What Human Resources short course can I enrol in today?
Duration - 1 Day
The loss of valuable leadership can cripple a company. Business succession planning is essentially preparing successors to take on vital leadership roles when the need arises. It is essential to the long-term survival of a company. Every company should have a form of succession planning in its portfolio as it is not the expected absences that can cripple a company, but the unexpected ones.
Whether it is preparing someone to take over a position of leadership in a corporation, or the sole proprietor of a small business Business Succession Planning will teach you the difference between succession planning and mere replacement planning. How you prepare people to take on the responsibilities of leadership so that the company thrives in the transition is just as important as picking the right person for the job.
Define business succession planning and its role in your company.
Lay the groundwork to develop a succession plan.
The importance of mentorship.
Define and use a SWOT analysis to set goals.
Create a plan, assign roles, and execute the plan.
Communicate to develop support and manage change.
Anticipate obstacles, and evaluate and adapt goals and plans.
This course is ideal for mangers seeking an introduction in this area.
You are in your office looking over your performance report and it happened again. Your low performing employee failed to meet quota this month even after you spoke with them about the importance of meeting goals. This employee has a great attitude and you know they can do better. You just do not know how to motivate them to reach the goal. Money used to work, but that has worn off. You are baffled and you know being frustrated makes matters worse. What do you do?
Define coaching, mentoring and the GROW model.
Identify and set appropriate goals using the SMART technique of goal setting.
Identify the steps necessary in defining the current state or reality of your employee's situation.
Identify the steps in developing a finalized plan or wrapping it up and getting your employee motivated to accomplish those plans.
Identify the benefits of building and fostering trust with your employee.
Identify the steps in giving effective feedback while maintaining trust.
Identify and overcoming common obstacles.
Identify when the coaching is at an end and transitioning your employee to other growth opportunities.
Identify the difference between mentoring and coaching.
This course is aimed at anyone who manages personnel or who contributes to an individual's capability development in the workplace.
Delivering Constructive Criticism is one of the most challenging things for anyone. Through this Course your participants will gain valuable knowledge and skills that will assist them with this challenging task. When an employee commits an action that requires feedback or criticism it needs to be handled in a very specific way.
Constructive Criticism if done correctly will provide great benefits to your organisation. It provides the ability for management to nullify problematic behaviours and develop well rounded and productive employees. Constructive feedback shows an employee that management cares about them and will invest time and effort into their careers.
Understand when feedback should take place
Learn how to prepare and plan to deliver constructive criticism
Determine the appropriate atmosphere in which it should take place
Identify the proper steps to be taken during the session
Know how emotions and certain actions can negatively impact the effects of the session
Recognise the importance of setting goals and the method used to set them
Uncover the best techniques for following up with the employee after the session
This program would suit managers and team leaders seeking a course on conducting effective feedback conversations.
When you think of staff motivation, many things may come to mind: more money, a bigger office, a promotion, or a better quality of life. The truth is, no matter what we offer people, true motivation must come from within. Regardless of how it is characterised, it is important to get the right balance in order to ensure that you have a motivated workforce.
The Employee Motivation course will give participants several types of tools to become a great motivator, including goal setting and influencing skills. Participants will also learn about five of the most popular motivational models, and how to bring them together to create a custom program.
Defining motivation, an employer's role in it and how the employee can play a part
Identifying the importance of Employee Motivation
Identifying methods of Employee Motivation
Describing the theories which pertain to Employee Motivation - with particular reference to psychology
Identifying personality types and how they fit into a plan for Employee Motivation.
Setting clear and defined goals.
Identifying specific issues in the field, and addressing these issues and how to maintain this going forward.
This program would suit managers and team leaders seeking to enhance employee performance.
Recognise employees through various recognition programs is a fantastic investment. Being appreciated is a basic human feeling and reaps great rewards. Praise and recognition are essential to an outstanding workplace and its employees.
Through our Employee Recognition course participants will recognise the value of implementing even the smallest of plans. The cost of employee recognition is very minimal in relation to the benefits that will be experienced. Employee recognition programs have been shown to increase productivity, employee loyalty, and increased safety.
Assess the type of Employee Recognition Program(s) your company needs
Train leadership to recognise their employees
Know when and where recognition is needed
Construct a culture of recognition
Maintain an effective Employee Recognition Program
This program would suit managers and team leaders seeking to enhance employee performance. through recognition
In recent years, tasks that were originally thought to fall under the responsibility of the human resources department have become a part of many managers' job descriptions. The sharing and diffusion of these tasks throughout the organisation has had an impact particularly on those that are not equipped with the skills or knowledge to deal with these issues.
The Human Resource Management course will give managers the basic tools to handle numerous human resource situations such as interviewing, orientation, safety, harassment, discrimination, violence, discipline, and termination. This Course will provide your participants those skills and assist them with certain Human Resource situations.
Describe the implications of different aspects of Human Resource Management on your daily responsibilities
Define human resources terms and subject matter
Recruit, interview, and retain employees more effectively
Follow up with new employees in a structured manner
Be an advocate for your employees' health and safety
Provide accurate, actionable feedback to employees
Act appropriately in situations requiring discipline and termination
Evaluate some of the strengths and opportunities for Human Resources in your own workplace
Identify three areas for further development within the Human Resources field as part of a personal action plan
This program would suit people managers wanting to deepen their understanding of the employee lifecycle and how to manage the challenges of each stage.
The Encarta Dictionary defines knowledge management as the organisation of intellectual resources and information systems within a business environment. Sounds pretty simple, right? Take a moment, though, and think about all the information that each person has in their brain. That's a lot of knowledge!
The Knowledge Management course will give participants the tools that they will need to begin implementing knowledge management in your organisation, no matter what the size of the company or the budget. Wherever there are humans working together for one goal, there is knowledge to be harvested, stored, and dispensed as needed.
Understand the basic concept of knowledge management (KM)
Identify the do's and don'ts of KM
Identify the KM live cycle
Identify the new KM paradigm
Identify the KM models
Understand how to build a KM rational for your company
Understand how to customise KM definitions
Identify the steps to implementing KM in your organisation
Identify tips for success
Understand the advance topics in KM
This program would suit people managers wanting to capture and document workplace information.
Although we all know that training can have many amazing benefits, sometimes it can be hard to prove those benefits and attach a dollar value to training. Some topics, like sales training or time management, might have direct, tangible benefits. Other topics, like communication or leadership, might have benefits that you can't put a dollar value on.
Our Measuring Results From Training course, participants will learn about the different ways to evaluate training progress, and how to use those results to demonstrate the results that training brings. Once the training has been evaluated the next step is to modify and updated the curriculum to create a content that is better suited for the participants.
Understand Kolb's learning styles and learning cycle
Understand Kirkpatrick's levels of evaluation
Be familiar with many types of evaluation tools, including goal setting, tests, reactionary sheets, interviews, observations, hip-pocket assessments, skill assessments, and learning journals
Understand when to use each type of evaluation tool
Be able to perform a needs assessment
Know how to write learning objectives and link them to evaluation
Be able to write an evaluation plan to evaluate learning at each stage of the training and far beyond
Know how to identify the costs, benefits, and return on investment of training
Be familiar with the parts of a business case
This program would suit staff wanting to measure and evaluate results from training undertaken by employees.
Performance Management is making sure the employee and the organisation are focused on the same priorities. It touches on the organisation itself by improving production and reducing waste. It helps the employee or individual set and meet their goals and improves the employee manager relationship. The key in keeping an organisation and employee aligned, which improves performance and productivity, is Performance Management.
When changes occur Performance Management helps the transition to be smoother and less hectic. It helps the organisation and employee have a stream-lined relationship which improves communication and interactions between the two groups. It will help close any gaps that exist in an employee's skill-set and make them a more valuable employee through feedback and coaching.
Define performance management.
Understand how performance management works and the tools to make it work.
Learn the three phases of project management and how to assess it.
Discuss effective goal-setting.
Learn how to give feedback on performance management.
Identify Kolb's Learning Cycle.
Recognise the importance of motivation.
Develop a performance journal and performance plan.
This program would suit HR professionals, managers and team leaders seeking an introductory course on Performance management.
Successful companies are made up of great employees, so why not hire great employees? Hiring and training employees is an expensive venture. Be sure to hire the right person for the right position. Hiring the right person is more about skills and abilities; it is about finding the right combination of skills, attitude, and fit for your organisation's culture.
Hiring a new employee is one of the largest investments you can make in business. That is why hiring the correct employee is so important. Hiring the right employee is more important than ever, as training can be very expensive. Employee turnover costs companies a lot of money each year. This course will provide the Employee Recruitment and Hiring skills that your hiring department need to help them interview and recruit the right employee for you.
Know how to present the current open position
Develop a workable hiring strategy
Find potential candidates for the position
Understanding the selection process.
Know how to determine which candidates to interview
Preparing for the interview and question process.
Steps and techniques to use in an interview
Identifying and avoiding bias when making offers.
Welcome newly hired employees
Discovering ways to retain talent and measure growth.
Recognise the GROW model and how to set goals.
The program is suitable for managers, team leaders, line supervisors and those seeking an introductory course on recruitment and hiring skills.
Talent Management is an investment. Every company wants to have the best and brightest employees, and with Talent Management that can be achieved. The item that usually accounts for the highest cost for a company is its work force. With a company's workforce being the highest cost to it, does it not make sense to invest in it? With Talent Management you are developing a more skilled workforce and attracting a higher caliber of new employee.
We all know that training and retraining costs money and Talent Management can reduce these costs. Recruiting the correct people, and keeping a talented workforce is a priority in today's business environment. Having a talented group of employees has always been a key to success; it will translate into cost savings and higher productivity. Talent Management is the investment that will pay dividends over the course of its use.
Define talent and talent management.
Understand the benefits of talent management.
Recognise performance management and ways to review talent.
Identify employee engagement.
Create assessments and training programs.
Learn how to improve employee retention.
This program would suit managers wanting to develop and retain staff.