Management
– Situation Analysis
– HR Visions and Missions.
– HR Strategic Goals.
– Critical Success Factors in HR.
– Key Result Areas and Key Performance Indicators.
– Core Competencies and Core Values.
Measuring Human Resources
– Measuring HR Strategies: The Main KPIs.
– Human Resources versus Human Capital.
– Return on Human Capital (ROHC) and Cost of Labour (COL).
– Human Value Added (HVA) and Profit Per Employee (PPE).
– Employee Morale and Employee Satisfaction Indices.
– HR Scorecards and Dashboards.
– The Balanced Scorecard.
– Turnover versus Attrition (Gross and Net Turnover).
o Voluntary versus Non-Voluntary Separation.
– Analysing Turnover: Interpreting the Data.
– Healthy versus Unhealthy Turnover.
– Turnover Index.
Managing Employee Performance
– Tangible versus Intangible Appraisal Systems.
– Samples of Best (and Not So) Practices.
– Behavioural Rating.
– Management by Objectives (MBO) Systems.
– Competency-Based Appraisals.
– 180° and 360° Systems.
– Forced Ranking and the Bell Curve: Advantages and Warnings.
– Keys to Success and Failures of Performance Management Systems.