HUMAN RESOURCE

Every organization wants to attract, motivate, and keep qualified employees and match them to jobs for which they are well-suited. Human resources managers accomplish this aim by directing the administrative functions of human resources departments. Their work involves overseeing employee relations, securing regulatory compliance, and administering employee-related services such as payroll, training, and benefits. They supervise the department’s specialists and support staff and make sure that tasks are completed accurately and on time.

Human resources managers also consult with top executives regarding the organization’s strategic planning and talent management issues. They identify ways to maximize the value of the organization’s employees and ensure that they are used as efficiently as possible. For example, they might assess worker productivity and recommend changes to the organization’s structure to help the organization meet budgetary goals.

Some human resources managers oversee all aspects of an organization’s human resources department, including the compensation and benefits program and the training and development program. In many larger organizations, these programs are directed by specialized managers, such as compensation and benefits managers and training and development managers.

Course Benefits

• A company leadership program is an incentive you can promote to attract and retain
• You also build up the overall level of leadership abilities in your organization and train future managers and team leaders
• Company-developed leaders combine their talents with internal familiarity with company systems and
• HR Leadership training also provides intangible benefits, such as positive company culture, a collaborative work environment, and employee commitment.

 

Course Contents / Outline

Module – I – Overview of Human Resources Management Field

Lesson 1 – Human Resource Management: Definition, Objectives & Responsibilities

Lesson 2 – History of HRM: Craft System & Human Relations Movement

Lesson 3 – What Is Human Capital? – Importance to An Organization

Lesson 4 – The Internal Structure of an HR Department

Lesson 5 – External Factors Impacting HRM

Lesson 6 – Aligning HRM and Organizational Strategy

Lesson 7 – Human Resource Management vs. Personnel Management

Lesson 8 – Generational Values in the Workplace: Differences and Dominant Values

Lesson 9 – Major Job Attitudes: Satisfaction, Commitment, Engagement & More

Lesson 10 – Ethical Issues in HR: Definition & Importance

Lesson 11 – Human Resources: Definition & Responsibilities

Lesson 12 – Human Resource Development: Definition & Importance

Lesson 13 – Human Resource Development: Function & Role

Lesson 14 – Human Resource Planning: Definition & Process

Lesson 15 – HR Department: Definition, Function & Responsibilities

Lesson 16 – HR Forecasting: Techniques & Methods

Lesson 17 – The Relationship Between HR & Business Strategy

Lesson 18 – Human Resources Recruitment: Process & Strategies

Lesson 19 – What is Talent Management? – Definition & Process

Lesson 20 – What is Knowledge Management? – Definition, Process & Examples

Lesson 21 – HRM Case Study: Tech Companies’ Cutthroat Recruitment

Module – 02 – Organizational Theories & Human Resources

Lesson 1 – Classical Scientific School of Management

Lesson 2 – Fredrick Taylor & Management: Maximizing Productivity &Efficiency

Lesson 3 – Fayol’s Theories on Staff Management and Worker Satisfaction

Lesson 4 – Henri Fayol’s Management Principles: Managing Departmental Task Organization

Lesson 5 – The Human Relations Movement: Definition and Significance to Organizational Behavior

Lesson 6 – Theory X & Theory Y: Two Types of Managers

Lesson 7 – Reward Management: Theory & Importance

Lesson 8 – Compensation Management: Theories & Challenges

Lesson 9 – Knowledge Management: Theory & Strategies

Module – 03 – Job Analysis and Design

Lesson 1 – Job Design: Definition and Purpose

Lesson 2 – Empowerment and Job Design

Lesson 3 – Types of Job Redesign: Job Enrichment, Enlargement & Rotation

Lesson 4 – Reengineering Jobs for Continuous Improvement

Lesson 5 – The Importance of Job Specifications, Job Descriptions, and Position Descriptions

Lesson 6 – Four Methods of Job Evaluation: Ranking, Classification, Point & Factor Comparison

Lesson 7 – Analysis & Design in Performance Standardization

Lesson 8 – What Is Employee Engagement? – Definition, Strategies & Examples

Lesson 9 – What Is Job Burnout? – Definition, Signs & Symptoms

Lesson 10 – What Is Job Involvement? – Definition & Scale

Lesson 11 – What Is Staff Motivation? – Theories & Strategies

Lesson 12 – Job Redesign: Definition, Theory & Approaches

Lesson 13 – Employee Engagement Surveys: Questions & Template

Module – 04 – Staffing in Organization

Lesson 1 – Human Resource Management: Hiring and Staffing

Lesson 2 – The Hiring Process: How Human Resource Managers Recruit and Hire Employees

Lesson 3 – Common Staffing Selection Methods: Definitions, Interview Types, Pros & Cons

Lesson 4 – Job Bidding as a Recruitment Method

Lesson 5 – Terminating an Employee: Process & Best Practices

Lesson 6 – Types of Termination: Attrition, Layoffs, Resignation, Retirement & RIF

Lesson 7 – Impulsive, Comparison, Pre-Planned & Conditional Reasons Employees Quit

Lesson 8 – Internal Recruitment: Definition, Methods & Process

Lesson 9 – Job Interviews: Types & Common Questions

Lesson 10 – How to Ace Your Job Interview

Lesson 11 – Job Sharing: Definition, Advantages & Disadvantages

Lesson 12 – Strategic Human Resource Management: Definition & Importance

Lesson 13 – Human Resources Management For Hospitals

Lesson 14 – Strategic Human Resource Planning: Definition & Model

Lesson 15 – Best Practices for Employee Orientation Programs

Lesson 16 – Exit Interview: Questions, Process & Tips

Lesson 17 – Strategic Workforce Planning: Definition, Tools & Model

Lesson 18 – Flexible Work Arrangements: Definition & Policy

Module – 05 – Training & Development in Organizations

Lesson 1 – Assessing Training Needs of an Organization

Lesson 2 – Types of Employee Training Programs

Lesson 3 – New Hire Orientation: Importance of Training Design & Content

Lesson 4 – Methods for Training Employees: Mentoring, On-The-Job & Job Rotation

Lesson 5 – What Is Career Management and Development? – Definition and Purpose

Lesson 6 – Career Stages: Establishment, Advancement, Maintenance & Withdrawal

Lesson 7 – Goleman’s Domains of Leadership: Definition and Concept of Emotional Intelligence

Lesson 8 – Common Methods of Employee Discipline: ‘Hot Stove’ and Progressive Discipline

Lesson 9 – What is an Apprenticeship?  – Definition & Training

Lesson 10 – On-The-Job Training: Definition, Advantages & Importance

Lesson 11 – Working in a Team Environment: Definition & Skills

Lesson 12 – Stability of Tenure of Personnel: Principle, Overview

Lesson 13 – What Is Employee Training? – Benefits, Effects & Importance

Lesson 14 – Performance Management: Definition & Process

Lesson 15 – How to Develop a Performance Management System

Lesson 16 – Talent Management: Strategies & Tools

Lesson 17 – Knowledge Management: Best Practices & Tools

Module – 06 – Performance Appraisals

Lesson 1 – Performance Appraisals: Benefits and Challenges

Lesson 2 – Uses of Performance Appraisals: Administrative and Developmental

Lesson 3 – Importance of Reliability, Acceptability, Sensitivity & Practicality in Performance Appraisals

Lesson 4 – Types of Performance Appraisal: Trait, Behavioral & Results

Lesson 5 – Common Appraisal Methods 1: Critical Incident, Graphic Rating Scale & BARS

Lesson 6 – Common Appraisal Methods 2: Narratives, Forced Choice & Forced Distribution

Lesson 7 – Performance Appraisal and 360 Feedback

Lesson 8 – What Is Management by Objective? – Defining the MBO Process

Lesson 9 – Job Dissatisfaction: Causes, Reasons and Employee Responses

Lesson 10 – Job Enlargement: Definition, Advantages & Examples

Lesson 11 – What Is Employee Performance?

Lesson 12 – Written Warnings in the Workplace: Examples & Concept

Lesson 13 – Employee Performance Appraisal: Methods, Process & Examples

Lesson 14 – What Is Task Conflict? – Definition & Explanation

Lesson 15 – Work-Flow Chart: Example & Definition

Lesson 16 – Conflict Resolution Skills for Human Resources

Lesson 17 – Conflict Resolution Training for Human Resources

Lesson 18 – Conflict Resolution in Human Resources: Steps & Styles

Lesson 19 – HR Performance Review Tips

Module – 07 – Employee Compensation Issues

Lesson 1 – Understanding Employee Compensation

Lesson 2 – Direct, Indirect & Non-Financial Compensation Strategies

Lesson 3 – Common Compensation Systems: Salary, Hourly, Contractor, Pay-For-Performance

Lesson 4 – Compensation Equity: Definition & Importance

Lesson 5 – Mandatory vs. Voluntary Benefits: Definition & Examples

Lesson 6 – Retirement Compensation Systems: 401(k) and Pensions

Lesson 7 – Incentive Compensation Plans: Merit Pay, Piece Rates, Commissions, Bonuses & Skills-Based

Lesson 8 – Organizational Incentive Programs: Profit Sharing, Gain Sharing, and Employee Stock Ownership

Lesson 9 – Trends of Executive Compensation in the U.S.

Lesson 10 – What Is Net Pay? – Definition & How to Calculate

Lesson 11 – Seasonal Unemployment: Definition & Examples

Lesson 12 – What is a Minimum Wage? – Definition & History

Lesson 13 – What is a Profit-Sharing Plan? – Definition, Rules & Example

Lesson 14 – What is a Rollover IRA? – Definition, Rules & Sample

Lesson 15 – What is a Roth IRA Conversion? – Rules & Limits

Lesson 16 – What Is a Roth IRA? – Definition, Rules & Benefits

Lesson 17 – What Is a SEP IRA? – Definition, Requirements, Rules & Contributions

Lesson 18 – Financial Rewards for Employees: Definition & Types

Lesson 19 – Flextime: Definition, Advantages & Disadvantages

Lesson 20 – What Are Employee Incentives? – Types & Examples

Lesson 21 – What Are Stock Options for Employees? – Value & Concept

Lesson 22 – What is the Cost of Living? – Expenses & Overview

Lesson 23 – What Is Employee Compensation? – Definition & Concept

Lesson 24 – Employee Assistance Program: Definition & Benefits

Lesson 25 – HR Compensation & Benefits: Definition & Policies

Lesson 26 – Total Compensation: Definition, Strategy & Elements

Lesson 27 – Compensation Management: Process & Types

Module – 08 – UAE Labour Law Federal Law No 8, For 1980, On Regulation of Labour Relations

Lesson 01 – Definitions and General Provisions

Lesson 02 – Employment of Workers Children and Women

Lesson 03 – Employment Contracts, Records, and Wages

Lesson 04 – Working Hours and Leaves

Lesson 05 – Workers’ Safety, Protection, Health, and Social Care

Lesson 06 – Disciplinary Rules

Lesson 07 – Termination and Severance Pay

Lesson 08 – Compensation for Occupational Injuries

Lesson 09 – Collective Labour Disputes

Lesson 10 – Labour Inspection

Lesson 11 – Penalties

Lesson 12 – Concluding Provisions

Module – 09 -International Human Resource Management

Lesson 1 – Global Staffing Approaches: Ethnocentric, Regiocentric, Polycentric, and Geocentric

Lesson 2 – Expatriate Staffing: Personal Impact, Repatriation & Compensation Considerations

Lesson 3 – Human Resource Interactions with Host, Parent & Third-Country Nationals