Consider what effective employee relations looks like Identify the practical steps necessary to build strong employee relationships Review ER policies including discipline, grievance and capability Plan for dealing effectively with situations where employee behaviour falls below the expected standard Identifying opportunities to support managers, team leaders and supervisors in delivering effective ER practices Supporting staff in the delivery of their job role.

Apply needs analysis techniques business areas which contribute to effective training Be able to measure the effectiveness of business training Be able to demonstrate trends and do efficiency needs analysis and implementation Be able to set up and effectively evaluate and measure delivered training Use the latest evaluation models

Participants attending the program will: Get right up to date with HR management best practices and current thinking Have a unique opportunity to sample a number of new HR approaches to people development Align HR with the organization’s vision, strategies, values and competencies Master HR strategic thinking using an A-Z approach Explain the key principles and practices involved in implementing strategic HR management Leading and working in the HR function to create tangible business value Branding HR

By the end of this training program, you will be able to: Define and differentiate between competency and competencies. Develop, structure, and implement a competency framework tailored to organizational needs, covering both technical and behavioral aspects. Conduct objective assessments to identify skill gaps and enhance employee competency levels. Craft clear and effective competency statements for both technical and behavioral criteria. Apply the competency framework in recruitment, performance evaluation, talent identification, and employee development.

y attending this highly interactive programme delegates will learn the: Six key requirements for building strategic HR Identify how HR can align to business strategy and then develop robust workforce plans to drive performance through people Identify the right things to focus on, analysing where HR can afford to be ‘lean’ and where practices need to be cutting edge to deliver the strategy Recognise that since one size does not fit all (for global or multinational clients) how to balance standardisation and differentiation Evaluate how HR currently works and what may need to change to develop an integrated HR partner operating model Develop pragmatic, sustainable implementation plans for both discrete, stand-alone solutions and large scale transformation programmes Build the HR capability required to confidently engage with the business and operate as a true strategic partner

Clarify the performance review process in line with company strategy. Understand how role profiles and competencies link into the process Understand and accurately complete review documentation with consistency and produce guidelines for conducting a review meeting. Set best practice for managing performance reviews Set meaningful robust objectives in line with business plans Identify competency gaps and set behavior objectives. Identify learning opportunities to complete a personal development plan. Identify how to improve under performance. Understand and practice the key elements of developing rapport and managing challenging conversations with win/win outcomes

Explain the key HR areas such as organisational design; performance management; learning and development, international HR practices; organisational culture Master current best practices for conducting interviews and making "best hire" decisions Understand the nature and importance of human resource management decisions Be able to make effective contributions to the design and implementation of HR policy in a range of organisational settings Be able to describe and explain the essential idea of what it means to take a strategic human resource management approach Have the insight to professionally deal with personal issues that affect staff Be able to build and critically assess knowledge related to aspects of HR Identify how to avoid legal pitfalls and costs by having an up-to-date awareness of employment law Gain an understanding of the appropriate use of ICT in the area of HR

Understand the key concepts and principles of industrial relations and employee relations Explore strategies for managing workplace conflicts and fostering harmonious employee relations Learn techniques for effective negotiation and conflict resolution in industrial settings Gain insights into the legal framework and regulatory requirements governing industrial relations Develop skills to build collaborative relationships between employers and employees

Specify how training contributes to the business Recommend improvements to the way training is positioned in their organization Describe how training coordinator best practice should apply to them Demonstrate in-depth personal learning and new skills and methods for identifying training needs, and understand the evaluation model and how it works Take away an action plan for implementation which should significantly improve efficiency at work

Exploring the 4 fundamental pillars of effective personnel management Reviewing effective reward management systems Identifying relevant personnel management policies Planning organisational resourcing requirements Identifying opportunities for training needs, design and evaluation Developing HR strategy