Human Resources Training
| Share
blank

Human Resource Planning

Organizations are being forced to do more Human Resources planning due to continued pressure to reduce staff and restructure employment in order to lower operating costs to meet the demands of increased global competition. With consideration of government legislation, aggressive Human Resources planning is required to develop strategies for addressing people-related issues.

It is also required for re-aligning and integrating staff functions and roles for optimal performance, networking and realization of organizational goals. The purpose of this seminar is to define the Human Resources planning function as integral to business planning; to examine characteristics of a fully integrated planning process. Participants will discuss the Human Resources planning mission, process, activities and effectiveness measures, how the Human Resources planning function has become part of a collaborative team process.

Human Resource Planning
Read More
blank

Preparing Position Descriptions

A good job description program can be the backbone of a Human Resources Department. However, writing a good job description is not a simple matter. A job description must be specific, complete, meaningful and readable to the employee. The writer of the job description, (the job analyst) manager or supervisor, must have an understanding of the job for accurate content, an employee-focused orientation for appealing job presentation, and an effective writing technique for a readable product

Preparing position descriptions is also required for re-aligning and integrating staff functions and roles for optimal performance, networking and realization of organizational goals. The purpose of this seminar is to define the Human Resources planning function as integral to business planning and to examine characteristics of a fully integrated planning process. Participants will discuss the Human Resources planning mission, process, activities and effectiveness measures, how the Human Resources planning function has become part of a collaborative team process.

Preparing Position Descriptions
Read More
blank

Performance Management Systems

Effective management of the employment relationship focuses on the key stakeholders in this relationship, and the degree of influence each can exert in workforce management. With concepts of empowerment and high-powered work teams not at the forefront of the new organizational "democratic process", performance management must evolve into a flexible, accountable, fair and equitable process that rises up to meet increasing demands and competition in the marketplace.

The purpose of a Performance Management System is to examine roles of management, of Human Resources processes of workers and of teams in workforce governance. Participants will discuss factors and methods that influence and contribute to effective management of the employment relationship and resulting organizational performance levels.

Performance Management Systems
Read More
blank

Succession Planning

Succession planning is becoming increasingly important and more difficult because of rapidly changing demands on managers in growing, evolving organizations. Grooming new managers has become a specific, evaluation-based process, in which criteria for assessing candidates and developing customized training are linked to expectations of future organizational changes and managerial staffing requirements.

The objective is to examine the succession planning process, and current practices in defining managerial position requirements. Participants will discuss techniques for identifying and assessing management candidates, and activities that are necessary for effective development of managerial talent in an organization.

  • Succession planning defined and its relation to the strategic business plan
  • The role of management development in growing and adapting organizations
  • Traditional replacement planning techniques and state of the art practices
  • Understanding the contrasts between replacement planning and succession planning
  • Developing policies that include succession planning in management processes
  • Recognizing barriers to the succession planning process
  • Gaining support, commitment, and involvement from senior management
  • Developing criteria for assessing qualitative requirements: position profiles
  • Defining demand for managerial talent: forecasting, organizational planning
  • Evaluating current performance levels against criteria and demand
Succession Planning
Read More