Human Resources Management

Course Outlines

The Framework Of Hr Strategy

• Introducing Human Resource Management (HRM)

• Strategic business partner model

• The difference between HRM and Personnel Management

• Main activities, responsibilities and tasks of HRM

• Types of HR Strategies

• Development of HR strategy

• Setting out the strategy

• Implementation of HR strategy

• Evaluation of HR strategy

• The changing world of business and its impact on the Human Resource Function

• Typical HR department structure

Recruitment, Employee Resourcing & Reward

• Recruitment and selection

• Assessment and development centres

• The psychology of motivation – current thinking and practice

• The psychological contract

• Segmenting employee groups to understand similarities and differences

• Flexibility and the flexible firm

• Total reward

• Matching benefits to employee need to maximise cost-effectiveness

Conflict Management At The Workplace

• Workplace conflict

• Managing conflict at work

• Counselling services & Employee Assistance Programmes (EAP)

• Introducing workplace mediation

• Managing employee problems – stress management

• Managing employee problems – bullying and harassment

• Understanding the difference between equality of opportunity & employee diversity

• Handling aspects of discrimination

Performance Management

• The evolution of performance management

• Performance management process

• Managing organisational performance

• Evaluating performance management

• International performance management

Learning And Development Strategy

• Strategic Human Resource Development

• Elements of human resource development

• Strategies for creating a learning culture

• Organisational learning strategies

• Learning organisations strategies

• Individual learning strategies

Effective Organisational Development And Work Psychology

• Foundations of OD and organisational effectiveness

• History of work psychology

• Putting Organisational Development into practice

• Tools for change leadership

• The different roles in the OD process and how they complement one another

• Using a typical Business Alignment model to guide your process

• Selection of OD interventions and the planning stage

• Practical application of all the above process steps to actual situations which delegates will identify within their own organizations