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Advanced Human Resources Management |
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Program Objectives: By the end of the program, participants will be able to: - List the main cycles in Human Resources and the critical steps in each.
- Define strategic HR management and draft an HR strategy.
- Explain the vital signs which should be constantly monitored in Human Resources.
- Quantify employee morale and determine a formula for calculating it objectively.
- Differentiate between types of turnover and determine how each should be calculated.
- List the main types of performance management and appraisal rating systems and how and when to use each.
This Program is designed for: Human Resources managers and senior professionals in the function who seek to broaden their knowledge and improve their skills in the key functions of HR as well as those who are responsible for evaluating HR and its effectiveness in the organization. The program is also suitable for those employees who are targeted for development/promotion within the HR function. This program is worth 25 NASBA CPEs. Program Fees: Per participant - USD 3700
Frequent nomination - USD 3330
(including coffee breaks and a buffet lunch daily)
One extra free place for every 2 paid nominees on the same program and dates
Discount Plans, Refunds & Cancellations Policy
Meirc reserves the right to alter dates, content, venue and trainer with a reasonable notice time. Program Outline: | The Main Cycles in Human Resources Management - HR Strategy Cycle
- Recruitment and Selection Cycle
- Training and Development Cycle
- Performance Management Cycle
- Compensation and Benefits Cycle
Strategic HR Management - Situation Analysis
- HR Visions and Missions
- HR Strategic Goals
- Critical Success Factors in HR
- Key Result Areas and Key Performance Indicators
- Core Competencies and Core Values
Measuring Human Resources - Measuring HR Strategies: The Main KPIs
- Human Resources versus Human Capital
- Return on Human Capital (ROHC) and Cost of Labor (COL)
- Human Value Added (HVA) and Profit per Employee (PPE)
- Employee Morale and Employee Satisfaction Indexes
- HR Scorecards and Dashboards
| | Employee Turnover - Turnover versus Attrition (Gross and Net Turnover)
- Analyzing Turnover: How Should the Data be Interpreted?
- Healthy versus Unhealthy Turnover: When Is Turnover Good for the Organization?
Managing Employee Performance - Tangible versus Intangible Appraisal Systems
- Samples of Best (and Not So) Practices
- Management by Objectives (MBO) Systems
- Competency-Based Appraisals
- 180 degree and 360 degree Systems
- Forced Ranking and the Bell Curve: Advantages and Warnings
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