Advanced Human Resource Practice

General

Program Description

Key Information

  • Course Code: HR103
  • Duration: 2 weeks
  • Fee: £5075

Course outline

The Organisational Context

  • Characteristics of organizations
  • What should an HR practitioner achieve?
  • Organising the HR function
  • Trade unions

Job Analysis

  • Jobs with repetitive activities
  • Administrative and technical work, and delivery of services
  • Professional and managerial jobs
  • The organization chart
  • Job evaluation

Recruitment and Selection

  • Workforce planning
  • The recruitment and selection process
  • Making the appointment
  • Induction
  • Evaluation

Performance Management

  • Performance management vs. performance appraisal
  • Motivation
  • Interviewing skills

Reward

  • Pay systems and structures
  • Linking pay with performance
  • Non-pay rewards
  • Making pay decisions

Employee Relations

  • Discipline
  • Capability
  • Handling grievances
  • Employee voice and employee engagement
  • The psychological contract

Learning and Development

  • The learning cycle
  • Levels of learning need analysis
  • Learning and development plans
  • Implementing learning and development activities

Information and Communication Technology in HR

  • Why are records important in HR
  • Manual and computerized records
  • Information and consultation
  • Confidentiality, openness, and social media

Change in Organisations

  • Approaches to change
  • Managing change
  • The impact of change on individuals
  • Supporting employees through change

Personal Effectiveness

  • Communications
  • Negotiating, influencing and persuading
  • Assertiveness
  • Emotional intelligence, empathy, and resilience
  • Continuous professional development

Target audience

  • HR officers and managers who are newly appointed to the role and who lack previous generalist experience.
  • HR assistants, administrators and PAs who support more senior HR staff.
  • Employees working for new but rapidly expanding organizations who acquire responsibility for establishing and formalizing HR policies, procedures, and practices.
  • Staff who work in HR-related areas.
  • Staff who work in specialist areas of HR practice, such as training, employee relations or job evaluation, who wish to progress into or have more knowledge of generalist roles.
  • Line managers or supervisors who have responsibility for HR activities.
  • Owners or managers of small businesses who have overall responsibility for the ‘people element’ within them.

Learning outcomes

Upon completion of this course, you will be able to understand:

  • The broader aspects surrounding the HR function, as well as the wide range of activities involved in its execution.
  • The importance of good job analysis in relation to HR activities.
  • The processes of recruitment, selection, making an offer, induction, and evaluation.
  • The broader concept of performance management.
  • Why reward is such an important issue.
  • The changing nature of employee relations.
  • The stages of the learning cycle, starting with the identification of learning needs and proceeding through the stages of planning, implementing and evaluating.
  • The implications of information and communications in HR.
  • Why change is important and why organizations need to change.
  • The variety of skills necessary for effective performance in an HR role.
Last updated September 2019

About the School

BUSINESS TRAINING London Business Training & Consulting (LBTC) is the UK’s premier business and management training and consultancy service provider. We cater to both individual and organisational... Read More