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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 HR and organisational development.

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)