In today’s tough global market, it is vital that HR and Training instigate the best practices and take advantage of recent innovations to add value to the organization. During the course, you will find out not only what’s new but also how innovative practices can be implemented and the way they will benefit your organization in either the public or private sectors.
Summarize the main theories surrounding the development of effective HR
Practice using new techniques to transform any training activity
Develop an understanding of human resources development and personnel management practices
Develop awareness of the advantages of effective human resource management
Develop an awareness of key HR and HRD strategies for improving the organizational success
Demonstrate trends and do efficiency analysis
Set up and effectively measure any element of delivered training & be able to demonstrate training efficiency
Measure skills, knowledge, behavior, competency, style, self-belief, attitudes, and personality
Find out how to analyze and evaluate - everything
Produce hard data on training effectiveness and individual application
Know how to critically evaluate current HR practices
Introduce an effective recruitment process
Understand how to get people to work more effectively
Learn from practices in top companies that surpass “Best Practice”
HR Personnel
Training Managers and Training Personnel
Training Budget Holders
Succession Planners and those responsible for People Development
HR Practitioners and Line-Professionals
Professionals with an interest in People Management and Development
The context for HR
Change management
Human Resource Management V Personnel Management
Human Resource Development (HRD)
Human Resource Planning (HRP)
Strategic HRM – the new HR Strategic Model
Outsourcing
The employment psychological contract
Why do good people leave?
The process approach to interviewing
Induction, job descriptions, and references
Personality Questionnaires and forms of testing
Methods of detecting when applicants don’t tell the truth
The new recruitment process to avoid litigation
The value of using assessment centers
Employee motivation
Salary, bonuses & benefits
Understanding competencies
Competency-based Assessment
Competency and performance-based pay
Different structures – different pay and rewards
Total pay concept
Salary surveys
Career management
Personal development
Coaching
Mentoring
E-learning
How flat organizational structures and empowered teams affect training and development
Self Development
360-degree feedback as a development tool
The new HR structure
New roles within HR
HR Business Partners
Value of trend analysis and HRP
Internal and External Frameworks
Proving ROI on HR activities
What value does a training offer?
The need for training to produce measurable results
It’s vital to know who your customer is
Establishing a training process that works and is auditable –the new schema
Mastering training costs and budgets
Managing and being accountable for training expenditure
Adding value through training activities
The role of the training analyst
Learning style and their impact on training courses
How we can inexpensively measure learning style –demonstration
Personality and its impact on training results –the big five explained
What can training realistically achieve?
Can you overcome learning difficulties?
Critical times to get the best from training – more time in the classroom is not always the answer – demonstration
Retention and its critical role in what we can remember
Motivation factors in learning – what can we do differently?
What are learning outcome objectives and why do we need them?
How to write learning outcome objectives
The document needed for any training course –thee critical documents
Maximizing the use of visual aid and other aids
How to calculate room size needed and screen size
Sound and it's part in aiding learning
The benefit of using specific training videos
Use of “clipped” video sequences
Budget spent and the monitoring of costs
Creating value from training –examples
Understanding fully how competency frameworks work
Setting standards for competency and measuring competency improvement
What is performance – is it related to competency?
Measuring improvements after training –how to do it
Competence + performance = productivity
Software needed to measure competence and performance – also automating TNA
Social media marketing is one of the most important digital marketing channels. Social media marketing uses social media platforms to create awareness about the product. Digital Marketing uses online and offline channels to promote products to the customer.
We all operate in an increasingly complex commercial and professional environment that requires us to negotiate on a daily basis not only with customers, clients, suppliers and contractors but also with managers, fellow employees, and colleagues within our own organization.
The key to any successful operation lies in the effective management of risks; the ability to seize opportunities, minimize threats, and optimize results. However, risk management is too often treated as a reactive process, or worse, not done at all. In this Operations Risk Management and Mitigation training course, you’ll work through the proactive approach to both sides of risk: threats and opportunities. The approach applies a proven six-step methodology of risk planning through identification, analysis, and control.
Maintaining a high level of productivity in today's successful businesses takes work and continuous learning in a variety of management skills and techniques. To be successful in daily work tasks, knowledge, and skills in management techniques must be learned, practiced, and implemented. People in all types of organizations find themselves needing to find more productive methods of planning work and tasks, setting appropriate goals, using good interpersonal skills, and using effective means of making decisions. A focus on using productive practices allows for effective and efficient management of work and making changes in the organization.
The ASME Plant Inspector Level 1 training course provides the fundamental principles of the inspection, assessment, and management of fixed pressure equipment. The content of the course is delivered in a systematic manner, from the inspection planning process to inspection practices and evaluation of the associated equipment. It is aimed at the upstream and downstream Petrochemical industry but is equally relevant to stakeholders from other sectors that utilize pressure equipment.
This intensive course covers the in-service inspection methodologies and requirements for piping, pressure vessels, and above ground storage tanks.