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Submission: On February 29 via api from AE — Scanned from DE
Effective URL: https://solomonpeoplesolutions.com/hr-for-non-hr-professionals/
Submission: On February 29 via api from AE — Scanned from DE
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Have any questions? ➧ info@solomonpeoplesolutions.com +97148769263
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* Global Professional in Human Resource (GPHR)
* Certified Human Resources Manager (CHRM)
* Information Technology
* Certified Data Privacy Solutions Engineer (CDPSE)
* Certified in the Governance of Enterprise IT (CGEIT)
* Certified in Risk and Information Systems Control (CRISC)
* Certified Information Security Manager (CISM)
* Certified Information Systems Auditor (CISA)
* Certified Information Systems Security Professional (CISSP)
* Certified Cloud Security Professional (CCSP)
* Systems Security Certified Practitioner (SSCP)
* Certified Authorization Professional (CAP)
* Environment
* LEED Accredited Professional (LEED AP)
* LEED Green Associate Professional (LEED GA)
* Supply Chain Management
* Certified in Planning and Inventory Management (CPIM)
* Certified Supply chain Professional (CSCP)
* Technical
* Asset Management Training (AMT)
* Certified Facility Manager (CFM)
* Certified Fire Protection Specialist (CFPS)
* Certified Fire Inspector 1
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YOU ARE HERE:
* Home
* HR For Non-HR Professionals
HR FOR NON-HR PROFESSIONALS
HR for Non-HR From SPS course is specially designed to upskill managers to give
them the competence needed to effectively manage everyday human resource needs
and challenges within their workforce
Enroll Now
Medium of Instruction: English
Duration of the program: 16 hours
Organizations are made up of people: their knowledge, skills, attitudes and
interconnections. The Developing HR Skills Programme outlines the roles and
functions of members of the human resources department as well as the importance
of educating others outside human resources in how their roles include human
resources related activities. Emphasis is place on the modern day importance of
HRM and the new ‘corporate view’ of the function. Explore how the appraisal,
feedback, counselling and disciplinary interviews provide opportunities to
develop a more productive and constructive employment relationship. Each
category is explored in detail to help advance your understanding of how to
utilize it to your advantage.
* Description
* Program Outline
DESCRIPTION
* Explore the latest trends in the human resource field and the changing role
of the human resource professional
* Understand the importance of HR planning and forecasting in line with
business planning
* Discover how human resource planning and the organization’s strategic plan
work together
* Revise how to write job specifications and identify core competencies
* Learn the importance of job analysis and job descriptions and how to develop
these in your organization
* Explore recruitment and selection strategies
* Uncover methods of finding, selecting and keeping the best people using
behavioral description interviewing techniques
* Discuss how to get employees off to a good start
* Identify strategies on how to deal with compensation and benefits
* Explore ‘best practices’ for maintaining healthy employee relations
* Identify how to make performance appraisals a cooperative process
WHO SHOULD ATTEND THIS PROGRAM?
Our target audience are executives who need to use and/or understand basic HR
for an organization.
PROGRAM OUTLINE
Introduction to HR
* Introduction to Human Resource Management (HRM)
* Interaction of HRM with company vision, values and strategic direction
* Aligning HRM with strategic business goals
* Trends affecting HR
* Forecasting needs/succession planning
* Skills inventories/Emotional Intelligence
* Job analysis
* Job competencies
* Job descriptions
* Job applications
The Importance of your HR Role
* Identifying your role
* Where do you fit in?
* Typical HR responsibilities
* Relationship between HR and the line
Maintaining Employee Records
* Maintaining records, systems and libraries
* Computerized personnel information systems
* Security and confidentiality and managing employee access to records
* Absence recording and controlling
Contracts of Employment
* Offers of employment and references
* Implied and expressed terms
* Contracts for part-time, temporary and casual staff
* Termination of employment, notice periods, contractual rights, exit
interviews
* UAE Labour Laws
Effective Face-to-face Communication
* Interacting confidently and positively with others
* Developing an assertive style
* Dealing with difficult people
* Listening and questioning effectively
Setting Clear Expectations
* Code of conduct / Ethical Guidelines
* Establishing performance expectations
* Using a trial period constructively
* Importance of induction and monitoring performance on a regular basis
* Avoiding long-term difficulties
Providing Feedback
* Coaching poor performance
* Identifying training issues
* Providing appropriate support
Managing Poor Performance
* Having difficult conversations
* Following a structured process
* Maintaining relevant documentation
Interviews
* Format for an interview
* How to rate interviews
* Testing
* What’s wrong with traditional interviews?
* Guide for an objective interview
* Checking references
Orientation and Planning
* Orientation programs:
* Why have one?
* What should they look like?
* Planning for training:
* Learning styles
* Adult learning principles
* Flow chart for a needs assessment
* Internal versus external training
* Criteria for working with external consultants
* Employee training plans
* The employee handbook
* Absenteeism
Appraisals
* Advantages of performance appraisals
* Pre-preparation for appraisals
* Designing the appraisal form
* Employee preparation for appraisals
* Conducting the appraisal
* Follow-up for performance appraisals
Compensation
* Diversity
* Compensation equity
* Compensation issues
* What benefits do employees want?
* Positive discipline
* Exit Interviews
* Certificates and evaluations
REQUEST A CALL BACK.
SUBMIT YOUR DETAILS, WE’LL GET BACK TO YOU.
HERE IS WHAT SOME OF THE PREVIOUS PARTICIPANTS OF THIS PROGRAM HAD TO SAY:
“We learnt a lot of new techniques which will help us to implement in our
organisation”
“It was brought across to us in a such a way that we have go back and implement”
BEGINNING OF THE PROGRAM:
Each participant has to fill in a pre-training need form to ascertain their
expectations that can be catered to by the facilitator.
AT THE END OF THE PROGRAM
Each participant has to submit a Post Training Action plan for implementation
and to ascertain the Return on Investment.
Have any questions? ➧ info@solomonpeoplesolutions.com +971 4 876 9263 +971 55
281 5948
A Boutique Consulting Firm offering Training, Talent Search and Human Resource
Consulting Solutions to Enable Individuals and Organisations to actualize
themselves through our Services.
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