Staying Ahead of Human Resources (HR) Trends: Strategic Human Resource (HR) Management

Course Code: HRM 129

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Course Sector:

HR Strategy and Training

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Introduction

Training course introducion / brief

This program develops the essential knowledge/skills and concepts to successfully perform and succeed in the ever-changing human resource function. Participants will be introduced to the management of an organization's workforce through the design and implementation of effective human resources policies and procedures, and get to stay ahead of hr trends strategic management.

By the end of this learning experience, the participants will be able to:

Define Human Resources Management and discover HR main functions
Recognize HR Best Practices & trends
Recognize and discuss the critical role that effective people management plays in building and maintaining competitive

advantage in contemporary organizations.

Demonstrate an understanding of basic HR functions, and the theories, concepts, models, and methods that inform HR practice.
Understand and use strategic models and implementation processes to deliver future based results
Apply HRM concepts and technical knowledge to the analysis of HRM problems, cases, and issues.
Recognize and demonstrate the behaviors and attitudes required for effective teamwork.
Describe the Role and Functions of the Personnel / HR Department
Show awareness of Employee Resourcing, Recruitment & Reward
Describe Best Practice in Working with Employees and Assisting with Employee Problems
Understand Performance Management in a multi-cultural environment
State the Benefits of HR Planning

This course is designed and beneficial for Human resources managers and senior professionals, specialists, team leaders, and those who are responsible for evaluating HR and its effectiveness in the organization.

An Overview of Human Resource Management

Introducing Human Resource Management (HRM)
Human Resource Management vs. Personnel Management
Main Activities, Responsibilities and Tasks of HRM
Introducing Strategic HRM (SHRM)
Personnel Jobs and Systems
Typical Department Structure
Personal Qualities needed for HRM Work

HR Best Practices & trends

Shift in employee experience: HR is About people & to People
Remote Staff: Managing remote resources
HR in the era of Artificial intelligence
The wave of augmented reality and virtual reality
The concept of HR Business Partner

How strategy works – the models and implementation

Strategic models – how they work – case studies
Mission statements, measurement tools and monitoring progress
Strategic models for use within the organization, and measurement
Creativity and innovation – their role in strategic thinking, including exercises

Translating strategy into action and examining corporate culture

How strategy is translated into business plans
The use of modeling to produce plans that can be measured
Creating HR quality plans
Delivering measurable HR business benefits

Administration & Performance Management

Administration and Business Support
Monitoring and Reporting, e.g Sickness and Absence
Absence Management Case Study
Introduction to HR Databases and Computer Systems
Security and Confidentiality of Employee Records
Performance Management in a multi-cultural setting
Appraisal Systems and 360° Feedback
The Employee Disciplinary Interview

Recruiting, Rewarding and Retaining Employees

Introducing ‘total reward’ Concepts
Recruitment and Selection
Assessment and Development Centers
The Use and Limitations of Aptitude Tests and Psychometrics
Use of References
Induction for New Employees

Working with and Assisting Employees

Managing Employee Problems
Employee Assistance Programs (EAP)
Complying with Employment Law
Equality of Opportunity & Employee Diversity
Grievance and Conducting Workplace Investigations
Exit Procedures and Exit Interviews

HR Planning, Learning & HR Ethics

What is Learning?
Training and Development
Human Resource Planning
Integrated HR Strategies
HR and Training and Development
HRM Ethics
Professional Conduct
Personal Action Planning and Continuing Personal Development (CPD)

Boost certificate of completion

BOOST's Professional Attendance Certificate “BPAC” is always given to the delegates after completing the training course, and depends on their attendance of the program at a rate of no less than 80%, besides their active participation and engagement during the program sessions.

ENDORSED EDUCATION PROVIDER

Flexible deadlines

Customized dates accordance to your schedule

Shareable Certificate

Earn certificate upon completion

COURSE METHODOLOGY

Our Training programs are implemented by combining the participants' academic knowledge and practical practice (30% theoretical / 70% practical activities).

At The end of the training program, Participants are involved in practical workshop to show their skills in applying what they were trained for. A detailed report is submitted to each participant and the training department in the organization on the results of the participant's performance and the return on training. Our programs focus on exercises, case studies, and individual and group presentations.

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TRAINING COURSE: Staying Ahead of Human Resources (HR) Trends: Strategic Human Resource (HR) Management