Every business or organization begins and ends with people — and that’s where you come in. Today’s competitive marketplace requires Human Resource Professionals to have an expanded role in the organization due to the increasing importance of social and relationship capital. Your challenge today is to gain and use influence to become a better strategic partner, to determine where the organization is headed, and to get out in front and use the human resources function to help lead the way.

• Gain the self-awareness and confidence needed to execute HR leadership responsibilities.
• Identify and manage strengths and developmental needs through constructive feedback from peers and a confidential, one-to-one session with a certified executive Trainer.
• Explore your role as a cultural steward and understand your role in facilitating organizational change.
• Stimulate personal and career growth through self-directed development through a targeted developmental experience with other Human Resource professionals.
• Develop a plan of action to address a complex organizational HR challenge.

Experienced human resource professionals and executives interested in improving their individual leadership performance.

Participating and Contributing to the Management Team and Driving Business Results through HR.

Delivering Value through HR

• Optimizing Global Competitiveness.
• Preparing a Leadership Agenda for the Human Resource Function Assuring Talent Management.
• Creating a Leadership Brand.

Human Resources Strategies

• HRM Introduction and HRM history.
• The strategic role of HRM in organizations.
• Developing an Effective Business Strategy
• Driving Business Strategy through HR

Origination Hierarchy

• Origination Hierarchy and its importance for the HRM.
• Origination Hierarchy establishment principals.

Job Analysis & Job Description

• Job Analysis – Job Designing – Job Description – Candidate’s Qualifications – Cost & ROI for Job Analysis.

Recruitment

• Manpower planning and labor demand and supply analysis.
• Labor surplus or deficit Identification and how to dispose of it.
• Attract talent Skills from various Job levels (Job Hunting)
• Selection, hiring, and job interviews.
• Orientation program for new hires.
• Probation periods follow up for new Hires.

Training & Development (Talent Management)

• Training plan establishment and implementation.
• How to design the training budget.
• Establishing the Training models (External – Internal – OJT).
• Design and implement & evaluate the training program.
• How to measure the return on investment in training.

Compensation and Benefits

• Designing the Salary scale.
• Salary Scale designing steps
• Jobs evaluation methods
• Grading system designing
• Employee Benefits.
• Benefits.
• Cost & ROI for the benefits system.

Employee Relations System

• Establishing & implementing the Grievance and Suggestion system.
• Best Employee Project.

The Performance Management System

• Why PMS?
• 90 – 180 – 360 – factors.
• When, why, COST – ROI.

Career Path and Training Path

• Career path planning and development.
• Attach the career path with the training path.

A variety of methodologies will be used during the course that includes:

• Lectures
• Case Studies and Self Questionnaires
• Group Work
• Techniques
• Role Play
• Concepts
• Pre-assessment and Post-assessment
• Variety of Learning Methods