This programme can run as an online or classroom training
Available also for Customised Training by Duration, Venue & Fee)
Programme Description
The programme is to raise the proficiency levels of senior HR specialists. After the programme ends, it will deepen the knowledge of the HR specialists of how their organization’s business runs and they can help with their skills in deploying human resources services to various departments, including:
Employment and deployment considerations
Competency development and productivity improvement
Employee engagement and career advancement
Remunerations and welfare
Statutory compliance.
As line managers deserve to have a fair knowledge of how Human Resources are best managed for enterprise, the participants in this course will also learn how to speak the line managers language to complement HR services.
Course Contents
DAY ONE
HR in the C-Suite Shoes
Customer-triggered Business Continuity
Competition-triggered Business Continuity
Technology-triggered Business Continuity
Finance-triggered Business Continuity
Government-triggered Business Continuity
The HR Specialist's Role as a Business Partner
Human Resources Professional in the Changing Work Environment
The Strategy Partner
The Change Agent
The Administrative Expert
The Employee Champion.
Manpower Planning & Talent Management
Objectives of a manpower plan
Major issues in manpower planning
Advantages of manpower planning
The manpower planning process
Limiting factors
The changing career paradigms
DAY TWO
Recruitment
Evaluate recruiting methods and their effectiveness
How the right people are attracted
Recognising biases in interview process and ways to eliminate them
Filling vacant positions in a timely manner
Attaining the lowest possible cost.
Deployment
Attaching clear job descriptions to positions
Posting employees to responsibility areas
Movements and transfers
Structured reporting relationships
Grades that represent levels of authority and seniority.
Training & Development
How to assess and determine training needs
On-the-job and Off-the-job training strategies
How Training Curriculum and Plans are developed
How Training Budget is set
How the quality of a training programme is evaluated
Coaching and mentoring
Special induction programme for new employees.
DAY THREE
Performance Management
Line managers and HR defining performance requirements and metrics
Establishment of a common understanding of priorities
Cascading goals so that employees can see how their work supports the corporate goals
Regular measurement of employee performance and Feedback.
Reward Management
Linking employee performance to the reward system
A total compensation structure that is market competitive
Compensation mix of salary and benefits
A pay-for-performance philosophy
Other recognitions and rewards
Procedures for salary reviews.
DAY FOUR
Creating HR Analytics
Introduction to HR Analytics
Basic data analytic techniques using EXCEL
HR reports and dashboards.
Talent Management
Employees career plans
Defining and managing employee competencies
How Competency Models are developed
Identifying, assessing, and developing leadership talent
Identifying gaps and bridging them
Retention programmes for strong leadership talents.
DAY FIVE
Nigerian Labour Law
- Employment contract
- Employee representation and industrial relations
- Termination/dismissal
- Maternity and family leave rights
Employee Welfare
Types of welfare needed to achieve business strategy
Handling of day to day staff welfare and contractual issues
Internal grievance tracking and management, arbitration procedures, etc.
Workplace Conflict Management.
