Description

How to deliver an incredible training course on human resource management skills

Before you landed here: you were looking for content to deliver a human resource management training course. Now: everything you need from Powerpoint slide decks, training manuals, expert guides, exercises, reading lists, course tests, and action plans are available in one place.

We make it easy for you to deliver incredible training courses on human resource management skills.

Keep reading to explore what you’ll get. We’ll also show you how to deliver this course

You want to be the best. The all-in-one download to get there is here.

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.

This human resource management skills training course will target the challenges faced by line-staff, new and existing human resource professionals, general managers, and senior executives. In truth, the course will broaden the knowledge base of your audience. And, it will provide your audience with a strong foundation on human resource management best practices.

Our training content makes it easy to convert customer needs into incredible training courses. We encourage you to add your logo and even company-specific examples to offer content that is simple and easy to deliver.

Swipe through sample training course material from this training course.

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.

What you’ll get:

• 65-page participant manual
• 105 powerpoint slides
• Practical exercises
• Further reading
• Course evaluation form
• Action plan

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 you should 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.

Amazing expert guides will get you to the place you want to be

Nothing should come between you and delivering amazing training courses. That’s why our newest features – free icebreakers, free training games, and expert training guides are yours at no additional cost.

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

Your courses, your way – everything you need to be the best

We’ve put together a whole range of informative slides, manuals, and free PDF packages to create a training course that is simple and easy to understand.

This training course material on human resource management skills can be downloaded immediately after checkout.

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• Remove hours, days, weeks, and months in development time and save you a whole lot of stress.
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• Just make your life a whole easier and ensure that your audience will love the training courses that you offer.

The trick is knowing how to get the right content and having it available for when you need it.

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Because we want you to be the best

You have a story to tell, a business course to deliver, and experiences to share. These things are important to us also.

We shrink the process of creating training content so that you can deliver training courses that your audience will both learn from and will be excited to attend.

Explore how we’re partnering with our clients to change the way they deliver training courses. And, learn how our customers are continually meeting the needs of their clients.

“I have been using several Oak materials for quite some time. I found the content excellent with comprehensive details.

These course materials are a well-structured series relevant to today’s HR professional. Information is well organized and easy to understand. Having the information available online speeds up cycle time and increases flexibility. Overall a welcome addition to any HR managers toolkit.”

Bernard Cronin
Director of Human Resources
Apple

“I have over 30 years of Training and Development experience. I just finished previewing Oaks newest course entitled Problem Solving. Having done the research, designed and developed many training programs myself from the ground up, I can tell you that this program is ready to go! It is as complete and comprehensive as I have ever seen. It allows for customization and tailoring and is flexible enough to fit any business situation. I have used Oak products in the past and can assure you that you will not find a better product on the market that matches the comprehensive nature, quality, and price of this offering, they have thought of everything! Trust me, save yourself a lot of time, money, and energy. you don’t have to re-invent the wheel.”

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How to answer common 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.

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