Solomon People Solutions

HR FOR NON-HR PROFESSIONALS

HR for Non-HR From SPS  course is specially designed to upskill managers to give them the competence needed to effectively manage everyday human resource needs and challenges within their workforce

Medium of Instruction: English
Duration of the program: 16 hours

Organizations are made up of people: their knowledge, skills, attitudes and interconnections. The Developing HR Skills Programme outlines the roles and functions of members of the human resources department as well as the importance of educating others outside human resources in how their roles include human resources related activities. Emphasis is place on the modern day importance of HRM and the new ‘corporate view’ of the function. Explore how the appraisal, feedback, counselling and disciplinary interviews provide opportunities to develop a more productive and constructive employment relationship. Each category is explored in detail to help advance your understanding of how to utilize it to your advantage. 

  • Explore the latest trends in the human resource field and the changing role of the human resource professional
  • Understand the importance of HR planning and forecasting in line with business planning
  • Discover how human resource planning and the organization’s strategic plan work together
  • Revise how to write job specifications and identify core competencies
  • Learn the importance of job analysis and job descriptions and how to develop these in your organization
  • Explore recruitment and selection strategies
  • Uncover methods of finding, selecting and keeping the best people using behavioral description interviewing techniques
  • Discuss how to get employees off to a good start
  • Identify strategies on how to deal with compensation and benefits
  • Explore ‘best practices’ for maintaining healthy employee relations
  • Identify how to make performance appraisals a cooperative process
Who Should Attend this program?
Our target audience are executives who need to use and/or understand basic HR for an organization. 

Introduction to HR  

  • Introduction to Human Resource Management (HRM) 
  • Interaction of HRM with company vision, values and strategic direction 
  • Aligning HRM with strategic business goals 
  • Trends affecting HR 
  • Forecasting needs/succession planning 
  • Skills inventories/Emotional Intelligence 
  • Job analysis 
  • Job competencies 
  • Job descriptions 
  • Job applications 

The Importance of your HR Role  

  • Identifying your role 
  • Where do you fit in? 
  • Typical HR responsibilities 
  • Relationship between HR and the line 

Maintaining Employee Records 

  • Maintaining records, systems and libraries 
  • Computerized personnel information systems 
  • Security and confidentiality and managing employee access to records 
  • Absence recording and controlling 

Contracts of Employment 

  • Offers of employment and references 
  • Implied and expressed terms 
  • Contracts for part-time, temporary and casual staff 
  • Termination of employment, notice periods, contractual rights, exit interviews 
  • UAE Labour Laws 

Effective Face-to-face Communication 

  • Interacting confidently and positively with others 
  • Developing an assertive style 
  • Dealing with difficult people 
  • Listening and questioning effectively 

Setting Clear Expectations  

  • Code of conduct / Ethical Guidelines 
  • Establishing performance expectations 
  • Using a trial period constructively 
  • Importance of induction and monitoring performance on a regular basis 
  • Avoiding long-term difficulties 

Providing Feedback  

  • Coaching poor performance 
  • Identifying training issues 
  • Providing appropriate support 

Managing Poor Performance 

  • Having difficult conversations 
  • Following a structured process 
  • Maintaining relevant documentation 

Interviews  

  • Format for an interview 
  • How to rate interviews 
  • Testing 
  • What’s wrong with traditional interviews? 
  • Guide for an objective interview 
  • Checking references 

Orientation and Planning  

  • Orientation programs:  
  • Why have one? 
  • What should they look like? 
  • Planning for training:  
  • Learning styles 
  • Adult learning principles 
  • Flow chart for a needs assessment 
  • Internal versus external training 
  • Criteria for working with external consultants 
  • Employee training plans 
  • The employee handbook 
  • Absenteeism 

Appraisals  

  • Advantages of performance appraisals 
  • Pre-preparation for appraisals 
  • Designing the appraisal form 
  • Employee preparation for appraisals 
  • Conducting the appraisal 
  • Follow-up for performance appraisals 

Compensation  

  • Diversity 
  • Compensation equity 
  • Compensation issues 
  • What benefits do employees want? 
  • Positive discipline 
  • Exit Interviews 
  • Certificates and evaluations 

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    Here is what some of the previous participants of this program had to say:

    “We learnt a lot of new techniques which will help us to implement in our organisation”

    “It was brought across to us in a such a way that we have go back and implement”

    Beginning of the program:

    Each participant has to fill in a pre-training need form to ascertain their expectations that can be catered to by the facilitator.

    At the end  of the program

    Each participant has to submit a Post Training Action plan for implementation and to ascertain the Return on Investment.