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
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. ...