Organizations can expect the following benefits by using this world-class international program

• Vastly improved long term planning
• Mastery of organizational design to maximize the Human Resource
• Ability to do and produce Business process mapping and produce improvements form them.
• Have a stable and efficient succession and emergency plan
• Have a human resource planning function that can show its value in dollar terms to the business
• Mastery of the new HR strategic process to deliver on time and on budget.
• Understand the main components of job analysis and how to establish a framework
• Know how to use job analysis to understand job roles and accountabilities
• Know the numerous different output formats of job analysis (such as role summary, job accountability statement, job descriptions, and job profiles)
• Know the step-by-step guide to developing job descriptions and job profiles

Employees in the functions of Employee Relations, Human Resources or Personnel and Administration

Module 1

Participating and Contributing to the HR Management

• Optimizing Global Competitiveness
• Preparing a Leadership Agenda for the Human Resource Function Assuring Talent Management
• Creating a Leadership Brand.

Human Resources Management

• Towards a Modern Definition
• The Main Functions in HR Management
• Competency Based HR Management
• HR Deliverables: A Model for Multiple Roles
• HR as Business Partner
• HR Competencies: Moving from Traditional HR to Strategic HR

Module 2

Human Resources Strategies

• HRM Introduction and HRM history.
• Strategic role of HRM in the organizations.
• Developing Effective Business Strategy
• Driving Business Strategy through HR.

Linking HR's Strategy with the Organization's

• Approaches for Linking HR with the Organization
• Writing HR Strategies
• HR Visions and Missions
• HR Key Result Areas and Indicators
• Core Competencies for HR Professionals

Module 3

Structure and strategy for HRP

• Introduction and seminar objectives                                                                      
• The difference between the old and new roles of manpower planning                 
• How HRP departments need to be structures
• The three principal areas of operation in today’s HRP function                           
• Area One - STRATEGY - What is strategy and how we are involved                
• The 10 key inputs for HRP                                                                                    
• Predictive tools for organisational change
• Case study and group exercise

Module 4

Understanding organisational design

• The basis of organisational design – Symmetrical, Asymmetrical and People Centric
• Downsizing – case study and group work
• Right sizing any organization
• How much does the human resource cost – calculating your value – case study
• How to calculate how many people you need in any organisation – group work
• Which employees give the most value? – Case study
• What does lost production cost – group work
• Review of group work

Module 5

Producing Management information

• Of the 52 formula’s used by manpower planners less that 10 really work
• What management information is critical – group work
• Three critical criteria for HRP   - the productivity dashboard
• Understand Competencies and their essential role in forecasting
• Demonstration on how to measure and forecast competency data
• Performance – what is it –how to measure it and how to predict it – demonstration and group work
  • Reliability
• How to do some of the key calculations needed in today’s HRP
• Software needed for calculations and predictive forecasting
• Trends and predictive forecasting
• Correlations – their use in planning

Key process to master in HRP

• There are 3 critical process that support and are critical to the new HRP function
  • Recruitment and selection – cost of poor recruitment – exercise
    • Exercise review – lessons learnt
  • Performance appraisal –The key role performance appraisal has on HRP   statistical information
  • Business process re-engineering – Why BPR is so essential
• How to create Business process maps – group work and case study
• How to get benefits from process mapping – group exercise
• Presenting the business benefits 

A variety of methodologies will be used during the course that includes:

·         (30%) Based on Case Studies

·         (30%) Techniques 

·         (30%) Role Play

·         (10%) Concepts

·         Pre-test and Post-test

·         Variety of Learning Methods

·         Lectures

·         Case Studies and Self Questionaires

·         Group Work

·         Discussion

·         Presentation

This rate includes participant’s manual, Hand-Outs, buffet lunch, coffee/tea on arrival, morning & afternoon of each day.

Daily Course Timings:

    08:00 - 08:20       Morning Coffee / Tea

    08:20 - 10:00       First Session

    10:00 - 10:20       Coffee / Tea / Snacks

    10:20 - 12:20       Second Session

    12:20 - 13:30       Lunch Break & Prayer Break

    13:30 - 15:00       Last Session