Human Resources Management
5 DaysHuman Resources Management
Course Methodology
Each day will be dedicated to one topic that will be extensively explored. Training methodologies include evolutionary trend analysis, skill-building exercises, role plays, and videos. Moreover, every day will have an allocated slot to explore additional topics of interest or unresolved challenges in the workplace.
Course Objectives
By the end of the course, participants will be able to:
- Describe the main functions of the HR management division, the impact of HR activities on the organization, and the competencies required to fulfill the role
Analyze jobs using job descriptions to extract critical competencies that can be used for recruitment, performance, and development purposes
Prepare for, conduct, and evaluate competency-based interviews for recruits
Differentiate between qualitative and quantitative performance management systems and the impact of each on the organization
Assess the suitability of training courses and evaluate the impact of those, including the quantitative return
Evaluate Jobs using the Al Mawred Job Evaluation System
Target Audience
HR professionals or those about to start a career in HR. The course is also beneficial for experienced officers and managers in HR who wish to update their knowledge and skills about the latest techniques in the various human resources functions.
Target Competencies
- Human resources management
- Job analysis
- Competency analysis
- Recruitment and selection
- Performance management
- Training and development
- Compensation and benefits
Course Outline
- Human Resources Management (HRM)
- Definition and objectives of HRM
- HR organizational charts
- The main functions of HR
- Organizational design and workforce planning
- Recruitment and selection
- Performance management
- Training and development
- Compensation and benefits
- Employee relations
- Personnel and Administration
- Competencies: The Main Language in HR
- Competency as a strategic and critical success factor
- Overview of competency theory
- Factors making up a competency
- Types of competencies
- Job analysis and competencies
- Recruitment and Selection
- Recruitment versus selection
- Defining requirements
- Attracting qualified candidates
- Types of assessments
- Competency-based interviews
- The STAR approach
- Questioning techniques
- Building the interview guide
- The selection decision
- Performance Management
- The performance management cycle
- Performance criteria
- Quantitative versus qualitative performance systems
- KPIs: The backbone of quantitative performance systems
- Setting up a competency-based performance management system
- Talent management and succession planning overview
- Training and Development
- Identification of training needs
- Business analysis
- Performance gap
- Surveys
- Choosing the right training course
- Integrated development approach
- Evaluating training effectiveness using the Kirkpatrick method
- Matching evaluation levels with learning objectives
- Evaluation of training effectiveness: A case study on calculating ROI
- Identification of training needs
- Compensation and benefits
- Effective compensation pillars
- A total compensation management system
- Stages of compensation and benefits process
- Job Analysis
- Al Mawred job analysis guide to a comprehensive JD
- Job evaluation
- Al Mawred job evaluation system
- Salary surveys: Guaranteeing 'external consistency'
- Factors impacting compensation and benefits
Mawred Certificate
Mawred Certificate courses by Al mawred Training & Consulting are designed for those willing to challenge themselves and go the extra distance...
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Classroom Schedule
Virtual Schedule
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