Who Should Attend
Human Resources managers and senior professionals in the function who seek to learn how to manage a human resources function from an executive perspective.
Participants of this program will be required to submit one or more projects on HR related topics which will be covered during the program.
Objectives
By the end of the program, participants will be able to:
• Define human resources and list its main functions and responsibilities.
• Align the HR function with organizational strategy.
• Introduce competency-based approaches to the main functions within an HR department.
• Assess the effectiveness of the human resources function through the use of an HR scorecard and relevant key performance indicators.
• Prepare for the management of a human resources function through the submittal of one or more HR-management-related projects.
Program Profile
The Strategic Role of Human Resource Management
• Explain what human resource management (HR) is and how it relates to the management process.
• Give at least eight examples of how managers can use HR concepts and techniques
• Illustrate the HR management responsibilities of line and staff (HR) managers.
• Provide a good example that illustrates HR's role in formulating and executing company strategy.
• Write a short essay that addresses the topic: why metrics and measurement are crucial to today's HR mangers.
Equal Opportunity and the Law
• Cite the main features of at least five employment discrimination laws.
• Define adverse impact and explain how it is proved and what its significance is.
• Explain and illustrate two defenses you can use in the event of discriminatory practice allegations.
• Avoid employment discrimination problems.
• Cite specific discrimination personnel management practices in recruitment selection, promotion, transfer, layoffs and benefits.
• Define and discuss diversity management.
Strategic Human Resource Management and the HR Scorecard
• Outline the steps in the strategic management process
• Explain and give examples of each type of companywide and competitive strategy.
• Explain what a high performance work system is and why it is important.
• Illustrate and explain each of the seven steps in the HR scorecard approach to creating HR systems.
Job Analysis
• Discuss the nature of job analysis, including what it is and how it’s used.
• Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation.
• Write job descriptions, including summaries and job functions, using the Internet and traditional methods.
• Write job specifications using the Internet as well as your judgment.
• Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
Personnel Planning and Recruiting
• Explain the main techniques used in employment planning and forecasting.
• List and discuss the main outside sources of candidates.
• Effectively recruit job candidates.
• Name and describe the main internal sources of candidates.
• Develop a help wanted ad.
• Explain how to recruit a more diverse workforce
Employee Testing and Selection
• Explain what is meant by reliability and validity.
• Explain how you would go about validating a test.
• Cite and illustrate our testing guidelines.
• Give examples of some of the ethical and legal considerations in testing.
• List eight tests you could use for employee selection, and how you would use them.
• Explain the key points to remember in conducting background investigations.
Interviewing Candidates
• List the main types of selection interviews.
• Explain and illustrate at least six factors that affect the usefulness of interviews.
• Explain and illustrate each guideline for being a more effective interviewer.
• Effectively interview a job candidate.
Training and Developing Employees
• Describe the basic training process.
• Describe and illustrate how you would go about identifying training requirements.
• Explain how to distinguish between problems you can fix with training and those you can’t.
• Explain how to use five training techniques.
Performance Management and Appraisal
• Describe the appraisal process.
• Develop, evaluate, and administer at least four performance appraisal tools.
• Explain and illustrate the problems to avoid in appraising performance.
• List and discuss the pros and cons of six appraisal methods.
• Perform an effective appraisal interview.
• Discuss the pros and cons of using different raters to appraise a person’s performance.
Managing Careers
• Compare employers’ traditional and career planning-oriented HR focuses
• Explain the employee’s manager’s and employer’s career development roles
• Describe the issues to consider when making promotion decisions
• Describe the methods for enhancing diversity through career management
• Answer the question: How can career development foster employee commitment?
Establishing Strategic Pay Plans
• List the basic factors in determining pay rates.
• Explain in detail how to establish pay rates.
• Explain how to price managerial and professional jobs.
• Discuss current trends in compensation
Pay for Performance and Financial Incentives
• Discuss the main incentives for individual employees.
• Name and define the most popular organization-wide variable pay plans.
• Describe the main incentives for managers and executives.
• Outline the steps in developing effective incentive plans.
Benefits and Services
• Name and define each of the main pay for time not worked benefits.
• Describe each of the main insurance benefits.
• Discuss the main retirement benefits.
• Outline the main employees' services benefits.
• Explain the main flexible benefit programs.