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Course Schedule
Classroom Sessions:
Date Venue Fees
10 - 21 Jun 2024 London - UK $11,900
12 - 23 Aug 2024 New York - USA $13,900
30 Sep - 11 Oct 2024 Amsterdam - The Netherlands $11,900
Course Description


In today’s tough global market, it is vital that HR and Training instigate the best practices and take advantage of recent innovations to really add value to the organisation. During this GLOMACS Human Resource Management training seminar on The Oxford HRM & Training Programme, you will find out not only what’s new but also how innovative practices can be implemented and the way they will benefit your organisation in either the public or private sectors.

This GLOMACS training seminar will feature:

  • Explanation of the main theories surrounding the development of effective HR
  • The theories are then put into practice by the use of practical exercises
  • Mixing theory and practice
  • Practice using new techniques to transform any training activity
  • Learn from practices in top companies that surpass “Best Practice”
  • Gain a holistic view of the entire training function


This training course is split into two modules:

MODULE I - Human Resources Development & Personnel Management

MODULE II - The Training Analyst

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.


Upon completion of this GLOMACS training course, delegates will:

  • Develop an understanding human resources development and personnel management practices
  • Develop awareness the advantages of effective human resource management
  • To develop awareness of key HR and HRD strategies for improving organisational 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, behaviour, competency, style, self belief, attitudes and personality

Training Methodology

The training methodology used is designed to encourage maximum participation by all delegates. The presenter will suggest ideas and theories to the delegates and then encourage them to test out the ideas by the use of discussion, small group work, exercises and feedback. Case studies, DVD’s, group exercise, worked examples will all be used in a relaxed and enjoyable learning environment.

Organisational Impact

  • Organisations using these techniques will get more for their training spend
  • It provides an efficiency audit trail
  • It can provide a basis for how training is funded; punished or rewarded for its results
  • Lower staff turnover and more effectiveness in selection and assessment
  • More commitment from the workforce

Personal Impact

  • You will find out how to analyse and evaluate - everything
  • You will be able to use the latest techniques and models that are proven
  • You will be able to produce hard data on training effectiveness and individual application
  • You will know how to critically evaluate current HR practices
  • You will be able to introduce an effective recruitment process
  • You will understand how to get people to work more effectively


  • 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
Course Outline
Module 1: Human Resources Development & Personnel Management


HR In Transition

  • The current position in HR
  • The role of HR and the line manager
  • The rise of cloud-based HR systems and Enterprise systems
  • Organisation structures
  • Strategic HRM – the new HR Strategic Model
  • New roles in HR
  • The role of the HR Business Partner Part 1


Resourcing and Recruitment

  • What is the difference?
  • Resourcing and HRs role
  • Managing transition and change
  • Recruitment
  • Transitioning responsibility for recruitment from HR to line managers
  • What is involved
    • Competency based assessment
    • Structured interviewing and training line managers
  • The role of the HR Business Partner in Resourcing and Recruitment


Pay and Employee Reward

  • Trends in the Marketplace
  • Identifying stakeholder needs and managing these
  • The psychological contract
  • Organisational structures and managing reward across different structures
  • Structuring HR to cope with strategic reward, the pay review process, and communication
  • Ensuring the performance management essentials are in place
  • Effectively transitioning consistent decision making to the line manager
  • Reviewing the transitional issues – task/process and behaviour


Training, Learning and Development

  • Is the 70/20/10 model the default position?
  • The role of the line manager in training, learning and development
  • How HR needs to be structured to manage organisational training, learning and development
  • How organisational structure impacts training, learning and development
  • The 70% - What employees need. What line managers need.
  • Core competencies required of HR professionals.


The Future Of HR

  • Evolving models of HR
  • Enterprise systems and AI
  • Transition – the theory and the practice
  • Career development in HR – what choice points exist
  • Getting closer to the business – the next steps for attendees
Module 2: The Training Analyst


The Training Cycle and Training Needs Analysis (TNA)

  • The need for training to produce measurable results
  • The Training Cycle (Analysis, Design, Develop, Conduct, Evaluate)
  • Aligning training and development to meet business objectives
  • Conducting a training needs analysis (TNA)
  • Identifying and meeting learning needs


How People Learn and Barriers to Learning

  • Re-engineering the learning experience – Andragogy Explored
  • How to measure learning styles and the limitations
  • The use of aptitude testing and personality testing
  • The limitations of testing personality
  • Overcoming learning problems


The Use of Learning Objectives, Design & Development

  • Understanding knowledge, skills & attitude (KSA)
  • What are learning outcome objectives and why do we need them?
  • Writing objectives using Bloom’s Taxonomy
  • Internal vs. External training provision
  • Design and development essentials for all learning activities


Evaluating Training

  • The rationale for the evidence-based approach
  • State-of-the-art analytics: Stages on the journey
  • Understanding the use of metrics in training
  • Kirkpatrick's levels of evaluation
  • Calculating a cost-benefit and the return on investment (ROI)

DAY 10

Critical Issues in Training, Learning, & Development

  • Should training functions be profit centres?
  • Differentiating succession planning & talent management
  • Understanding the learning needs of New Generations (Gen Y & Z)
  • Understanding coaching and mentoring
  • Personal action planning
  • On successful completion of this training course, GLOMACS Certificate with eligible Continuing Professional Education credits (CPE) from National Registry of CPE Sponsor and Re-Certification credits from HR Certification Institute (HRCI), will be awarded to the delegates
Providers and Associations

Endorsed Education Provider

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  • Quality Logo

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

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:

In Association With

Oxford Management Centre

Oxford Management Centre

A GLOMACS - Oxford Management Centre collaboration aimed at providing the best training services and benefits to our valued clients.

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