New Hr Training Catalog
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Transcript of New Hr Training Catalog
HR Training Programs Catalog
For: Internal Hr teams, Hr Outsourcing Solution Providers and Hr Consulting Firms
Coaches : Ms. Swini Deshpande and Mr. C.S. Thakar
Contents:
S.no. Program Name Duration Page No. 1 Human Resources Basic Program 2 days 3 to 4
2 Staff Motivation Program 1 day 5
3 Managing Absence 1 day 6
4 Recruitment & Selection 2 days 7 to 8
5 Interviewing Techniques Program 1day 9 to 11
6 Training Needs Analysis 1 day 12 to 13
7 Managing Diversity 1 day 14 to 15
8 Performance Management 2 days 16 to 18
9 Managing Redundancy 1 day 19 to 20
10 Performance Appraisals 1 day 21 to 2211 Coaching & Mentoring 2 days 23
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1. Human Resources Program 2days Objectives
After this Human Resources training course, delegates will have knowledge of:
• The current and future role of HR specialists
• Planning for people
• Patterns of work in flexible organizations
• Recruiting and selecting the right people
• Equality in practice
• Training and development with purpose
• Performance management
• Rewarding employees
• Job evaluation
• The ethics of HR
• The basics of employment law
• The skill set for HR specialist
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Course Content
• Objectives and introductions
• Welfare to internal consultant: the changing role
• The basics of best HR practice in:
• Planning for people
• Utilizing people productively
• Finding the right people
• Developing the organization through developing people
• Managing performance and development
• Putting value on jobs and rewarding appropriately
• Handling the ethical issues
• Achieving equality
• Measuring progress
• An outline of key employment law issues
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2. Staff Motivation Program 1 day
Objectives
After this Staff Motivation training course, delegates will be able to:
• Understand people’s motivations at work
• Understand the relevant and proven theories of motivation and how they apply in workplace
• Practice motivational techniques
• Understand how job satisfaction can influence motivation and what can be done to enhance it
• Provide an action plan
Course Content
This Staff Motivation Skills course is designed to teach you:
• To understand people’s motivations at work
• To understand the relevant and proven theories of motivation and how they apply in workplace
• To practice motivational techniques
• To understand how job satisfaction can influence motivation and what can be done to
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enhance it
• To provide an action plan
• To understand why people work
• To understand the theories behind motivation
• How to apply good motivational techniques
• How to motivate oneself
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3. Managing Absence 1 day
Objectives
After this Managing Absence training course, delegates will:
• Understand the cost of absence.
• Have appreciation of the need to manage absence effectively.
• Know how to set up an absence management policy.
• Have interpersonal skills involved in dealing with absence notification and
return to work interviews.
• Have an understanding the link to the disciplinary procedure.
Course Content
• Welcome and introductions and discussion of objectives.
• The cost of absence.
• Establishing an absence management policy.
• Implementing the policy.
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• Handling the sickness notification call.
• The return to work interview.
• Skills and behaviors for conducting the interview appropriately.
• Practice in conducting return to work interviews.
• Managing sickness review discussions.
• Linking to the disciplinary process.
• Personal action planning.
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4. Recruitment & Selection 2 days
Objectives
Having completed this Recruitment & Selection training course, participants will be able to:
• Develop job specifications and person specifications to fit current
recruitment needs of the business
• Examine selection methods and their effectiveness in helping identify
the best interview candidates
• Develop communications and techniques in order to get the best out of
recruitment interviews
Course Content
Introduction:
• Types of interview
• Basic requirements
• Communication
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Preparing for the interview:
• Factors that could affect the interview
• Gathering information
• Planning & setup
• Objective and question setting
Interview Conduct:
• Controlling the interview
• Questioning techniques
• Active listening
• Non verbal communication
• Creating rapport
Analyzing the vacancy:
• Job Specification
• Candidate profile
• Selecting the candidate
• Selection methods
Recruitment interview:
• Creating the right environment
• Organization representation
• Employment legislation
• Analyzing the interviewee
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Induction plans:
• Developing plans
• Short and long term objectives
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5. Interviewing Techniques Program 1day
Objectives
At the end of the Interviewing Techniques training course, delegates will be able to demonstrate a better understanding of how to:
• Work with a person specification
• Recognize a credible C.V.
• Understand the importance of interviewing effectively
• Understand the styles of selection interviewing
• Identify the key criteria for the job
• Work with company interview forms and check sheets
• Understand the concepts of group interviewing
• Use good questioning techniques
• Understand the benefits and skills of effective listening
• Understand how to make and select the best candidate
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• Build rapport with candidates in order to gain relevant information about
their background and experiences
• Recognize behavior, type and temperament traits
• Have greater confidence in their ability control the interview
• Be aware of interviewing, selection, recruitment issues relating to fairness,
race, sexual orientation, ethnic background and religion
Course Content
• Introductions, Course Objectives and Ice Breaker
• Designing your selection process
• An Interview is a “Life changing experience”
• What sort of person are you looking for?
• Relating The Person Specification to the Job Description
• The Person Specification
• Evaluating C.V’s application forms and covering letters
• Behavioral interviewing skills
• Look for specific situations, innovations and solutions to problems selecting
your team that will make a difference!
• Competency based interviewing
• Observing
• Summarizing
• Note taking
• Handling questions from the candidate
• Time and meeting management
• Sample of information required –
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• How do you find out?
• How can you check if a person is a good communicator?
• How can you check if a person would make a good team leader or manager?
• How can you check if the person is good with figures and money?
• How can you check if the person would be good with customers (internal
and external)?
• How can you check if the person is a good organizer?
• Effective Interviewing Skills
• How can you check if the person is a “team player”
• How can you check if the person is creative and an ideas person?
• How can you check if the person is trustworthy?
• How can you check if the person is a good time keeper?
• How can you see if the person is good at prioritizing and managing their time?
• How can you check if the person can work on their initiative and are self motivated?
• Understanding the concepts of group interviewing
• How would you recognize specific personality traits and behavior in
group interactions?
• Room layout
• Effective listening
• Controlling the Interview
• What not to do in Interviews
• Questioning Techniques
• What style and methods of questioning will you use?
• Writing comments on Interview Forms
• Factual
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• Defendable
• Unbiased
• Unambiguous
• The Selection!
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6. Training Needs Analysis 1 day
Objectives
After this Training Needs Analysis training course, delegates will be able to:
• Prepare a plan for the identification of current and future training needs.
• Select and use information-gathering techniques effectively.
• Analyze the information to prioritize training needs.
• Produce a training plan showing solutions, priorities and benefit projections
Course Content
Training Needs Identification:
• Identifying training needs in a business-driven context
• Linking to corporate vision, strategy and organizational objectives
• Recognizing training needs revealed by business performance shortfall.
A Systematic Model:
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• Understanding the stages of the systematic training needs analysis model;
• Logical sequencing
• Identifying residual, present and future training needs
Collection and Analysis of Information:
• Collecting information about knowledge and skills requirements for specific
job competencies
• Sources of information
• Using and adapting survey instruments, questionnaires, interviews, observation.
]
Developing Solutions:
• Appropriate training interventions
• Producing the initial action plan
• Determining priorities
• Identifying ‘achievement windows’
• Defining costs, success criteria and benefits.
Reports:
• Structuring written reports and presentations on training needs and priorities
• Writing behavioral objectives
• Using persuasive techniques and follow-up activities to
support recommendations.
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7. Managing Diversity 1 day
Objectives
By the end of this Managing Diversity training course, delegates will be able to:
• Achieve a clear understanding of diversity and the different forms it can take.
• Understand the differences between diversity and equal opportunities.
• Recognize the benefits that diversity can bring to your organization.
• Build a business case for introducing a culture positively embracing diversity
In to your organization.
• Understand the key employment legislation and the impact on your business.
Course Content
• Defining Diversity in the Workplace
• Understanding the concept of diversity
• Exploring the difference between diversity & equal opportunities
• Identifying the impact of diversity on your business
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• Best practice for a diverse working environment
• Identifying how diversity benefits the organization, both directly and indirectly
• The effect of diversity on organizational behavior
• Understand the impact of demographic and market changes
• Managing Diversity at Work
• Legislation and developments
• Preparing for the introduction of the ‘Age discrimination’
• Identify diversity issues in your organization that need to be addressed
• Action Planning
• Implementing diversity in your work place
• Planning your key next steps
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8. Performance Management 2 days
Objectives
Having completed this Performance Management training course, participants will be able to:
• Understand the aims of performance management
• Identify acceptable standards of performance.
• Conduct effective reviews of performance
• Set SMART objectives
• Manage the performance of the ‘star’, the ‘plodder’, the ‘peaked’ and the
‘poor’ employee
Course Content
What is Performance Management?
• Responsibility for getting the best results from staff
• Performance not personality
• Structuring expectations
• Importance of planning
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Standards of Performance and Behavior:
• Considering the circumstances
• The skills needed
• Understanding the skills
• Assessing the skills
• Setting the standards
• SMART objectives
• Team and individual objectives
Types of Performance:
• Approaches for managing the performance of the four types of employee –
the ‘star’, the ‘plodder’, the ‘peaked’ and the ‘poor’
• In addition, managing the performance of those who think they are brilliant
but who actually are mediocre!
Leadership:
• The role of the leader
• Attributes of a leader
• Maintaining authority and respect
• Leadership styles
• Achieving results through others
• Improving individual performance
Motivation - The Vital Ingredient:
• Motivation factors
• Motivational techniques
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• Practical steps in motivation
• Different people with different needs
Managing Performance:
• The value of ongoing performance management
• Evaluating progress and achievement
• Maintaining flexibility to business change
• Recognizing and closing performance gaps
• Revising standards
• The role of coaching in performance management
Coaching:
• Adapting your style
• Organizational alignment
• Making skilled interventions
• Giving constructive feedback and praise
• Link to appraisals
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9. Managing Redundancy 1 day
Objectives
After this Managing Redundancy training course, delegates will be able to:
• Understand the law as it applies when a redundancy situation occurs
• Manage the redundancy process and procedure within the law and according
to best practice
• Understand the process, skills and methods of communicating difficult messages
to those staff affected by the redundancy process
• Be aware of actions that need to be taken to communicate with and manage
the motivation of remaining staff
Course Content
This 1-day workshop is practical & interactive using discussion groups, activities and exercises to explore and develop the necessary skills.
• What is a redundancy - the key principles and according to the law
• Meeting statutory requirements – a look at the law on redundancy
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• An appreciation and understanding of the procedural steps to follow when
dealing with a redundancy situation
• The law as it applies to the various stages of redundancy
• Your role and responsibilities in the redundancy process
• When and how to consult, and who to notify
• The principles of consultation
• The duty to consult. When, who and how to consult
• The rights of redundant employees
• Planning redundancy selection - the impact of various methods on the organization
• Implementing a selection strategy
• Selection criteria
• How to avoid the pitfalls
Breaking the news
• Process and skills of communicating difficult messages to staff affected
• Professionally preparing and managing your emotions in a potentially
Stressful situation which managing a redundancy programme presents
• Supporting those at risk
• Alternative employment: definition of and requirements according to the law
• Outplacement service guidance and career support
• Helping the survivors
• Communicating & gaining understanding of the reasons why some of
their colleagues have been made redundant
• Sustaining motivation and focus amongst the remaining workforce
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10. Performance Appraisals 1 day
Objectives
Having completed this Performance Appraisals training course, participants will be able to:
• Understand the purpose of the appraisal process and your role and
responsibilities as appraiser
• Plan, prepare and structure a review
• Remain fair and consistent, avoiding bias
• Achieve honest and open communications
• Learn how to listen and give clear and specific feedback
• Define areas for appraise development and set clear objectives
• Tackle performance problems and sensitive issues effectively
• Conduct appraisals in a confident and professional manner
Course Content
The Importance of Staff Appraisal:
• Defining aims, purpose, objectives in order to improve performance
• Developing an Effective Appraisal System
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• Frequency of appraisal, supported by one-to-ones and informal review
• Action plans and development plans
Your Responsibilities:
• Approaching appraisals with confidence
• Getting balanced and honest feedback on performance
• Effective Planning for the Appraisal
• Gathering the information you need: drafting an appraisal plan
The Appraisal Meeting:
• Establishing open and honest communications
• Questioning and listening skills
• Planning and conducting a structured, balanced and participative discussion
• Review of current compared to previous performance
Managing the Performance:
• Providing evidence
• Dealing with conflict
• Addressing issues of poor performance
Setting SMART objectives:
• Adopting an Assertive and Confident Appraisal Technique
• Interpersonal skills within the appraisal meeting
• Inspiring confidence in the appraisal
• Overcoming resistance and handling uncooperative individuals
Giving Feedback
• Completing the appraisal minutes
• Using positive and action promoting language
• The Follow-up Process
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• Identifying areas of concern
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11. Coaching & Mentoring 2 days
Objectives
On this Coaching & Mentoring training course delegates will understand:
• How coaching can be used to improve individual performance
• The relationship between coaching and other performance
management techniques
• The key coaching styles (input and output)
• The coaching process and skills
• The role of the mentor and mentoring programmes
Course Content
• Coaching styles: Input and output coaching
• Coaching in the context of other performance development techniques
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• Applications for coaching
• Measuring results
• Coaching Process: A coaching model
• Developing empathy
• Questioning techniques
• Putting coaching into practice
• Mentoring: Structuring a Mentoring programme to give benefits to the
company and individuals involved
• Who needs mentoring and who makes a good mentor?
• Responsibilities, skills and overcoming problems
• Defining and developing the mentoring relationship
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Coach Profile Ms. Swini A. Deshpande
Qualifications:
Commerce graduate from Pune University in 1998. Advance Diploma in computers software system and Application in 1999 Post graduate in Masters in Personnel Management from Dr.D.Y.Patil Institute of
Management & Research, Pimpri, Pune in 2003 Diploma in Training and Development (ISTD) from ISTD – New Delhi, 2010
Experience
A dynamic professional more than 10 years experience in HRM broadly in Recruitment, Training & Development, Performance Management Systems, Policies & procedures and Administration.
Worked with Industries like Insurance, Power & Construction, Service Industry and Automobile. Currently running own business as HR Consultant i.e. SS Consultancy Services, Pune
Also done successfully Implementation of ISO/TS 16949 and ISO 14001 & OHSAS 18001. Certified Internal Auditor for ISO/TS 16949 and ISO 14001 & OHSAS 18001.
Trained people in many Industries as well as Institutes i.e. HR, Engineering, BPO, IT, Automobile etc.
Contact details:
Linked In Public Profile: in.linkedin.com/pub/swini-deshpande/15/35a/846
Cell: +91 9545456996
Email: [email protected]
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Coach Profile: Mr. Chandrashekhar ThakarExperience:
Ex AVP-H.R., Reliance Infrastructure Ltd.
H. R. Professional with a background of Commerce & an approach of law with a rich track record of 35 years
Worked in maximum Domains and premium Companies of Mumbai under the work culture of TQM/ ISO & ERP
Worked with TCS, Blue Star, Shapoorji Pallonji, Ichbaan Honda, Patni, Reliance etc.
Specialties
- Executive Coach
- Group Trainer
- H.R. Consultant
- Visiting Faculty for HR/ Law/ Marketing & Finance
Contact details:
Cell: +91 9987682497
Email: [email protected]
Linked In Public Profile: in.linkedin.com/pub/chandrashekhar-thakar/13/600/914
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