Overview and Objectives

This course has been designed principally and specifically for HR practitioners to allow them to review and reappraise their own practices, and benchmark them against current best practice. Participants will explore the role managers and supervisors play in the successful management of the organization's human resources. Upon completion, participants should be able to anticipate and resolve human resource concerns

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�Increase your working knowledge and your ability to manage human resources and performance.�Learn specifically what you can do to affect and impact the performance of your people.�Raise your individual skills in managing staff and performance of your employees.�Align your people effectively with your organizations’ strategic goals and objectives.�Motivate and inspire employees to raise the bar and open up to more of their potential.

We guarantee that we will meet or exceed pre-determined expectations and learning objectives.

Human Resources Managers and leaders who manage others and who want to increase their ability to manage talent and performance within their organizations.�supervisors and team leaders �Managers and Supervisors�Trainers and Personnel managers etc.

Course Introduction The course examines the evolving human resources function within today's organizations. Participants will examine the changing roles and responsibilities of human resources managers, the acceptance and integration of the human resources function as a full business partner, and the higher expectations placed on human resources leadership to make a significant contribution to the successful management of the organization. Uniquely there will also be the opportunity to examine the critical role of HR in well-being of organizations. Specifically, guidance – backed with real-life examples and case studies - will be provided on such issues as: Recognized best practice in Human Resources,

The “building blocks” of a great HR function, and great HR practice, examining organisational, relational and product issuesWhat makes for a great HR practitioner, and a highly effective HR function

·A unique look at HR in what many view as its highest “value-add” role – as part of management team.

Value Proposition

Who Should Attend

Guaranteed Results

MANAGEMENTT R A I N I N G I N S T I T U T E

COT

Course Outline

Advanced Human ResourcesManagement & Development

Individuals attending this course will return to their organizations equipped with the theoretical and practical knowledge to be able to implement effective Human Resources management and development.

This will include knowledge of how to address common problems with found in HR management and how to make and build a 21st century HR function

�Leadership�Interpersonal skills�Teamwork�Self Development�Developing others�Strategic Human Resource Planning�Systems Thinking

Swaziland (Mbabane/Manzini)· Training Materials( Soft Copies) and

notes Hand-outs· Tablet 10 inch (latest)/ Laptop· Tea Breaks/ refreshments· Course tuition · Personal action planning,

Certification and Follow-up support (on request)

Course Overview and Objectives cont’..........................................................................................

Cell:+268 7668 5539Tel: +268 7686 2805Email: info@cot-consultants.comWeb: www.cot-consultants.com

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.Upon completion, participants should be able to anticipate and resolve human resource concerns. and do the following:

Building a 21st century HR functionHuman Resources Planning, Recruit t and Training personnel.

· Orient personnel to organizational goals, policies, rules, and procedures.

· Strategic Human resources Management· Facilitate cooperation.· Place incentives to encourage improved employee performance.· Evaluate employees.· Reward/discipline employees.· Assist in maintaining employee morale.· Perform outplacement services.

Organizational ImpactImplementing the principles promoted on this course will have the following impact on an organization· Managerial performance will be improved· The engagement of employees with the organization will be improved· The talent pool will be upgraded· Behavior will be aligned with an organization's cultural values

Course Outline: Module One

Session 1: What should be the expectations of a top-class HR function?

Session 2: Best practice in HR

How has “Human Resources” as a function evolved over-time?Early foundations in the areas of “welfare”Growing contribution during the eighties and nineties – driven by both IR demands and evolving management theoryComing of age in the new century – through business partner, employer branding, employee engagement – now seen widely as a strategic contributor

Theory & practice development in HR – the evolution of best practiceA brief leap backwards – original thinking on motivationKey figures and thinkers in the development of today's HR practiceKey companies in developing HR practice first movers and experimenters

Group Work/Case study: Basic expectations of an HR function

How and where does “best practice” HR diverges from “basic expectations”Drivers of HR best practicePractitioners of great HR practiceMeasurement of great HR practice – focus on Investors in PeopleChallenges and opportunities in the HR fieldWhat are some of the key focuses for HR in Banking & FinanceA first look at the challenges of multinational and multi-cultural HR

Group Work/Case study: HR across borders – what stays the same, and what is different

Competencies Emphasised

Personal Impact

Course Venue

In order to meet and fulfill participants training needs, pre –questionnaires will be distributed prior to the training and we will use the information we gather from them to tailor our training to fulfill the participants needs.

In order to monitor and evaluate the training end of course questionnaire will also be used

Training Aids to be UsedProjective

· Motion pictures· Videos· Colour slides· Overhead projector centre.

Non-projective· Chalkboard· Whiteboard· Charts and diagrams· Models· Exhibits· Handouts

The kind of services / products we do generally fall under three key Units.These include the following:· Consultancy and Research· In-house Training· Capacity Building

Cell: +268 7668 5539Tel: +268 7686 2805Email: info@cot-consultants.comWeb: www.cot-consultants.com

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Advanced Human Resources Management and Development

Session 3: Building a 21st century HR function

Session 1: The environment for human resources management

Session 2: Equal employment opportunity and affirmative action

Session 3: Job requirements

Session 4: Human resources planning and recruitment

Session 5: Selection

Session 6: Training

Framework & StructureHow do we design an HR function capable of delivering “best practice”Understanding the businessLook at Framework before StructureTwo possible frameworks – pros & cons

Moving from Framework to StructureWhat skills do I need in my HR team?How do I structure my team to deliver best practice to my business?How big should my team be?

Data, information and transaction processingHRIS considerations – selecting an appropriate systemWhat about the engine room – a look at shared services/service centers.Best practice through the “product” lensHR product offerings in detail – the function reconstructedProduct-by-product review of expectations and best practice

Putting it into practice – HR strategy & planning, and the annual calendar

Elements of an organization's environmentChanges that challenge manages of human resourcesImproving the quality of work life

Historical perspective of EEO legislationGovernment regulation of Equal Employment OpportunityOther Equal Employment Opportunity issuesEnforcing Equal Employment Opportunity legislationAffirmative action

The role and importance of jobsRelationship of job requirements to HRM functionsJob analysisJob design

Human resources planning Recruiting within the organization Recruiting outside the organization Recruitment of protected classes

Matching people and jobsSources of information about job candidatesThe employment interviewEmployment testsReaching a selection decision

Orientation Training programs Training non-managerial employees Training managers and supervisors Psychological principles of learning

Course Outline: Module two

Pre-questionnaire & End ofquestionnaire

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In order to meet and fulfill participants training needs, pre –questionnaires will be distributed prior to the training and we will use the information we gather from them to tailor our training to fulfill the participants needs.

In order to monitor and evaluate the training end of course questionnaire will also be used

Training Aids to be UsedProjective

· Motion pictures· Videos· Colour slides· Overhead projector centre.

Non-projective· Chalkboard· Whiteboard· Charts and diagrams· Models· Exhibits· Handouts

The kind of services / products we do generally fall under three key Units.These include the following:· Consultancy and Research· In-house Training· Capacity Building

Cell: +268 7668 5539Tel: +268 7686 2805Email: info@cot-consultants.comWeb: www.cot-consultants.com

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Advanced Human Resources Management and Development

Session 7: Career development

Session 8: Appraising and improving performance

Session 9: Managing compensation

Session10: Incentive compensation

Session 11: Employee Benefits

Session 12: Safety and health

Session 13: Motivating employees

Session 14: The role of communication in HRM

Session 15 : Employee rights and discipline

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Phases of a career development program Career development programs for special groups Personal career development

Performance appraisal programsPerformance approval methodsAppraisal interviewsImproving performance

The compensation program Components of the wage mix Job evaluation systems The compensation structure Governmental regulation of compensation The issue of equal pay for comparable work

Reasons and requirements for incentive plansIncentives for non-management personnelIncentives for management employeesIncentives for executive personnelGain-sharing incentive plans

Employee benefits program Major employee benefits Employee services Retirement programs

Legal requirement for safety and health Creating a safe work environment Creating a healthy work environment The management of stress

Using rewards to motivate employees Ensuring equity to motivate employees Designing work for employee involvement Motivating employees through effective leadership

The vital role of communication The nature of communication Downward communication systems Upward communication systems The informal communication system Improving organizational communication Counseling

Employee rights Disciplinary policies and procedures Appealing disciplinary actions Reducing complaints

Pre-questionnaire & End ofquestionnaire

Our Services/ProductsOur Services/Products

In order to meet and fulfill participants training needs, pre –questionnaires will be distributed prior to the training and we will use the information we gather from them to tailor our training to fulfill the participants needs.

In order to monitor and evaluate the training end of course questionnaire will also be use.

Training Aids to be UsedProjective

· Motion pictures· Videos· Colour slides· Overhead projector centre.

Non-projective· Chalkboard· Whiteboard· Charts and diagrams· Models· Exhibits· Handouts

The kind of services / products we do generally fall under three key Units.These include the following:· Consultancy and Research· In-house Training· Capacity Building

Cell: +268 7668 5539Tel: +268 7686 2805Email: info@cot-consultants.comWeb: www.cot-consultants.com

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Contact Us

Advanced Human Resources Management and Development

Pre-questionnaire & End ofquestionnaire

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·Session 16: The dynamics of labor relations

Session 17: Collective bargaining and contract administration

Session 18: International human resources management

Session 19: Auditing the human resources management program

The labor relations process Structures, functions, and leadership of labor unions Government regulation of labor relations Labor relations in the public sector Contemporary challenges to labor organizations

The bargaining process Trends in collective bargaining Administration of the labor agreement

Domestic and international HRM Multinational corporations Managers for the multinational corporation HRM functions in MNCs

Contributing of the human resources audit Conducting the audit Indicators for evaluating the work environment Utilizing audit findings

Course Outline: Module three Performance

Session 1:Performance Planning

Session 2: Performance Execution

Session 3 .Performance Assessment

Setting performance standards. Master performance discussions and expectations with your staff. Define performance outcomes, establish measurements Develop goals and strategies to meet those outcomes. The Goals Grid: A tool for clarifying goals & objectives Writing good work objectives Objective setting and performance management·Setting SMART objectives Adopting an Assertive and Confident Appraisal Technique Interpersonal skills within the appraisal interview Inspiring confidence in the appraisal Overcoming resistance and handling un-co-operative individuals

The Performance Appraisal Interview: Establishing open and honest communications Questioning and listening skills Planning and conducting a structured, balanced and participative

discussion Review of current compared to previous performance

Giving Feedback Completing the appraisal document Using positive and action promoting language The Follow-up Process Identifying areas of concern

In order to meet and fulfill participants training needs, pre –questionnaires will be distributed prior to the training and we will use the information we gather from them to tailor our training to fulfill the participants needs.

In order to monitor and evaluate the training end of course questionnaire will also be used

Training Aids to be UsedProjective

· Motion pictures· Videos· Colour slides· Overhead projector centre.

Non-projective· Chalkboard· Whiteboard· Charts and diagrams· Models· Exhibits· Handouts

The kind of services / products we do generally fall under three key Units.These include the following:· Consultancy and Research· In-house Training· Capacity Building

Cell: +268 7668 5539Tel: +268 7686 2805Email: info@cot-consultants.comWeb: www.cot-consultants.com

..........................................................................................

Contact Us

Advanced Human Resources Management and Development

Session 4: Performance Coaching

Session 5.Performance Review Process

Develop strategies to support your employees in performance objectives. Diagnose problems and create a plan of action to improve performance. Provide timely and meaningful feedback on performance.· Role of Coaching in performance management Making skilled interventions Giving constructive feedback. praise and linking to appraisals

Avoiding pitfalls Rating Performance Applying tools to ensure fairness and consistency Rating performance skills Career Development Horizontal and vertical career developmentLeadership The role of the leader and attributes of a leader Maintaining authority and respect Leadership styles How to achieving results through othersMotivation- The Vital Ingredients Improving individual performance Motivation factors Motivational techniques and Practical steps in motivation Different people with different needs

ND OF COURSE OUTLINE

E

Pre-questionnaire & End ofquestionnaire

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