Course details

Overview ?

Introduction

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.

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

The Structure

The Oxford HRM and Training Programme is offered in two Parts that complement each other:

MODULE I – Human Resources Development and Personnel Management

MODULE II – The Training Analyst

Each module is structured and can be taken as a stand-alone course; however, delegates will maximise their benefits by taking Module 1 and 2 back-to-back as a two-week seminar.

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

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.

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

Module I

Human Resources Development and Personnel Management.

DAY 1

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
Outsouring

DAY 2

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

DAY 3

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

DAY 4

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

DAY 5

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

Module II

The Training Analyst

DAY 6

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

DAY 7

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?.

DAY 8

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

DAY 9

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

DAY 10

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

Day 1

Day 2

Day 3

Day 4

Day 5

Training Methodology

The Oxford HRM & Training Programme

Course details

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