HUMAN RESOURCE MANAGEMENT – ABU HAIL GROUP

1.Balanced Score Card

Course Objectives:

By the end of the course, participants will be able to:

Explain the benefits and importance of a Strategy Focused Organization (SFO)
Develop a Strengths, Weaknesses, Opportunities and Threats (SWOT) analysis, vision and mission statements and strategic goals for their organization or department
Use ‘SMART’ objectives and key performance indicators to track the performance and productivity at all levels in their organizations
Apply the approach of best-in-class benchmarking technique to set targets for each KPI
Design a balanced scorecard based on the Kaplan and Norton model

What will be covered?

Benefits of strategic management and planning

The strategy focused organization
Why implement the balanced scorecard
Strategic planning needs and benefits
A strategic planning model
The importance of the balanced scorecard
Balanced scorecard steps and timeline

‘SWOT’ analysis, vision and mission statements

The purpose of a ‘SWOT’ analysis
‘SWOT’ in brief
Linking the results of the ‘SWOT’ findings to future objectives and initiatives
Definition of a vision statement
Importance of a structured mission statement

Developing performance measures and control systems

Goals, objectives, and targets
‘SMART’ objectives
Key performance indicators and Units of Measures (UOMs)
Aligning KPIs to company strategy
Obstacles to measurement
Developing strategies and initiatives that will assist in achieving the targets
Developing strategies

Benchmarking as a tool to set targets

Objectives and basics of benchmarking
The who, what and why of benchmarking
Different methods of benchmarking
Who to benchmark against
The benchmarking process

The balanced scorecard as a strategic management system

Strategic planning and strategy execution
Reasons behind failures of well-formulated strategies
Translating the vision into everyday actions
Importance and history of the balanced scorecard
The premise behind the balanced scorecard
Principles of the strategy focused organization
Measuring business strategy from the financial, customer, internal, business or process and learning and growth perspectives
Strategic alignment and goal setting
Linking the balanced scorecard’s KPIs to strategy
Strategy map: specifying relationships and making them testable
The importance of initiatives
Evaluating initiatives
Managing initiatives
Soft and hard KPIs
Leading and lagging KPIs
Reporting and evaluating results
Cascading the balanced scorecard
Implementing a balanced scorecard program

Who should attend?

All managers and supervisors involved in strategic planning and performance management. The course is also very helpful to those involved in improving performance and measuring results.

Training Methodology:

The course uses a mix of interactive and hands-on techniques. Besides brief presentations by consultant and participants, the thrust will be on developing all the elements of the balanced scorecard for a virtual company the trainer will introduce on day one. There will also be many group exercises throughout the five days.

Prerequisites (if any):

N/A

Language:

Arabic/English

Competencies covered:

Management and leadership
Strategic planning
Performance management
Innovation
Analytical thinking
Entrepreneurship

2.Competency Based Interviewing Skills CBI®

Course Objectives:

To examine the key elements of the recruitment and selection process
To identify the skills required to conduct successful interviews
To learn a clear and effective structure for conducting interviews
To apply the techniques of competency-based interviewing
To learn how to prepare for, and conduct, a successful selection interview
To understand the steps to follow during the interview evaluation and follow-up
To have an awareness of how Assessment Centers may be used to improve the effectiveness of selection

What will be covered?

The Recruitment Process
The Main Steps in Successful Recruitment
Preparing to Recruit
Defining the Role – Competencies / Job Descriptions / Person Specifications
How To Maximize Your Search scope
Screening Applicants
Planning the Interview Process
Types of Interviews
Preparing for The Interview
Communication During the Interview
Structuring the Interview
Interview Role-Plays
Post-Interview Procedures and Follow-Up
Competency-Based Interviews
Assessment Centre Activities

Who should attend?

Human Capital / HR personnel, managers, supervisors, and any personnel, required to select and recruit staff as part of their overall job role, and who wish to enhance their selection skills and knowledge.

Training Methodology:

Before the course each delegate will be asked to complete a Pre-Course Briefing Form to determine their individual objectives for attending the course. These objectives will be used by the Tutor to give on-target training that is focused on the individual delegates.

Prerequisites (if any):

N/A

Language:

Arabic/English

Competencies covered:

Aspects of the recruitment and selection process
Professional structured interviews
Effective interpersonal skills in interviews
Interviewing techniques
Talent management skills

3.HR Skills for Non-HR Professionals

Course Objectives:

This HR for Non HR Managers course highlights the complete employee life-cycle from pre-recruitment to post-termination as well as covering key employment law affecting the employer-employee relationship.

What will be covered?

Module 1: HR functions in today’s Business Context

Roles and Responsibilities of the HR department in relations with other departments

Module 2: Recruitment, Selection Process and HR Planning

Manpower Planning, Recruitment, Interview and Selection, Succession Planning

Module 3: Employee Engagement and Managing the Psychological Contract

Coaching, Mentoring, Employee Work Performance, Motivation and Team Spirit

Module 4: Employee Compensation and Benefits

Job Analysis, Job Description and KPI, Performance Appraisal, Counseling and Performance Improvement Program (PIP)

Module 5: Malaysia’s Employment Law and its Applications (Case studies referred)

Employment Contract and Employee’s Rights
Compulsory Provisions under the Law

Module 6: Managing Staff Discipline and Disciplinary Procedures

Managing Workplace Issues
Domestic Inquiry (DI)
Handling Poor Performers
Counseling and Grievance Handling
Termination and Consequences
Union Staff

Module 7: Industrial Safety and Security in an Organization

Company’s Safety and Environmental policy
Security and the Law

Who should attend?

Line Managers
HR executives
Non-HR professionals who are responsible for HR activities
Managers and professionals who are tasked with launching an HR department

Training Methodology:

Interactive presentation, case studies and sharing

Prerequisites (if any):

Relevant Industry Experience

Language:

Arabic/English

Competencies covered:

HR& Organization success
Consult with HR as a line manager
Employee engagement
Management of the ‘psychological contract’
Employee performance standards
Monitor and review performance

4.Job Evaluation

Introduction:

Job evaluation is a method for comparing different jobs to provide a basis for a grading and rational pay structure. Establishing and managing a framework for job evaluation, understanding all the roles in an organization and describing those roles through either job profiles or job descriptions is one of the critical cornerstones of any HR department, and it is crucial to design and define the right job roles that support the organization’s goals and business objectives. Mastery of the job evaluation process allows organizations to effectively recruit, select, develop and reward their talent to ensure sustainable high performance and business growth

Who Should Attend?

Human Resources professionals who have responsibility for this function and need to improve their skills and professionals in other areas of Human Resources who need to sharpen their knowledge of job evaluation, its uses and administration

Objectives:

By the end of the course, participants will be able to:

Determine job evaluation
Determine the key concepts and principals of job evaluation
Determine the job evaluation process and a practical approach to job analysis and the design and preparation of job descriptions
Determine how to effectively implement job evaluation
Practice new knowledge and skills before returning to work
Produce drive to self-develop in job evaluation

Produce positive impact on the overall performance of each delegate and the organization

5.Human Resource Management

Course Objectives:

By the end of the course, participants will be able to:

List the main functions in Human Resources Management (HRM)
Defend the new roles of modern HRM
Apply the functions of recruitment and selection and follow the main steps in attracting and hiring qualified candidates
Describe the different steps in the training and development cycle
Explain the roles and responsibilities of HRM in designing and implementing a performance management system
Demonstrate understanding of a complete compensation management system

What will be covered?

Human Resources Management (HRM)

Definitions and objectives of HRM
The main functions in HR
Characteristics of effective HR management
HR new roles: HR as business partner
Examples of HR organization charts

Competency based HRM

Overview of competency theory
Types of competencies
The importance of competencies
Sample competency frameworks

Recruitment and selection

Recruitment versus selection
Defining requirements and attracting qualified candidates
Latest trends in sourcing channels
Types of assessment
Reliability of assessment methodologies

Types of interviews

Competency based interview structure
The selection decision

Training and development

Identification of training needs
Design and delivery of training
Developing and evaluating relevant training objectives
Training matrixes
Effectiveness of delivery methods: the international benchmarks
Evaluation of training effectiveness

Performance management

The performance management cycle
The main components of performance management
Performance management versus performance appraisal
Management by objectives
Setting up a competency based performance management system
Talent management and succession planning

Compensation and benefits

Job analysis
Components of a compensation and benefits system
A total compensation management system
Job evaluation: guaranteeing ‘internal consistency’
The ABH factor points system for evaluating jobs
Salary surveys: guaranteeing ‘external consistency’
Forces impacting compensation and benefits

Who should attend?

HR professionals or those who are about to start a career in HR. The course is also beneficial for experienced officers and managers in HR who wish to update their knowledge and skills about the latest techniques in the various human resources functions.

Training Methodology:

Each day will be dedicated to one topic that will be extensively explored. Evolutionary trend analysis, skill building exercises, role plays and videos are some of the training methodologies used. Moreover, everyday will have an allocated slot to explore additional topics of interest or unresolved challenges in the workplace.

Prerequisites (if any):

None

Language:

Arabic/English

Competencies covered:

HR administration
Recruitment and selection
Performance management
Training and development
Compensation and benefits
Competency modeling