How to present your own training courses on human resource management skills

When it comes to presenting a training course on human resource management skills, your content is one of your most valuable resources.

This is where we can help.

We’ve done the heavy lifting for you.

Sound good?

You can now use these training course materials to present your own training courses.

Let’s explore what you will receive.

Learning objectives

At the end of this training course your participants will be able to:

• Understand the importance of human resource management.
• Appreciate the essential HRM functions.
• Introduce a human resource planning process.
• Understand the importance of recruitment and selection.
• Detail the main types of compensation and benefits systems.
• Introduce an effective performance appraisal process.
• Understand the function of training and development.

Course overview

Human resource management skills are in reach of most people with organizations.

Yet, most staff never get any direct training in this critical area.

This course will teach participants about the world of Human Resource Management (HRM) and recruitment and selection skills.

Participants will learn about human resource planning skills and compensation and benefits.

This course also covers actionable strategies on performance management and on training and development.

The course is for people serious about developing their human resource management skills, and who are ready to bring their learning to the next level.

Course outline

Below, we break down how you can present the 6 key sections of this training course.

1. Introduce your audience to the world of Human Resource Management (HRM)

The first step to building trust with your audience is knowing what they are looking to learn. This often is the most interesting part of the course.

Put yourself in the shoes and ask them:

• What are you struggling with?
• Do you know your pain points?
• What do you want to learn?
• What would help them you in your role?

Next, introduce the whole area of human resource management skills. And, use the content provided to highlight the main concepts involved.

After raising these concepts, your next step is to outline a working definition of human resource management. Then, discuss the five functional areas that HRM covers.

To illustrate:

1. Human resource planning.
2. Recruitment and selection.
3. Compensation and benefits.
4. Performance management.
5. Training and development.

Remember, you’re trying to get your audience to engage with you. With this in mind, use the content to offer them information that will make a difference in their lives.

2. Connect with human resource planning skills

People are busy, and not everyone has an understanding of the value of human resource planning.

One of the best ways to meet this need is to use this content to:

• Discuss the essential aspects of the human resources planning process.
• Explore perspectives on human resource planning within companies.

Sharing your own experiences and reflections will make the content even more meaningful to your audience.

3. Enchant your audience with recruitment and selection skills

Human resource employees and business managers spend hours every week in interviews.

Getting this task right means getting the right employees at the right time to meet the needs of the company.

This is what delivers success for a lot of companies.

In this section, use the content to focus on practical information about recruitment and selection skills.

Simply put, this section helps your audience feel more connected to this practical human resource management skill. It will also offer them useful skills they can apply in their own workplaces.

4. Focus on compensation and benefits

Imagine for a moment, a company facing a particular challenge.

The employee package seems spot on.

Pay and benefits look great. Company culture is amazing.

But, people aren’t staying with a company.

And, people don’t seem to want to join either.

Is it down to compensation and benefits? Or, something else?

How would your audience even know?

With this in mind, use the training course materials provided to examine the five main types of compensation and benefits used within companies.

The five main compensation and benefit systems are:

1. Flat rate only.
2. Flat rate plus payment by results.
3. Merit pay.
4. Profit/gain sharing.
5. Piecework.

When you help people picture the role of compensation and benefits systems, they will feel more connected. They’ll develop more understanding. And, they’ll build more practical skills.

5. How to focus on performance management

Great content doesn’t just make things easier to understand, it makes the content easier to present, too.

In this section, explore a simple procedure on how to complete a performance appraisal.

The content discusses eight appraisal techniques.

To form a lasting impression with your audience you should include, if available, company and industry-specific examples.

6. Get specific about training and development

Much like performance appraisal techniques, great content is key to learning about training and development.

Next, you can use the content to outline the following crucial training and development topics.

• What is training?
• The training cycle.
• Approaches to training and development.
• What is a training needs analysis?

Note: Here’s a helpful extra training resource that digs a little deeper into how to perform a training needs analysis.

What you’ll get

• 105 Powerpoint slides, to deliver the course.
• 65-page participant manual, to guide learning.
• 8 train-the-trainer guides, to add extra value.
• Practical exercises, to enhance all learning.
• Further reading list, for your course participants.
• Course evaluation form, tests, and action plan.
• Easy to present, no experience required.

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$79.00Add to cart

Free train-the-trainer guides

With all Oak Innovation training course products, you’ll receive 8 free train-the-trainer guides that will add extra value to your training courses.

• Training icebreakers.
• How to select training materials.
• Training games.
• How to increase participation.
• Learning how to improve your questioning skills.
• How to improve your listening skills.
• Learn how to deal with difficult people.
• How to evaluate training courses.

What our customers say

I must really convey my appreciation for the work you guys are doing there, you are really making life a lot easier for people like me who conduct training as a part of our role within the organization & have no time to conduct proper research to develop our modules. Keep up the good work.

Hisham I. Gadalla – PMP Head – Supply & Distribution, PETRONAS Marketing Sudan Ltd.

The course is easy to use, up to date, and comprehensive. Highly recommended.

YIM CHOONG CHOW, Puncak Jupiter Management Services

Overall a well-designed module.

Vicki L. Bryan, MEd, Bryan & Associates, Inc.

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Frequently asked questions

What are the five critical functions of human resource management?

Here are the five critical functions of human resource management:

1. Human resource planning.
2. Recruitment and selection.
3. Compensation and benefits.
4. Performance appraisals.
5. Training and development.

What are the five primary compensation and benefits systems?

An adequate compensation and benefits system is essential in attracting and retaining staff. Key systems include:

1. Flat rate only.
2. Flat rate plus performance by results.
3. Merit pay.
4. Profit/gain sharing.
5. Piecework.

What is involved in a human resource planning process?

Human resource planning is a reliable way to build a productive workforce. But, only if you are clear what you need to achieve in the first place.

If you go about human resource planning without this clarity, it will only generate ineffective and inconsistent results.

Here are the main things to consider:

• Demand analysis.
• Supply analysis.
• Estimate deficits/surpluses.
• Develop an action plan.

What are the five steps involved in the recruitment process?

The measures include:

1. Job analysis and job descriptions.
2. Source candidates.
3. The recruitment interview.
4. Psychometric testing.
5. Reference checking and making an offer.

What is a job analysis?

A job analysis is the process of examining a job in detail to identify its component tasks. The detail and approach may vary according to the purpose of the post analyzed.

What are the main advantages of a recruitment interview?

Here are the main advantages of a recruitment interview:

• Quick and relatively easy to perform.
• Perceived by the candidate as a natural part of the recruitment process.
• Allows the organization to get to know a candidate.
• Allows the candidate to find out more about the organization.

What are the main disadvantages of a recruitment interview?

Some think that a recruitment interview is the best way to get the right candidate but forget that it can have some disadvantages. These are the main disadvantages of a recruitment interview:

• Open to errors.
• Challenging for the interviewer to discriminate between relevant and irrelevant information.
• Different conclusions depend on the type of interview.
• Early impressions can negatively and inappropriately influence judgment.

What are the eight main performance appraisal techniques?

These are the leading performance appraisal techniques that you will need to consider:

1. Ranking.
2. Paired comparisons.
3. Critical incident technique.
4. Free-form/narrative.
5. Self-assessment.
6. Assessment center.
7. Performance.
8. Rating.

What is a training need?

A training need is the difference between the actual and required human performance in some specific areas of operations, where improved training is the most economical way of eliminating the gap.