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
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.
Objectives
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
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
Who Should Attend?
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 I - Human Resources Development and Personnel Management
DAY 1
Introduction to HRM, HRD and HRP
Seminar Introduction and Objectives
The Context for HR
Change Management
Human Resource Management vs. Personnel Management
Human Resource Development (HRD)
Human Resource Planning (HRP)
Strategic HRM – the new HR Strategic Model
Outsourcing
DAY 2
Resourcing & Recruitment
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 Centres
DAY 3
Pay & Employee Reward
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
DAY 4
Training Learning & Development
Career Management
Personal Development
Coaching
Mentoring
E-learning
How flat Organisational Structures and Empowered Teams affect Training and Development
Self Development
360° feedback as a Development Tool
DAY 5
Value for Money from HR
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
Review
Module II - The Training Analyst
DAY 6
The Added Value Role of Today’s Training Analyst
What value does training offer? – group exercise
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 – group exercise
Managing and being accountable for Training Expenditure
Adding value through Training Activities – examples
The Role of the Training Analyst – presentations
DAY 7
How People Lean and Barriers to Learning
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? – case study and discussion
Can you overcome learning difficulties?
Critical times to get the best from Training – more time in the class room 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?
DAY 8
Specifying and Constructing Training Properly
What are learning outcome objectives and why do we need them?
How to write learning outcome objectives? – group exercise
The Document needed for any Training Course – thee critical documents
Maximising the Use of Visual Aid and other aids
How to calculate room size needed and screen size?
Sound and its part in Aiding Learning
The Benefit of using specific training videos – examples
Use of “clipped” Video Sequences – examples
DAY 9
Training Analysis - The Key Areas of Measurement
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
DAY 10
Measuring and Reporting Training Results
Formulas needed (added value) and Unit Costs
Maximising but controlling Training Activities
The New Leadership Role of Training
Dealing with uncertainty during Training
Case studies showing Training Success
Should training functions be profit centres?
What is the role of end of course questionnaires?
Your Actions when returning to work
Certificates
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
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: www.NASBARegistry.org
In Association With
Oxford Management Centre
A GLOMACS - Oxford Management Centre collaboration aimed at providing the best training services and benefits to our valued clients.
This seminar is pre-approved by HRCI (Human Resource Certification Institute) which qualify for general re-certification credit hours of HR Professionals. The use of this seal is not an endorsement by HR Certification Institute of the quality of the seminar. It means that this seminar has met HR Certification Institute’s criteria to be pre-approved for recertification credit.
Introduction
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
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 two-week training course.
Objectives
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
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
Who Should Attend?
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
SEMINAR OUTLINE
Module I - Human Resources Development and Personnel Management
DAY 1
Introduction to HRM, HRD and HRP
Seminar Introduction and Objectives
The Context for HR
Change Management
Human Resource Management vs. Personnel Management
Human Resource Development (HRD)
Human Resource Planning (HRP)
Strategic HRM – the new HR Strategic Model
Outsourcing
DAY 2
Resourcing & Recruitment
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 Centres
DAY 3
Pay & Employee Reward
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
DAY 4
Training Learning & Development
Career Management
Personal Development
Coaching
Mentoring
E-learning
How flat Organisational Structures and Empowered Teams affect Training and Development
Self Development
360° feedback as a Development Tool
DAY 5
Value for Money from HR
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
Review
Module II - The Training Analyst
DAY 6
The Added Value Role of Today’s Training Analyst
What value does training offer? – group exercise
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 – group exercise
Managing and being accountable for Training Expenditure
Adding value through Training Activities – examples
The Role of the Training Analyst – presentations
DAY 7
How People Lean and Barriers to Learning
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? – case study and discussion
Can you overcome learning difficulties?
Critical times to get the best from Training – more time in the class room 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?
DAY 8
Specifying and Constructing Training Properly
What are learning outcome objectives and why do we need them?
How to write learning outcome objectives? – group exercise
The Document needed for any Training Course – thee critical documents
Maximising the Use of Visual Aid and other aids
How to calculate room size needed and screen size?
Sound and its part in Aiding Learning
The Benefit of using specific training videos – examples
Use of “clipped” Video Sequences – examples
DAY 9
Training Analysis - The Key Areas of Measurement
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
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