The Chartered Institute of Personnel Development (2010) advocates that people are a major source of competitive advantage for organisations, where businesses must use the developmental power of human resource management to harness the potential and value from staff. This exciting course equips the trainee with the contemporary skills to manage staff towards the operational and strategic business outcomes of small and large enterprises in a diverse range of sectors. Specifically, students will acquire the competencies to draft a human resource plan for their workplace and execute the processes of recruitment, training, performance management, employee discipline and employee engagement processes with precision to align employee outcomes with organisational goals. The net effect of employee and organisational alignment will enable businesses to make their intended impact in the turbulent environment and bolster their market positions against rival competitors. With the macro environment of businesses radically changing due to the myriad of external forces such as the Covid-19 and new competition, students will be to apply trending concepts such as Virtual Human Resource Management strategies to manage human resources in an innovative and dynamic manner.

What you will learn

Upon completion of this course, the graduate will acquire the following competences in managing staff towards business performance:

Identifying the role of Human Resource Management

• Identify Human Resource Management both as a function and a process
• Identify the various stakeholders in Human Resource Management
• Determine the link between HRM and organisational performance
• Explain contemporary HRM processes and policies in various settings
• View people as a source of competitive advantage

Creating the Human Resource Plan

• Determine how the HR Plan contributes to the bottom line
• Conducting the process of HR planning
• Creating a flexible HR plan for different scenarios
• Explore various HR strategies

People resourcing

• Resourcing the right people for the business
• A practitioner’s look at recruitment and selection
• Internal recruitment versus external recruitment
• Employee induction and its significance

Training and development

• Assessing how training contributes to the bottom line
• Applying the stages of the training cycle
• Exploring low cost and innovative training methods
• Setting up the training plan for success
• Overcoming barriers to training

Performance Management in the modern workplace

• Determining the purpose of performance appraisals
• Exploring the types of appraisals
• Designing developmental performance appraisals
• Handling employee absenteeism and tardiness
• Supporting mechanisms for  employee stress at the workplace

Employee Disciplinary Process

• Explain the need for an employee disciplinary procedure
• Assessing formal and informal disciplinary mechanisms
• Executing employee discipline at the workplace with multiple stakeholders

Engaging staff towards clear outcomes in the workplace

• Employee engagement and its link organisational success
• Innovative strategies to engage the team
• Leadership competencies and organisational redesign for engagement

Virtual Human Resource Management

• Definition and the driving forces for Virtual Resource Management
• The components of Virtual Resource Management
• Creating the digital strategy for Virtual Resource Management
• Software technologies used in managing people

Course Details

COURSE OBJECTIVES

Participants will be able to capture the following dynamic and interactive modules in this course:

MODULE 1: THE ROLE OF HUMAN RESOURCE MANAGEMENT

• Identify Human Resource Management both as a function and a process
• Identifying the stakeholders in Human Resource Management
• Determine the link between HRM and organisational performance
• Explain contemporary HRM processes and policies in various settings
• View people as a source of competitive advantage
• External relations with Trade unions

MODULE 2: CREATE THE HUMAN RESOURCE PLAN

• Determine how the HR Plan contributes to the bottom line
• Conducting the process of HR planning
• Creating a flexible HR plan for different scenarios
• Types of HR strategies

MODULE 3: PEOPLE RESOURCING

• Resourcing the right people for the business
• Recruitment and selection methods
• Internal recruitment versus external recruitment
• Employee Induction

MODULE 4: TRAINING AND DEVELOPMENT

• Assessing how training contributes to the bottom line
• Applying the stages of the training cycle
• Exploring low cost and innovative training methods
• Creating an employee training plan for organisational success
• Overcoming barriers to training

MODULE 5: PERFORMANCE MANAGEMENT

• Performance appraisals as part of performance management
• Exploring the types of appraisals
• Designing developmental performance appraisals
• Managing employee absenteeism and tardiness
• Managing employee stress at the workplace

MODULE 6: EMPLOYEE DISCIPLINARY PROCESS

• Explain the need for an employee disciplinary procedure
• Assessing formal and informal disciplinary mechanisms
• Executing employee discipline at the workplace with multiple stakeholders

MODULE 7: ENGAGING STAFF AT THE WORKPLACE

• Employee engagement and its link organisational success
• Innovative strategies to engage the employee team
• Leadership competencies and organisational redesign for engagement

MODULE 8: VIRTUAL RESOURCE MANAGEMENT

• Definition and the driving forces for Virtual Resource Management
• The components of Virtual Resource Management
• Creating the digital strategy for Virtual Resource Management
• Software technologies used in managing people

KEY TERMS

• Human Resource Management
• People Management
• Human Resource Development
• Human Resource Planning
• Recruitment
• Performance Appraisals
• Training and development
• Employee Absenteeism
• Performance Management
• Managing employee discipline
• Employee Engagement
• Virtual Resource Management

Current Offerings