Human Resource Management Course

What used to be the personnel manager or even the payroll manager has blossomed in the last fifty or so years to become a specialized career of its own. Most companies these days have an established human resources department and a step beyond that are companies who have a corporate resources department of which human resources is a part.

The key factors which influence human resources today are technology; globalization; demographics and contingent workforce management. As human resources has changed so has the way we manage our workforce, some current trends in human resources are onboarding employees and proactive recruitment which we have dealt with in previous workshops.

This workshop will provide managers with the tools to control various human resources situations successfully, such as interviewing new employees, orientating of new employees, safety at work, harassment situations, discrimination, violence at work, discipline and termination of employees. We begin by teaching participants how to actively recruit new employees, from the initial interview to orientation, following up and retention of staff.

We next discuss HRs role in workplace health and safety and bring you up to date with the industry rules and regulations pertaining to several industries in South Africa.

Also falling under health and safety are the policies regarding workplace bullying, harassment and violence. We discuss each employees personal role, and the role of HR and management in the company.TIP: Bulling is considered as intimidation or abuse of authority. Harassment is related to protected areas including: gender, age, race, religion, sexual orientation or disability.

We move on to wellness trends in modern companies. This focuses on the employee as whole, when employees are fit and healthy they are less likely to be absent and more engaged and productive in their work.

We will explore the concept of workplace wellness and how to promote in your company. Wellness addresses the physical, cognitive and psychological health of employees; this includes issues that can originate at work or at home.

Feedback from employees and management is also a significant part of HR. We will explore different feedback models as well some ways to make your feedback effective and encouraging. The performance review and the feedback sandwich are examples of formal feedback.

Informal feedback is done privately as you never criticize an employee in front of others, the flip side is positive feedback which is also done privately, recognition for work properly applied or a small reward for overall performance are two examples.

Lastly we look at HRs role in discipline. We discuss general discipline procedures, progressive discipline and discipline meetings. We round off by discussing termination of employees, documenting events, making a decision and communicating the decision to the employee.