Description

How to you can deliver a course on human resource management skills in one easy download

Do you want to deliver your own human resource management training course? Do you want to get all the content you’ll need?

Well, today you can access the 100% customizable pre-written practical content needed to deliver a human resource management training course.

So, let’s explore the training course material you’ll need.

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Swipe through sample training course material from this training course …

How to deliver this training course

This human resource management skills training course can be delivered to line-staff, new and existing human resource professionals, general managers, and senior executives.

Simply put, you can use this course material to train your audience to develop their human resource management skills.

The first tip we want to share with you is recognizing that in the real world, pressures on recruitment and selection skills are everywhere, companies have challenges with performance management skills and the need for training and development skills are extensive. So, when you’re planning on running a course in this area, you’ve a lot of areas to explore straight away. And, your audience will also recognize these demands.

The next tip to remember is that by using the content provided you will broaden the knowledge base of your audience and provide them a strong foundation on human resource management best practices.

Read on to explore what you will receive and how you can get ahead of the game.

Learning objectives

If you are looking for content to present your own business training course on human resource management, this is the course material for you. And, you don’t have to be an experienced business trainer to get results like a pro.

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 outline

In an effort to provide you with as much value as possible, we’re going to show you how we would use the content provided to deliver the key sections of this training course.

Human Resource Management (HRM) – The goal of this section is to introduce the whole area of human resource management skills and get your audience to take on the main concepts as quickly as possible. If you’ve had any involvement with Human Resource Management in the past 5 or 10 years, you’ve probably seen many changes that have tried to soften the gap between management and employees.

You’ll need to share that human resource skills were more aligned with management structures than meeting the needs of employees. Nowadays, you can confidently tell your audience that people think differently about human resource management and how it fits within a company. In particular, share that employees are the most critical asset of the organization.

Here is where you can discuss a definition of human resource management and highlight the significant functional areas that it covers.

Human resource planning skills – Spending time exploring human resource planning has many benefits too. Most of all, it builds awareness of this critical human resource management function. With that in mind, we’ve included content that you can deliver on some of the essential aspects of the human resources planning process.

Get your audience to start thinking in terms of using these skills within their work environments. This awareness will unveil possible gaps exist. Think about it this way: Your audience will never really build their skills unless they see the merits of where these skills can be applied. If they’re not “relevant,” then why should they learn about them.

During this critical section, we suggest that you share your perspectives on human resource planning within companies. Your experiences and reflections will make the content more meaningful to your audience. To put it simply, this form of storytelling will help your audience get the maximum benefit from the material presented.

Recruitment and selection skills – In this section, the goal of the content is to make sure your audience gets practical information on recruitment and selection skills. By using the content and providing insights from your own experiences, you will send positive signals to your audience and embed their learning. Keep in mind; you will need to offer a consistent training course while accepting that your audience may have different levels of experience, different backgrounds, and even different expectations on recruitment selection skills. And here’s a helpful another set of training material on recruitment and selection skills.

Understanding compensation – We all feel it, are curious about it, complain about it, and do our best to understand the whole world of compensation and benefits. The truth is that compensation and benefits are a natural fit for human resource management skills, and a company’s push to marry compensation systems with the business’s performance objectives. For best results, use the content to examine the various types of compensation and benefits used within companies. These include:

– Flat Rate Only
– Flat Rate Plus Payment By Results
– Merit Pay
– Profit/Gain Sharing
– Piecework

Another step that you can take to improve your audience’s knowledge base is to add company or industry-specific information on top of the examples provided. If available, these examples will make better sense to your audience and make it easier to explore this area with them. At the very least, it will also just make conversations more engaging and relevant.

Performance appraisal – You know that your audience has skills that they need to develop. That shows itself in the skills they currently have and where they need to be. From a practical standpoint, you should start by exploring the need for performance management skills can build up within a company. This need is pressing as a company can get bogged down with paperwork or worse, it can lead to an apathy where performance management initiatives get rushed. Explore the content provided with your audience, and we’ve included a clear performance appraisal procedure that paints a clear picture of what needs to apply. The exciting thing about sharing this procedure is that it gives you access to invaluable information from your audience, experiences, and challenges: consider it as an opportunity to discuss aspects of human resource management skills, but within a space that is comfortable to your audience.

Once you’ve explored this process, you can then use the content to discuss eight appraisal techniques. It’s vital to form a lasting impression with your audience by including a company and industry-specific examples. After all, most of us find information more appealing if it relates to how we spend our days.

Training and development skills – The key to this section is keeping everything simple. Make sure you’re keeping pace with where your audience’s capabilities are currently at and share that there’s always a lot of changes in the area of training and development skills. These changes emerge as organizations evolve, needs change, ways of working morph to meet customer preferences, technology improvements, globalization, and a constant push for innovation. How do we even try to accommodate these never-ending trends? Does this have such a profound impact on how we work? Have human resource management systems adapted or stayed the same? Or is this simply the gap between what people say and what they do?

Think about it this way: Your audience will be looking to go behind the scenes of training and development skills. They’ll expect discussions on what training is. They will also be interested in finding out about the training cycle, approaches, and what is a training needs analysis. Use the content to outline these crucial parts of training and development skills. Here’s helpful course material should you delve into how to perform a training needs analysis further.

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Frequently asked questions from human resource management training courses

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.

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