Human Resource Management Training
It should not need to be said, but the most valuable resource any company has is its employees, not the raw products it makes, not their finished goods, nor even their revenue. All of these are valuable, but they pale in comparison to the value of a single good worker. However, like anything else the company has to manage, the human resource also needs managing and direction. This is the job given to the human resource management division located in most, if not all, office settings. They handle who gets into the company, who has to leave it, and what they have to do while they’re on the job. This training course is therefore set to help your human resource management become as effective as they can be.
Communication skills can get you far in human resource management, but it is important to note that you are dealing with people who have feelings, not just walking bags of skills that push your company forward. Everyone who enters human resources should be patient, kindly, a good communicator, and an excellent mediator. These methods will train workers to organise themselves, manage conflict carefully, and keep information flowing to both the higher and lower rungs of the corporate ladder. This training course is essential to leadership training, and effective management of resources available to the company. This pairs well with sessions about communication, conflict management, and leadership. If you wish to know about our other training courses and services, please contact us. We can customise and even create a training session just for you.
Now available Australia Wide : Including Melbourne Sydney Brisbane Adelaide Perth Canberra Parramatta Geelong Gold Coast.
Human Resource Management Training Outline
- Housekeeping Items
- Workshop Objectives
A History of Human Resources
- A Brief History
- What’s Human Resources Today?
The Interview Process
- The General Format
- Kinds of Questions
- Do’s and Don’ts
- The Orientation Process
- The Role of Management and the Use of Human Resources
- Tips and Tricks
Following Up with New Workers
- Daily Checklist for the First Week
- Following Up at the End of the Week
- Weeks and Months Later
- Recognising Your Role and Responsibilities
- Knowing Local Rules
- Understanding Industry-Specific Rules
Dealing With Harassment And Discrimination
- Defining Harassment
- kinds of Workplace Discrimination
- A Manager’s Responsibility
- An Employer’s Responsibility
- Defining Violence
- A Supervisor’s Responsibility
- An Employer’s Responsibility
Managing Employee Performance
- Choosing the Time and Place For Feedback
- Kinds of Employee Appraisals
- Using the Feedback Sandwich
- Encouraging Growth and Development
- Recognizing Your Role
- Understanding Your Choices
- Having the Meeting
- After Up
- Documenting Events
- Preparing for the Conclusion
- Making the Decision
- Communicating the Decision
- Words From the Wise
- Lessons Learned
- Completion Of Action Plans and Evaluations
Organisation is a key skill for anyone working in human resource management. Personnel files needed to be well sorted out, color-coded, and easily accessible. Other skills of organisation needed for effective human resource management include a strong time management; both for the employees in human resources and the personnel they must manage. An example of good human resource organisation is if you can complete an organisational checklist. Are all of your personnel files properly sorted based on a colour code? Do you have backups for all of these said files? Are all of the events and expectations you set for your employees and yourself being met on time? Is this the best possible use for your time right now? If you can answer yes to most, if not all these questions, then you’re on a good track towards becoming a proficient human resources manager.
Talk About It
A critical skill for human resource management is being able to communicate effectively with all the employees that must pass through you. Among these communication skills are negotiation and problem solving. An example of a requirement in negotiation is whenever an offer of employment is made to an applicant to the company. There are almost always two sides to a new hiring: the people in the company who agree that this person may or should work with the company, and others who do not share such sentiments. A good human resources professional can negotiate an agreement between both sides, so everyone leaves happy. Problem solving also comes into play here for the human resources manager, as it is a given that some employees won’t play that well with others, or their administrators. Re-establishing company harmony will be the job of the human resources manager, and so whoever is in charge of human resources has to mediate or manage conflicts. In worst case scenarios, this can result in someone being fired by the human resources department and administrators after a deliberation, but, if managed properly, should not come to that. For example, Sharon may be standing human resources manager, and she has recently hired a new programmer called Jed. Jed seems to have a lot of trouble working with the other programmers; he never follows the structure of the code that they are required to work with, and he doesn’t come up with the code on time whenever he does use the right code. In response to this, she calls for a meeting with Jed, and discusses these problems with him, and seeks a positive response from him. Jed responds apologetically, saying that he doesn’t mean to be a burden to his team; he is intimidated by his teammates’ superior experience when it comes to programming. Sharon then asks him what he thinks he can do to improve, or if he still wishes to continue working for the company. He replies affirmatively, deciding to keep improving his work, and to put aside his feelings of intimidation, so he can keep working at his job. She also talks to his programming team, and finds that many of them weren’t very positive or welcoming toward Jed either, alienating him. Sharon tells them not to do that, and hopefully, Jed will start to open up to them and they can establish a working program harmony. When it comes to people, a human resources manager is expected to be able to handle the natural conflicts that come with a workplace, and de-escalation is their tool of choice. We show participants how to do this effectively.
Talk to the Boss, and the People
Anyone in human resource management has to report to management in the administration: little bits of important information about certain employees, emerging trends among the personnel, among other things. This makes sure that the administration can take these into consideration for the future of the company when making decisions for progress. They also have to do this while implementing new policies from the administration, and handling issues with specific personnel. Multitasking is an important skill for human resource management, and multitasking communication is typically what is expected of someone in such a job. They have to be able to handle both written and spoken communication capably, public and private speaking sessions, small and large groups. It even includes social media, since memos about company policy, or a particular company response to an event will be tweeted out or posted by the human resources department. An example of this would if Karen, a human resources manager, has to do the following in one day: tweet and post the new company policy regarding bringing food or drinks near the company computers, report to the chief executive officer about the trends of behaviour among the staff, and write a letter to Paul, an employee, asking him for a talk about his objectionable behaviour in recent days. Skills in talking to both the higher and lower rungs of the corporate ladder are absolutely necessary for human resource management success.
Customised Training Session For Teams (Included No Charge)
Why customise your content? We believe that every business is different so with this in mind, how can any two manuals be the same? Businesses face different challenges and issues so there is always a different need for training. This is why we offer our customisation service to customers.
In-House Customised training benefits:
- Flexible length – You choose the length of the session
- Highly Effective Team/Industry Specific
- Certificate of Completion (Professional Grade)
- Create a Team Building environment
- Cost effective – Group rate discount
- Printed courseware (No need to download or use an App to read)
Creating Content (Contact us for Quotation)
If you can’t find the course you need, then we are happy to create it. Our writing and editing team are ready for any content creation requests and can have an outline to you within just a few days. Call now for a quote!
Instructor Led Online
Download Certificate of Completion $495 inc GST
Printed and Posted Certificate of Completion $515 inc GST
We provide this course as an online assisted course. You provide the date and time, we provide the trainer and material. Great for regional business or employees that are at multiple premises. The benefits of booking an online assisted or instructed led training session is you don’t have to wait for a specific date or course to come up. We book in a time available to you. Same course as a workshop but just for you and online instead.
Online Self Paced
Download Certificate of Completion $69 Inc GST
Printed and Posted Certificate of Completion $89 Inc GST
Online self paced training with a pre-recorded trainer. You can pause the couse at any stage. It is self paced and interactive. This option is cost effective and available so you can learn at anytime of the day. Logins are provided straight away and you can choose a Printed Certificate option where we post you a Professional Grade Certificate.
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