Human Resources Management Training Courses - | Meirc
Gulf Institute

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Human Resources Management

Human Resources Management Training Courses in
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Why Attend

Because knowledge is the gateway to engagement, the HR Management Course is designed to build participants' awareness and knowledge of the significant functions of a modern HR department. The modules of this course are considered fundamental and include basic knowledge as well as the latest trends and keys to effectiveness. If you want to strengthen your knowledge, venture into a specific HR function, or embark on an HR role, then this course should be your first consideration.

Course Methodology

Each day will be dedicated to one topic that will be extensively explored. Training methodologies include evolutionary trend analysis, skill-building exercises, role plays, and videos. Moreover, every day will have an allocated slot to explore additional topics of interest or unresolved challenges in the workplace.

Course Objectives

By the end of the course, participants will be able to:
  • ​Describe the main functions of the HR management division, the impact of HR activities on the organization, and the competencies required to fulfill the role

  • Analyze jobs using job descriptions to extract critical competencies that can be used for recruitment, performance, and development purposes

  • Prepare for, conduct, and evaluate competency-based interviews for recruits

  • Differentiate between qualitative and quantitative performance management systems and the impact of each on the organization

  • Assess the suitability of training courses and evaluate the impact of those, including the quantitative return

  • Evaluate Jobs using the Meirc Job Evaluation System

Target Audience

HR professionals or those about to start a career in HR. The course is also beneficial for experienced officers and managers in HR who wish to update their knowledge and skills about the latest techniques in the various human resources functions.

Target Competencies

  • Human resources management 
  • Job analysis 
  • Competency analysis 
  • Recruitment and selection
  • Performance management
  • Training and development
  • Compensation and benefits

Associations

HR Certification Institute (HRCI): Gulf institute is an approved provider with the HR Certification Institute. Established in 1976, HRCI is an internationally certifying organization for the human resource profession and a global leader in developing rigorous exams to demonstrate mastery and real-world application of forward-thinking HR practices, policies and principles. Today, more than 120,000 professionals worldwide proudly maintain their HR Certification Institute’s credentials as a mark of high professional distinction. By successfully completing any Gulf institute program which is approved by HRCI, participants will earn credit hours essential for maintaining professional distinction of PHR®, SPHR® or GPHR®.

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Society for Human Resource Management(SHRM): Gulf institute is recognized by the Society for Human Resources Management (SHRM) as a Recertification Provider. This recognition implies that participants who attend any of the SHRM approved programs delivered by Gulf institute Training & Consulting will earn a number of Professional Development Credits (PDCs) which will help them maintain their certification in SHRM-CP or SHRM-SCP.

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2019 - Location & Date

5 Days Course

No Schedules!
Please Contact Us if you have any queries..

Schedule for Me

2020 - Location & Date

5 Days Course

No Schedules!
Please Contact Us if you have any queries..

Schedule for Me
 

Fees

Per participant - 2020
USD 4,800
Fees + VAT as applicable
Tax Registration Number : 100239834300003
(including coffee breaks and a buffet lunch daily)
Discount Plans & Cancellations Policy

Course Outline

  • Human Resources Management (HRM)
    • Definition and objectives of HRM
    • HR organizational charts 
    • The main functions of HR
      • Organizational design and workforce planning 
      • Recruitment and selection
      • Performance management  
      • Training and development 
      • Compensation and benefits 
      • Employee relations 
      • Personnel and Administration 
  • Competencies: The Main Language in HR
    • Competency as a strategic and critical success factor 
    • Overview of competency theory
    • Factors making up a competency
    • Types of competencies
    • Job analysis and competencies 
  • Recruitment and Selection
    • Recruitment versus selection
    • Defining requirements
    • Attracting qualified candidates
    • Types of assessments
    • Competency-based interviews
      • The STAR approach
      • Questioning techniques 
      • Building the interview guide
      • The selection decision
  • Performance Management
    • The performance management cycle
    • Performance criteria 
    • Quantitative versus qualitative performance systems
    • KPIs: The backbone of quantitative performance systems
    • Setting up a competency-based performance management system
    • Talent management and succession planning overview
  • Training and Development
    • Identification of training needs
      • Business analysis 
      • Performance gap 
      • Surveys
    • Choosing the right training course 
    • Integrated development approach 
    • Evaluating training effectiveness using the Kirkpatrick method
    • Matching evaluation levels with learning objectives
    • Evaluation of training effectiveness: A case study on calculating ROI
  • Compensation and benefits
    • Effective compensation pillars
    • A total compensation management system
    • Stages of compensation and benefits process
    • Job Analysis 
    • Meirc’s job analysis guide to a comprehensive JD
    • Job evaluation 
    • Meirc's job evaluation system 
    • Salary surveys: Guaranteeing 'external consistency'
    • Factors impacting compensation and benefits