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]
MODULES
This training course is split into two modules:
MODULE I - Policy Initiatives to Transform HR
MODULE II - Performance 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.
Module 1: Policy Initiatives to Transform HR
DAY 1
The Links Between HR and Competencies
- What are Competencies?
- What support should Managers; Team Leaders and Supervisors get from HR?
- What should they take responsibility for themselves?
- Values, Strategy and HR
- Different Methods of Developing a Competency Framework – behavioural event interviewing, repertory grid interviews, top management judgement, focus groups
- Getting “buy-in”
- An HR Management Framework Based on Competencies
- Technical, Behavioural and Leadership Competencies
DAY 2
Competencies and Recruitment
- Competency Design – definitions, negative indicators, positive indicators
- Recruitment and Selection
- Adapting a Competency Framework for Use in Recruitment
- The Use of Assessment Centres in Recruitment
- Examples of Assessment Centres
- Induction, Orientation and Personal Development
DAY 3
What is meant by Knowledge Management; Empowerment and by Engagement?
- Definition of a Learning Organisation: People, Teams, Organisation
- Understanding Competitive Advantage, Productivity and Profit
- Characteristics of Engaged Employees and of Disengaged Employees
- Characteristics of Empowered Employees and Un-empowered Employees
- Motivation – Intrinsic and Extrinsic
DAY 4
Techniques for Engaging Employees
- Informal Participative Decision-making Programmes
- Job Enrichment
- Self-managed Work Teams
- Informal and Formal Consultation Processes
- Enterprise Social Networking, Blogs Multimedia
DAY 5
The Role of the Supervisor and Team Leader in Knowledge Management
- Getting the “Quid pro Quo” – initiative vs. reciprocation
- The Interpersonal Skills Involved – listening, communicating, assertiveness and influence
- The Responsibility for People
- Delegation
- Recognition for Efforts to Share Knowledge
Module 2: Performance Management
DAY 6
Introduction to Performance Management
- The Context and Business Case for Performance Management
- Strategic and Integrated Performance Management
- The Importance of Establishing a Culture of High Performance
- The Principles and Building Blocks of Effective Performance Management
- The Role of HR and Leaders within Performance Management
- Motivational Theories, Models and their Role in Performance Management
- The Psychological Contract in Practice
DAY 7
Performance Management: Setting Performance Objectives
- What are the performance objectives?
- Key Elements of Performance Objectives – SMART
- The Importance of Agreeing to Objectives
- Quantitative and Qualitative Objectives
- Developing SMARTMaC Objectives
- Setting Objectives
- Achieving Holistic Organization Integration – Vertical, Horizontal and Functional
DAY 8
Performance Management: Key Performance Indicators (KPIs)
- What are KPIs?
- Significance of Performance Objectives and KPIs
- Developing the Best KPIs for Your Organization
- Designing KPIs that Matter
- The Value of the Balanced Scorecard (BSC)
- The Purpose of Employee Appraisal
- Managing Challenges with the Employee Appraisal
DAY 9
Performance Management: Managing Performance
- Monitoring Employee Performance with Ongoing Review
- Addressing the Performance Gap – Proven Approaches to Solving Performance Problems
- Managing a Performance Problem
- Improving Attendance at Work – Resolving Absences and Sick Absences
- Agreeing with the Performance Appraisal Rating
- Performance Appraisal and the Link to Rewards and Recognition
- Benchmarked Performance Appraisal Methods
DAY 10
Impact of Positive and Constructive Feedback and Coaching
- Optimal Feedback Models to Provide Constructive and Developmental Feedback
- Impact of Giving and Receiving Useful Feedback
- Coaching for Effective Performance
- Continuing Professional Development: Personal Development Planning (PDP)
- Review, Summary and Final Evaluation
- 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
Endorsed Education Provider
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: www.NASBARegistry.org
Dubai - UAE
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Tel: +971 (04) 425 0700
Fax: +971 (04) 425 0701
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