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Course Schedule

We currently have no scheduled session for this Course. If you are interested in running this course, please contact our Training Department at [email protected]

Course Description


This training course is split into two modules:

MODULE I - ROI Seminar for Learning and Development Professionals

MODULE II - The Art of Human Resource Management

Each module is structured and can be taken as a stand-alone training course; however, delegates will maximise their benefits by taking Module 1 and 2 back-to-back as a 2-week training course.

Training Methodology

Participants to this training course will receive a thorough training on the subjects covered by the training course outline with the Tutor utilising a variety of proven adult learning teaching and facilitation techniques.  Training course methodology includes knowledgeable presentations, relevant exercises and case-studies, targeted topic videos, active discussions, as well as practical tools and techniques which can be used immediately back in the workplace.

Course Outline
Module 1: ROI Seminar for Learning and Development Professionals


Organisational Learning

  • The concept of learning and how it should fit with strategy
  • The essential training cycle
  • Why training evaluation matters?
  • Introduction to performance measurement
  • Return on Investment (ROI) methodologies


Evaluation Stages 1 & 2: Reaction and Learning

  • The Kirkpatrick Model
  • Assessing formal and informal training methods against four levels of criteria: reaction, learning, behaviour, and results
  • Stages 1 & 2: Methods and warnings
  • Potential pitfalls of Kirkpatrick's Model
  • Developing an assessment methodology


Evaluation Stages 3 & 4: Behaviour and Results

  • The Jack Philips ROI Model: Expanding on Kirkpatrick
  • Stages 3 & 4: Behaviour and results
  • Calculating cost-benefit analysis
  • Calculating a Return on Investment (ROI)
  • Measuring intangibles


Writing & Presenting Your Technical Report

  • Introduction to technical report writing
  • Characteristics of effective technical writing
  • The significance of the audience when writing
  • Use of plain English, grammar & punctuation
  • Presenting your results in person


Key Issues for L&D Professionals

  • Creating a learning organisation
  • Differentiating succession management & talent management
  • Nationalisation / localisation issues in training
  • L&D for “Generation Z”
  • Personal action planning
Module 2: The Art of Human Resource Management


HR as Part of the Business

It is essential for an HR department to be a strategic influence over the business not an administrative function. This means that an HR professional must be aware of the needs of the business. This in turn requires an understanding of the socio-economic issues in your market place.

  • Understanding the Context
  • Establishing the Socio-Economic Developments
  • Creating an HR Department that lives the organisation’s brand values and HR and Culture
  • Change Management Practices – changing the shape of the change curve
  • Dealing with Bad News
  • Business Awareness for HR Professionals


The Component Parts of the HR Function

Establishing the expectations of the line management team. Finding the balance between the contribution made by line management and that made by HR. Creating an effective role for HR in the key functional areas.

  • Recruitment and Selection – addressing the realities of the world of social media
  • Building a Recruitment Process that ensures an organisation can attract the best talent
  • Asking Competency - Based Questions
  • Matching Induction to Recruitment
  • The Role of the Employee Relations Function within HR
  • Handling Disciplinary and Grievance Issues



Creating the Practices that develop the contribution of the HR function. Developing the policies to support best practice. Making it happen for real.

  • Making the Links to Precedent
  • The HR Department and Labour Law
  • Developing Employee Relations Policy to respond to Socio-economic Conditions
  • Understanding Equality Diversity and Discrimination
  • Case Studies and Policy Implications
  • How to Design and Implement a Performance Management System that Impacts on the Whole Organisation


The Psychological Contract

Creating the conditions in which all employees can give their best. Finding the balance between employee’s rights and obligations. Understanding ambition; the need for career planning and personal development.

  • Becoming an Employer of Choice - Building the Employer Brand
  • Employee Engagement and Involvement
  • Positive Employee Conversations
  • Identifying the Key Players
  • Succession Planning and Matching Performance with Potential
  • Developing a Continuous Learning Culture

DAY 10

The Way Forward

Moving forward into the new roles for HR professionals. Developing the role of the manager. Changing the nature of HR to reflect the new reality.

  • Understanding Motivation and Avoiding a Simplistic Approach
  • Where Pay and Reward Fit with Motivation
  • The Messages for Leaders
  • Evolution of HR from Tactical to Strategic           
  • Employee Relationship Management
  • The Personal Skills needed for the New Roles
  • Influencing Skills
  • Managing Conflict
  • Assertiveness
  • On successful completion of this training course, GLOMACS Certificate will be awarded to the delegates
  • Continuing Professional Education credits (CPE) : In accordance with the standards of the National Registry of CPE Sponsor, one CPE credit is granted per 50 minutes of attendance
Providers and Associations

Endorsed Education Provider

  • Quality Logo

GLOMACS is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website:

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