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Details

Venue: Duabi, UAE

The Fee Covers: Training, Training Materials, Certificates, Accommodation Lunch and refreshments

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Outline

Strategic HR Planning

ŸIntroduction to strategic HR planning
ŸAssessing current HR capacity
ŸForecasting HR requirements
ŸThe strategic HR management planning process ŸDocumenting the strategic HR plan
ŸImplementing the strategic HR plan
ŸDeveloping HR strategies to support organizational strategies ŸOperational HR Planning

ŸSetting the strategic direction
ŸDesigning the Human Resource Management System
ŸPlanning the total workforce
ŸGenerating the required human resources
ŸInvesting in human resource development and performance ŸAssessing and sustaining organisational competence and performance

 

People Management

ŸOrganizational values and visionary leadership ŸOrganizational and personal learning
ŸEmployee training, well-being, satisfaction and commitment ŸEnhancing your coaching skills

Strategic and International Human Resource Management

Strategic Human Resource Management (SHRM): A new way of:

ŸManaging performance ŸManaging structures ŸManaging learning ŸManaging change

International Human Resource Management:

ŸThe multinational context
ŸManaging and supporting international assignments

Significant changes in how International HR will function in the future

ŸProcess re-engineering HR activities
ŸHowtheHRwillbenefit thebusinessinthefuture
ŸManaging and developing Human Capital
ŸDeveloping, measuring and employing competencies in Performance management ŸUse of Corporate culture –how to develop a corporate culture

ŸThe changing function of recruitment, psychometric testing and Personality questionnaires

Organisational Behaviour and Renewal

ŸAnticipating change
ŸUnderstanding the OD process ŸDeveloping excellence in leaders ŸDeveloping high performance in teams ŸPromoting success in organisation ŸFocusing on the future

Research Methodology

ŸIntroduction to research
ŸResearch planning and design ŸQualitative research methodologies ŸQuantitative research methodologies ŸThe research report

Advanced Human Resource Development

ŸStrategic HRD
ŸPerformance improvement ŸManaging an HRD system ŸCareer and talent management ŸHRD measurement and evaluation

Business expectations and the demands placed on Human Resources

ŸGlobal Change
ŸImpact of technology on future businesses – case study
ŸNeed to change organisational structures
ŸHow changing internal and external customer needs will affect all current HR concepts

Leading Teams

ŸWork teams and project management ŸUnderstanding team member styles ŸManaging conflict in a productive manner ŸCreating a virtual team

ŸEvaluating team effectiveness

Skills Audit , Training Needs Analysis & Staff Development

ŸA progressive organisation analyses its skills requirements, coordinates the execution of the Personal Development Plans of employees and monitors the implementation of the Workplace Skills Plan and reports accordingly.

Skills Planning Strategies for an unpredictable future

ŸThe realities of the new world of work
ŸChallenges for skills planning
ŸSkills development strategies for the new world of work

Conducting an Organisational Skills Audit

ŸDifference between the Skills Audit and Training Needs Analysis ŸReasons for and benefits of a Skills Audit
ŸSteps in the Organisational Skills Audit

Conducting a Training Needs Analysis (TNA)

ŸPlanning the purpose and scope of the TNA
ŸLinks between the Training Needs Analysis and related processes ŸEffective use of Interviews and Questionnaires during the TNA ŸSelecting staff development interventions and training providers

Compiling an internal Staff Performance Improvement Plan and the WSP

ŸRelationship between the TNA Report, Staff Performance Improvement Plan and the WSP ŸPurpose and content of the Staff Performance Improvement Plan

Promoting and Evaluating the Impact of Skills Development

ŸMonitoring and quality assuring implementation
ŸSupporting staff with learning transfer
ŸEvaluating quality, relevance and the impact of skills development

ROI in Training & Development Programmes

Calculating ROI gives the training manager an opportunity to measure the financial value of a HR intervention or training program. This helps the manager to improve his or her credibility in the organization by being able to talk the language of line management in showing the tangible benefits Organisations with a strong learning foundation, significantly outperform their peers in productivity, customer satisfaction, quality and market share

Recruitment & Retention as an integral part of Talent Management:

Losing your best people not only damages your productivity, disrupts current and potential leadership, and reduces company morale, it also helps your competitors. A formal retention strategy is a big investment , it will actually save you money in the long run while also helping you recruit top talent and increasing your organisation overall productivity and morale

ŸIntroduction to the National Talent Management HR Standard and its linkages to Workforce Planning, L&D, Performance Management and Reward
ŸUnderstanding the Recruitment National Professional Practice Standard
ŸAssessing your readiness to meet the Recruitment Practice Standard

ŸDetermining your company's employee DNA and Employee Value Proposition ŸDeveloping a winning Employee Value Proposition
ŸPreparing for successful interviews
ŸPreparing a set of interviewing questions to explore behaviours and role play interviews ŸEthics in recruitment

ŸOffer employees a career path and a career development plan
ŸHave a recognition program that celebrates employees with excellent performance ŸCustomize benefits and work expectations for individual employees as much as possible ŸTrack your levels of retention/turnover and overall employee satisfaction

Job Grading , Evaluation & Performance Management Systems:

A comprehensive compensation analysis provides you with strategic job and reward support as you re- structure your organization, giving you a robust foundation to build your success

ŸCreating Job Descriptions
ŸThe importance of Job Descriptions
ŸThe problem refusal solved
ŸHow to draw up job descriptions for your staff members
ŸWhat a performance management system can add to your company ŸWhat do you want to achieve through the performance process ŸASK the right questions
ŸFormulating an action plan with a staff member

 

Reviews
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BCTCI paves a path to early success in life through its fast-track short duration correspondence courses. These courses consist of concepts and case studies that provide broad exposure to relevant business concepts and management specifics. This helps them to get started as "Managers" by enhancing their productivity, capability to formulate business policies, strategies and their implications for the organization.

BCTCI Training has access to a faculty of 65 highly qualified consultants to deliver the training courses. These trainers are not in any way academics, but rather specialists actively involved in consulting to business in their particular fields. This gives them a fuller insight into delegate needs and as well as knowledge about actual trends in the market, and makes the training courses extremely practical and relevant.

It is an enthusiastic attempt by BCTCI to expose the best of International Management principles, practices and managerial function to the participants.

BCTCI Training is run by a staff of people who have been involved in the corporate training business for over 15 years. Our aim is to provide an extremely high level of customer service to our clients to compliment the high quality of the courses, and the value for money they provide. ...

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