Training Human Resources Management

Goal: to provide training participants with knowledge and skills in the field of personnel management,  give participants a basic understanding of  links between the personnel management strategy and the company's market strategy, recruitment and adaptation policies, personnel monitoring, motivation and incentive policies, personnel training and development, options for building the company's organizational structure.

Duration: 16 hours.

Results:

• Understanding the place of personnel management in the system of organizational strategies.
• Introduction to a systematic approach to personnel management, the role of the manager and the role of HR (personnel policies and strategies).
• Introduction to technology for determining job requirements for hiring, evaluating, training, developing and motivating staff.
• Mastering the technology of selection and motivation of candidates for employment.
• Mastering adaptation techniques for young professionals, mentoring stages, employee development methods in the workplace, career planning.
• The ability to set goals, identify control points and performance indicators.
• The ability to select the appropriate leadership style depending on the maturity of the subordinate.
• The ability to motivate staff using non-material incentives.
• Introducing the HR monitoring policy.

Training program

1. System approach to personnel management

• Acquaintance with the options for building the organizational structure of the company.
• Personnel management functions. The distribution of roles between HR and the manager.
• Relationship between the HR strategy and the company's market strategy.
• Personnel policies, local regulations.
• Determine job requirements.
• The life cycle of an employee in a position, how to extend it.
• Situational leadership

Goal setting workshop,  ways to achieve them, identify control points.

Case analysis.

2. Recruitment

• Procedures for attracting and selecting candidates. The role of the leader.
• HR branding: how to increase the Company's attractiveness in the eyes of potential candidates.
• How to correctly identify the potential of a candidate.
• Competency interview. Model STAR.
• Stages of effective communication, conducting a structured interview.
• Assessment of competencies based on the results of the interview.

Analysis of the educational video "We are chosen, you are chosen".

Competency interview design exercise.

Role-playing games.

3. Staff onboarding

• Theory of generations and adaptation of personnel.
• Types of adaptation.
• 5 steps of mentoring.
• Types of feedback.
• Feedback technology (2 steps of positive feedback, 3 steps of constructive feedback).

A business game to develop mentoring skills.

4. On-the-job training and development

• Modern types of education. When to use which.
• Personnel development methods in the workplace, when to use which one.
• Developmental feedback technology based on the GROW and ORID model.
• Career planning
• Drawing up an individual development plan.

Role-play games  to draw up plans for individual development.

5. Motivation and stimulation of  staff

• The concepts of "motive", "explicit" and "hidden" need, material and non-material incentives.
• Content and process approaches to motivation.
• Hygiene factors and incentives
• Intangible methods of staff incentives.
• How to identify the needs of an employee and motivate him to complete tasks.
• Steps of a motivational conversation.
• The role of listening skills. Types of listening: passive, active and empathic listening.
• The role of the ability to observe: the non-verbal component in building effective contact with the interlocutor.

Business game:  "Search for incentives".

Business game: "Goldfish"

Role playing games  with feedback

6. HR Monitoring Policy

• Performance evaluation.
• Competency Behavior Assessment: 180\270\360 Degree Survey
• Assessment center to identify the potential of employees by competencies.
• Observation in the workplace.
• Learning center for discovering talents.
• Evaluation professionalknowledge.
• The role and place of each of the methods. How to organize and conduct. The role of the manager in the processes of personnel monitoring.

Case analysis: selection of the optimal evaluation method.

All HR trainings..>

The training program is basic and can be adjusted to the specifics of your business.

If you did not find a suitable option on the site, please contact us and we will develop any training program for you.

You can contact us in any way convenient for you