HRM Corner Stone

HRM Corner Stone

Basics Of Human Resources Management

Human Resources Management Skills

 

Who Should Attend

HR novices with less than three years of experience or long-time professionals looking for an HR management refresher

Our Mutual Objectives

  • Recognize How the HR Function Contributes to Organizational Success
  • Identify Potential HR Issues and Their Legal Implications
  • Explain the Role of HR in Corporate Strategy Development and Execution
  • Discuss Strategies to Attract and Retain Talent
  • Describe Components of Successful Performance Management
  • Match Training Methodologies to Specific Business Issues
  • Describe Compensation and Benefits Systems Needed to Achieve Specific Corporate Objectives

Course Outlines

1-      Overview of Human Resources

  • Articulate Strategic and Functional Roles HR Performs for the Organization
  • Describe the HR Disciplines Employed By Effective Organizations
  • Identify Stakeholders and Capture Their Requirements

2-      Recognizing HR’s Roles in Compliance

  • Recognize Policies and Practices That Comply with Federal Laws
  • Recognize When to Bring in Legal Experts to Help if You Don’t Know the Answer
  • Identify Compliance “Red Flags” as They Occur

3-      Review Employment Lifecycle

  • Explain the Key Elements and Phases of the Employment Lifecycle

4-      Developing an HR Strategy and Workforce Plans

  • Present the Case for Strategic Alignment Between HR and Business Objectives
  • Articulate the Significance of Workforce Planning in Your Business
  • Explain the Need and Value for Advancement/Succession Planning Throughout the Organization
  • Formulate Strategies for Employee Retention

5-      Acquiring Talent

  • Describe HR’s Role in Talent Acquisition
  • Determine the Appropriate Workforce Strategy(s) Required to Achieve Business Objectives
  • Identify Interviewing and Selection Practices That Produce Effective Hiring Decisions
  • Construct Orientation and On-Boarding Programs That Accelerate Time to Performance

 

6-      Managing Employee Performance

  • Describe HR’s Role in Performance Management
  • Explain the Different Types of Systems Used to Manage Performance
  • Identify Performance Management Methodologies Needed to Achieve Business Objectives

7-      Training and Developing the Workforce

  • Describe HR’s Role in Training and Development
  • Identify Employee Development Strategies Required to Achieve Business Objectives

8-      Delivering Effective Compensation and Benefits Programs

  • Describe HR’s Role in Compensation and Benefits
  • Produce Relevant Total Reward Strategies
  • Identify Compensation and Benefit Methodologies Needed to Achieve Business Objectives

9-Terminating Employees

  • Describe HR’s Role in Termination
  • Explain At-Will Employment
  • Differentiate Between Voluntary and Involuntary Termination

10-  Action Planning

  • Analyze a Relevant HR Issue and Present Findings
  • Transfer Learning from the Classroom to the Job Within 24-hours

Keep-N-House : Fighting Turnover

Keep-N-House: Fighting Turnover

Employee Retention – Strategies to fight Turnover

Who Should Attend

HR professionals, training and OD managers, operations leaders, sales leaders and other talent management stakeholders interested in improving employee retention.

Our Mutual Objectives

  • Assess the Strengths and Weaknesses of Your Organization’s Current Retention Strategy
  • Calculate the Costs of Losing Talented Employees
  • Understand the Consequences of Employee Turnover
  • Recognize the Benefits of Creating a Culture of Retention
  • Communicate to Organizational Executives the Urgency and Importance of an Effective Retention Strategy
  • Explore the Reasons Why Talented Employees Join, Stay, and Leave the Organization
  • Examine a Retention Model That Differentiates Employee Turnover, Retention, and Engagement
  • Discover the New Wisdom Applied to Developing a High Retention Organization
  • Explore Retention Issues in the Three Key Areas of Job, Leader, and Organization
  • Create “Employee Engagement” in Ways That Build Loyalty

Course Outlines

1-The Urgent Need for Retention

  • Recognize the Trends That Indicate a Looming “Retention Crisis”
  • Calculate the Cost of Employee Turnover in Your Organization
  • Distinguish the Key Differences Between the Reasons People Join Organizations and the Reasons People Leave
  • Develop a Plan for Communicating the Urgent Need for Retention to the Leaders of Your Organization
  • Examine the Long-Term Benefits of Retaining Top Talent
  • Discover the Risks and Opportunities That Contribute to the “Zone of Retention”

2-      Moving from Turnover to Retention

  • Set a Goal for Reducing Turnover and Enlist Your Organizational Leadership in Achieving That Goal
  • Identify and Address the Organizational Issues That Contribute to Turnover in Your Organization
  • Benchmark Best Practices for Addressing the Job Issues That Contribute to Turnover
  • Examine How to Strengthen Your Existing Leadership Initiatives Toward Improved Retention
  • Recognize the Competencies Leaders Must Demonstrate to Retain Talent.

 

 

 

 

3-      Retention and Engagement

  • Identify the Barriers That Prevent an Organization from Achieving High Retention and Engagement
  • Consider Goals for Increasing Engagement in the Organization and Enlist Your Leadership in Achieving That Goal
  • Examine the Ten Leadership Competencies That Contribute to Retention and Engagement
  • Determine How to Incorporate Leadership Retention-Engagement Competencies as Part of a Leadership Initiative
  • Educate and Involve Team Members in Organizational Retention Strategies
  • Practice Engaging in a Peer-to-Peer Retention Conversation

4-      Application

  • Review the Retention Roadmap
  • Integrate the Communication Plan Messages You Have Been Developing
  • Develop a Retention-Engagement Plan and Communicate It in a Way That Motivates Your Organizational Leadership to Support It

Eagle Eye – Hiring Best Of The Best

Eagle Eye: Hiring Best Of The Best

Recruiting and Selecting Employees

Who Should Attend

Professionals with two years or less of experience in hiring, including HR assistants, employment managers, HR specialists and non-practitioners involved in the hiring process.

Our Mutual Objectives

  • Attract Talent through Innovative Recruitment Sources
  • Learn How to Effectively Use Telephone Screening and Other Methods to Filter Out the Wrong Applicants
  • Practice Interviewing Techniques to Refine and Develop Your Skills as an Interviewer—Including How to Open and Close the Meeting
  • Understand How to Ask the Right Questions to Find Out the Information You Need to Know
  • Avoid Interview “Traps” and Affirmative Action Considerations

 

Course Outline

1-      Recruitment Challenges

  • Workplace diversity and affirmative action
  • The increasing number of contingent workers
  • Alternative work arrangements

2-       Recruitment Sources

  • The five primary pre-recruitment considerations
  • Discover benefits and drawbacks for different recruiting sources
  • Strategies to attract special interest groups: new graduates, star performers, homegrown talent, retirees, seasonal employees, part-timers

3-      Electronic Recruiting

  • Strengths and weaknesses of Internet recruiting
  • Reviewing cyberspace resumes
  • Website considerations
  • Online recruiting guidelines
  • Global Internet recruitment

4-       Interview Preparation

  • Reviewing job specifications
  • Preparing job descriptions
  • Reviewing applications and resumes
  • Screening applicants by phone
  • Preparing the proper interviewing environment
  • Planning basic questions

 

5-      Legal Considerations

  • What you can and can’t ask
  • Understanding federal legislation
  • Record-keeping requirements
  • What to do if you are charged with discrimination
  • Pre-employment questions

6-      Employment Interview Questioning Techniques

  • The five effective questioning techniques
  • Apply each technique at the proper stage of the interview

7-       Conducting the Interview

  • Establishing the format
  • Practicing active listening
  • Encouraging applicants to talk
  • Providing information at the proper times
  • When and how to close the interview
  • Team interviewing
  • Interviewing less-than-ideal applicants

8-       Documenting the Interview

  • What to include and what to avoid
  • Effective and ineffective documentation

9-      Making the Selection

  • Everything you need to know about all varieties of testing
  • Who uses testing and who doesn’t?
  • Legal implications
  • Reference checking—how to learn information when other companies won’t reveal anything
  • Final selection considerations

Talent Management

Talent Management

Who Should Attend

HR generalists, HR managers (upper-level), independent HR consultants/contractors, HR supervisors, HR business partners, managers of HR departments, as well as independent contractors, line managers and department heads

Our Mutual Objectives

  • Identify best practices for a talent management system
  • Translate business goals into competencies to drive company success
  • Understand methods of selecting a performance management system
  • Acquire tools for evaluating employee potential
  • Learn ways to identify crucial employees
  • Be able to find highly qualified “backups” for key positions
  • Determine the basis for a solid talent management system
  • Identify a talent management system that will enhance organizational effectiveness

Course Outline

1-      What is talent?

  • Define Talent
  • How to know the talent from a look

2-      Talent matters!

  • Why talent can make difference
  • A talented person equals hundreds of employers
  • What talent can do for you?

3-      It takes talent to engage and retain talent

  • How to have an eagle eye
  • Talent gain talents

4-      Is your organization talent friendly?

  • How to create a culture encourages and maintains talented people
  • What strategies can be used to turn into talent friendly organization

 

5-      Who killed talent?

  • The 10 mistakes in dealing with talents
  • What can you do to keep talent shining?

6-      Roaming around for talent

  • Where can you find talents?
  • In the field? Or out of it

 

7-      Net yourself some talent!

  • Stop Worrying; get talent to solve your problems

8-      The lion’s share of talent

  • Gain the competitive advantage to your side
  • Win your competitors with no compete

9-      Talent arena!

  • Fight for talent, it really worth it

10-  Would the talented work in a place like this?

  • Turn into a talent “nest” and “hatch” everyday
  • Encourage talents before losing them

11-  Is managing talent your specialist subject?

  • How to turn an employer into a talent?
  • Raise up your own talents

12-  Developing talent every day

  • Talented employers … is this the end?
  • What it takes to keep the wheel turning

Awakening Z Giant : Train The Trainer

Awakening Z Giant

Train The Trainer

Who Should Attend

If you’re new to training, a subject matter expert that needs to train others or a trainer who is looking for new, more effective approaches to learning, this is the ideal workshop for you.

Our Mutual Objectives

  • Understand How the Six Components of a Training Program Can Enhance Training
  • Apply the Principles of Adult and Accelerated Learning to Training Design, Material Development and the Facilitation of Training Sessions
  • Clarify Training Needs and Set Objectives to Meet Training Needs
  • Choose Training Methods Appropriate to Training Needs and Consistent with Adult and Accelerated Learning Principles
  • Effectively Respond to Frequent Problems and Worst-Case Scenarios
  • Design and Conduct Training to Be Effective with Participants’ Learning Styles
  • Present and Facilitate Training to Maximize Learning
  • Refine Your Program Planning and Presentation Based on Customized Instructor and Participant Feedback

Course Outlines

1-      Six Components of a Training Program

  • The steps for preparing, setting and measuring the effectiveness of training
  • Implement programs to meet training objectives

2-      Adult Learning and Accelerated Learning

  • Understand styles, thinking, emotion and behavior
  • The unique qualities of adult learning and how to foster accelerated learning
  • Learn to orchestrate training using different types of experience
  • Design and prepare a training outline

3-      Potential Problems When Conducting the Program

  • Learn to manage the common logistical and “set-up” problems
  • Productively respond to “problem participants” in training sessions
  • How to conduct training sessions that will avoid a number of potential legal issues

4-      Training Styles

  • Identify different styles and their implications for training
  • Your preferred training style and how it shapes your preferences in training
  • How to adjust your training style to different training situations and content

5-      Revisiting and Revising Your Training Plan

  • Evaluate your planned training program for proper blend of training styles
  • Assess the potential problems and how to solve them
  • Feedback from your team on your planned training program
  • Conducting Training
  • How to deal with anxiety when presenting training
  • Establish clarity in your training presentations
  • § Key elements when conducting training, including using empathy and visual aids

6-      Conducting Your Training Program

  • Receive feedback on the effectiveness of your training
  • Develop skill coaching others on increasing their training skill
  • Build skills and self-critique by use of video feedback

The Instructional Design List For Trainers Best.

The Instructional Design List For Trainers Best

How successful trainers use Instructional Design

Who Should Attend

Trainers without formal training in instructional design as well as those who are new to the training function and have less than one year of experience in instructional design.

Our Mutual Objectives

  • Pinpoint Training Needs with a Deft Assessment of the Training Audience
  • Define Individual Training Goals through a Breakdown of Job Responsibilities
  • Design All of the Training Components Necessary to See the Job Through
  • Learn How to Work around Time, Money and Staffing Constraints

Course Outlines

1-      Components of Successful Training

  • Define Successful Training from the Viewpoint of Learner, Course Designer, Course Instructor, and Management
  • Identify the Adult Learning Principles Used and Suggest Ways to Improve the Training According to the Guidelines of Adult Learning
  • When Given Reactions to Training Situations and Lesson Content, Correctly Identify What Stage of the Training Design and Development Process Is Involved

2-      Define Your Training

  • Given Your Work Situation, Give Examples of Where Needs Analysis Has Been Done or Needs to Be Conducted Based on Definition and Types of Analysis
  • Given a Performance Situation from Your Current Job and the Information Provided, Identify a Performance Problem and Analyze Possible Causes According to the Criteria on the Problem Analysis Profile Sheet
  • Identify Your Training Audience and Complete an Audience Analysis Profile Sheet
  • Complete a Job and Task Analysis for Your Designated Training Audience According to the Guidelines

3-      Design Your Training

  • Given Several Learning Objectives and Lesson Content, Identify the Three Parts of the Objective without Error
  • Given Several Performance Statements and Lesson Guidelines for Writing Performance Statements, Identify Which Statements Adhere to the Guidelines and Rewrite Those That Do Not Adhere to the Guidelines
  • Given Several Learning Objectives and Corresponding Test Items, Determine Whether the Test Item Accurately Measures the Objective and Rewrite the Test Item If Necessary
  • Given an Ongoing Case Study and Lesson Content, Prepare Instructor/Learner Activities That Fit the Lesson Structure
  • Discuss and Describe the Structure of the Modules, Based on the Guidelines for Course and Module Structure
  • Examples of a Design Report

4-      Develop Your Training

  • Develop a Lesson and Match Lesson Content with the Appropriate Phase
  • Develop and Identify the Benefits of Instructor Guides as Part of the Training Design and Development Process
  • Given Your Own Training Environment and Lesson Content, Identify and Discuss Different Ways That Training Materials Have Been Validated within Your Current Training Environment

5-      Decide If Training Works

  • Develop a Pre-training Implementation Checklist
  • Select Which Evaluation Materials or Techniques Are Appropriate Based on Audience, Purpose, and Guidelines

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