Code | Date | City | Fees | Register |
---|---|---|---|---|
HR008 | June 16, 2024 - June 20, 2024 | Online | $ 1500 |
Register Course.. |
HR008 | September 22, 2024 - September 26, 2024 | Cairo - EGYPT | $ 4000 |
Register Course.. |
HR008 | December 15, 2024 - December 19, 2024 | Madrid | $ 5000 |
Register Course.. |
HR008 | March 16, 2025 - March 20, 2025 | Dubai – UAE | $ 5000 |
Register Course.. |
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Objectives
- By the end of this Course delegates will be able to:
- Understand Strategic HRM approaches (SHRM)
- Demonstrate a thorough understanding of employee resourcing, recruitment & reward
- Describe best practice in working with employees with problems
- Understand performance management in a multi-cultural environment
- Design a suitable change management model in their workplace
- Understand organisational culture
- Identifying change management practices that may be culture-bound
- Develop practical skills in Organisational Development (OD)
The Delegates
- Anyone involved in HRM at all levels
- Those who would benefit from an understanding of the HR role and function
- Professionals and supervisors who wish to enhance their competencies in change management
- HRM personnel who need to stay up-to-date on current practices and trends in change management and organisational development
- Occupational Health & Safety and training staff involved in change management
- Those who received their training in past years and need to be brought up to date with best practice in Change Management
Contents
- Introducing Human Resource Management (HRM)
- Performance Management in a Multi‐Cultural Organization
- Understanding cultural differences when it comes to performance management
- The principles and core elements of effective performance management
- The role of HR and the responsibilities of line management in performance management
- Linking objectives to the organisation’s business plan
- Addressing the performance gap
- Understanding the difference between a disciplinary and a capability process
- The purpose and use of Performance Appraisal
- Understanding the difference between high potential and high performance
- Maintaining balance – managing high performers and under-performers equally
- The advantages and disadvantages of upward/360 degree feedback
- 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
- Workplace Conflict & Working with Troubled Employees
- 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
- Employee planning and development
- Understanding the purpose of training and development
- Current trends in L&D
- Linking development with Corporate Social Responsibility
- A framework for analysing current training provision
- Succession planning – two approaches to identifying future capability
- Personal action planning
- Change and Change Management
- The Dimensions of Change
- Change at the individual, group and organisational level
- The difference between change management and managing change
- The Psychological Phases of Change Management and their effective management
- The Pressure-Performance Relationship
- Organisational Culture, Leadership and Change
- Understanding Organisational culture
- The impact of culture on change
- Artefacts and Norms of Behaviour
- Culture Management
- Leadership and change
- Introduction to Organisational Development (OD) & Work Psychology
- The Psychology of Work
- Definitions and concepts
- History of OD
- Maslow and Hertzberg & The Hawthorne effect
- Putting OD into practice – case study on change management
- Organisational Development across Cultures
- Introducing culture and Hofstede’s models
- Individualism Vs. Collectivism and its impact on change
- How different attitude and belief systems affect our work
- Identifying OD practices that may be culture-bound
- Effect of culture on the change management process
- Methodology & Application
- Data collection and analysis
- The goals of data collection & research methods
- The limitations and mistakes of business statistics
- Diagnostic tools for OD and change management
- Ongoing professional development .
Course assessment .
The Discount
10% in case of Three P. (or more)