The Oxford Way, Metrics and Analytics of HRM Training Programme

DURATION: 1 Month
Some prices may differ depending on the course venue.
Course ID :
H5003
Course Places: Istanbul ( Turkey ) - London - Malaysia - Rome, Italy - Spain (Madrid) - UAE (Dubai) All countries
Course Date: Start End
January 26, 2020 February 20, 2020
March 8, 2020 April 5, 2020
April 19, 2020 May 14, 2020
June 7, 2020 July 9, 2020
July 19, 2020 August 20, 2020
September 6, 2020 October 8, 2020

The Oxford Way, Metrics and Analytics of HRM Training Programme

Overview:

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 the seminar, 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.

The HR function is a high-value-added part of the organisation and plays a key role in developing and implementing corporate strategy. This is because of the growing importance of human capital in organisational success.

The HR function needs to be more effective as a strategic partner in the organisation rather than a purely administrative function. Such an HR function will drive and deliver change rather than just react to it.

In order to achieve this highly desired prize, the HR function must develop its ability to measure how HR decisions affect the organisation and how the decisions taken by the organisation affect human capital. In short, the HR function needs to develop better metrics and analytics if it is to become a true strategic partner.

Once the metrics are established, the organisation will need to develop HR policies that react to the messages. The course will also consider the type of HR policies that are being developed in response to the usual range of messages from the metrics and analytics.

This 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.

Objectives:

Upon completion of the 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.
  • To examine the use of internal and external measurement frameworks which establish the contribution of the HR function.
  • To be able to conduct detailed Problem analysis assessments.
  • To be able to identify appropriate Decision Making options..
  • To make decisions based on evidence rather than opinion.
  • To understand the principles of Organisation change.
  • To understand the theory around organisation change.
  • To drive strategic change rather than react to it.

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.

The course will be highly interactive with tutorial input as well as case studies and syndicate work. There will be much opportunity for discussion and for participants to compare experience.

Time will be allocated at the end of each day to reflect upon the learning and plan the transfer back to the work place.

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.

The Results:

As a result of attending this course Participants will be able to:

  • establish a role for the HR function which moves from the traditional, administrative function concerned with process to a force for driving strategic change in an organisation
  • have a better understanding of strategy and change management

The Core Competencies:

  • Analytical thinking.
  • Problem identification.
  • Decision making.
  • Business awareness.
  • Capability development.
  • Change leadership.
  • Information seeking.
  • Strategy delivery and more.

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.

SEMINAR OUTLINE:

Human Resources Development and Personnel Management:

Introduction to HRM, HRD and HRP:

  • Seminar introduction and objectives.
  • The context for HR.
  • Change management.
  • Human Resource Management V Personnel Management.
  • Human Resource Development (HRD).
  • Human Resource Planning (HRP).
  • Strategic HRM – the new HR Strategic Model.
  • Outsourcing.

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.

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.

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 degree feedback as a development tool.

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.

The Training Analyst:

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.

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?

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 it part in aiding learning.
  • The benefit of using specific training videos – examples.
  • Use of “clipped” video sequences – examples.

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.

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.

Corporate Strategy:

  • Introductions and programme objectives.
  • The context for HR.
  • Strategic Business Planning.
  • Corporate Social Responsibility.
  • Human Capital Management.
  • How to make things happen – use of business action plan.
  • The difference between HRM and Personnel Management.
  • The new shape and function of tomorrows HR departments.

HR Tools and Methods:

  • What should be measured?
  • The effectiveness of the HR function:
    • HR headcount ratios.
    • Administrative cost per employee.
    • Time to fill vacancies.
    • Filling the skills gap.
    • Satisfaction surveys.
  • Internal Frameworks.
  • Morale.
  • Motivation.
  • Investment.
  • Long-Term Development.
  • External Perception.
  • Learning and Development.
  • job analysis.
  • job evaluation.
  • capability review.
  • RACI.
  • Methods.

Driving Organisational Change:

  • Theories of organisation change and how to use them.
  • The Softer Side of HR.
  • Avoiding a blame culture.
  • The Relationship between HR and the Line.
  • The New Roles in the HR Function.

Connecting HR Metrics and Analytics with Action 1:

  • Change Management
  • Employee Relations.
  • The Relationship between HR and the Line.
  • The Use of Competencies.
  • Employee Development.
  • Succession Planning.

Driving Organisational Change: Connecting HR Metrics and Analytics with Action 2:

  • Employee Motivation.
  • Empowerment and Accountability.
  • Performance Management; The four stage process – agreeing objectives, feedback, coaching and appraisal.
  • Conclusion and Action Planning.

 

 

 

 

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EuroMatich Training Center Istanbul

EuroMatich

We are committed to delivering the very latest business knowledge to our clients. Our services encourage quality learning and empower clients to deepen their knowledge, engage in the learning process, further develop their skills and enhance their career potential. In addition, we provide unrestricted access to our Knowledge Resource Centre which offers a variety
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