HUMAN RESOURCE MANAGEMENT

Rationale:
This course maintains a balance between formalized training inputs and interactive methods. It provides an engaging and memorable learning experience with an emphasis on transferable skills and behaviours
Learning Outcomes:
At the end of the course, delegates will be able to:
•    Enhance their organization’s internal communications policy and procedures
•    Develop techniques to engage and influence management at all levels of the value and benefits of good organizational internal communications
•    Design and develop an internal communications system or framework for your organization
•    Create knowledge management systems
•    Plan, implement and evaluate coaching in your organization
•    Identify training and learning needs for line managers in terms of coaching skills
Training Content:
•    Communication: Modern organizational imperatives, analysis of communication problems in organizations, looking at your own organization
•    Consequences of ineffective communication
•    Role of internal communication manager in HR structure
•    Internal communications systems: Team briefings, team meetings, intranet, e-learning and notice boards
•    Policies for communication systems including internet access
•    Policies for feedback to senior management regarding queries relating to the internal communication system
•    What is coaching: difference between coaching and mentoring
•    Benefits of introducing a coaching culture
•    Barriers to developing a coaching culture
•    Working with external coaches: Giving a brief, inducting coaches, fit with the organization, matching coaches with coaches, monitoring quality and standards
•    Presenting a business case for developing a coaching culture
•    Overcoming resistance to coaching and measuring manager’s performance in developing staff
Target Audience:
Training managers, HR and personnel managers at all levels in both the public and private sectors, seeking to improve their own skills and their organization’s approach to coaching and internal communications.
Methodology:
Lectures, Discussions, Role play, case studies and practical exercises. Audio–visual aids such as multi-media and films will be used to reinforce learning. Experience will also be shared.

Rationale
As more organizations opt for non-hierarchical structures, staffs have become empowered – which means they are more responsible and more accountable. The onus for enabling staff in this way rests with the manager. Their role is changing from task-oriented controller to leader, coach and mentor, bringing with it new responsibilities and skills.

This course will equip managers with these skill sets. They will gain hands-on experience of putting the one to-one skills model into practice: rapport building, counselling, training (tutoring), performance monitoring (confronting) and developmental coaching (career, networking).
Learning Outcomes:
At the end of the workshop, participants will be able to:
•    change from a task oriented controller to people oriented coach;
•    improve and manage staff development and performance;
•    identify own behavioural style and how this affects others;
•    learn about the barriers to effective coaching; and
•    acquire planning and follow up strategies – tools and techniques for the effective mentor.

Training Content
•    Reviewing course objectives
•    Exploring and defining the coaching concept
•    Mentoring and coaching skills as a tool for empowerment and career development in a business setting
•    The ‘coaching skills inventory’ (self test)
•    Learning about the ‘coaches’
•    Identifying  cultural differences and expectations
•    Planning and follow up strategies – tools and techniques for the effective mentor

MENTORING DYNAMICS
•    Listening and feedback skills – the basis of coaching and mentoring
•    Coaching behaviours – enabling and disabling approaches
•    Counselling Techniques
•    Performance monitoring
•    Developmental coaching (career perspective)
•    Improving coaching technique and skills
•    Adult learning styles and different methods for getting the message across

DEALING WITH DIFFICULT PEOPLE
•    Measuring effectiveness against a behavioural model
•    Playback and feedback
•    Non-verbal communication
Who Should Attend
Managers who want to empower and develop their staff more effectively through coaching and mentoring.
Methodology
This will be mainly experiential learning. Instructional techniques such as lecture method, role play, case studies, demonstration and facilitator- led discussions and exercises will be used for delivery. Audio visual aids will be available to support the learning experience.

Rationale
Conflict is a natural and sensitive part of all business environments. Studies indicate that 30 to 40 percent of a manager’s day to day activity involves dealing with some form of conflict. The other costs are the impact on employee’s productivity, retention, recruitment, legal, company, customer cost, employer /employee relationship, absentee and motivation.
This workshop is designed to improve participants knowledge skills and ability in identifying sources of conflict, diagnose their natural conflict management style and be able to devise new strategies to actively and assertively overcome and manage conflict to improve work and customer relationships, reduce stress and be closer to achieving career goals.
Learning Outcomes:
•    develop effective skills to resolve conflict across borders;
•    recognize and deal with misunderstandings across cultures before they spiral into a complex issue;
•    develop  active listening and questioning skills
•    identify intercultural communication and conflict issues;
•    properly handle objections;
•    deal with emotions and developing trust and rapport;
•    create solutions out of conflict; and
•    choose appropriate conflict resolution methods.
Training Content
What is Conflict?
•    Sources of conflict
•    Reasons for conflict
•    Myths about conflict
•    Personal responses to conflict
•    Matrix organisation – conflict between superiors

Diagnostic – Your Natural Conflict Management Style
•    Identifying your preferred style Competing
•    Accommodating
•    Avoiding
•    Collaborating
•    Compromising

Conflict Across Borders
•    Mapping national cultures
•    Cultural approaches to conflict
•    Reconciling differences
•    Managers and employees – practical guidelines

Intercultural Communication and Conflict
•    High context/low context
•    Direct /Indirect
•    Language
•    Recipe for misunderstanding and incipient conflict

Developing Trust and Rapport
•    Building rapport

Behavioural Skills
•    Creating the right atmosphere
•    Listening

Technology and Conflict
•    The ‘numbers of meaning’
•    Preventing conflict on the phone
•    Preventing email conflict

Difficult Conversations
Pre-empting and Handling Conflict – Conflict to Co-operation
•    Common challenges
•    Handling aggression and conflict
•    How to give and receive feedback
•    Gaining agreement on future actions
•    Coaching and Counselling
•    Action Planning

Who should attend
All those who lead, manage and communicate with colleagues and clients from different cultures. Team leaders, team members and sales people selling to international clients and dealing with cultural differences that lead to misunderstandings and misperceptions creating conflict.
Methodology
This will be mainly experiential learning. Instructional techniques such as lecture method, role ply, case studies, demonstration and facilitator- led discussions and exercises will be used for delivery. Audio visual aids will be available to support the learning experience.

Rationale
Proper reward to employees and efficient wages and salaries administration make organisations function optimal. This enhances commitment, creativity and productivity. To ensure equitable wages and salaries administration, this workshop has been designed to update the skills of participants on current techniques and technology applicable to wages and salary administration.
Learning Outcomes:
As we round off the workshop, participants should be able to:
o    identify the main components of financial rewards;
o    use appropriate technology to install an adequate wages and salary system;
o    initiate policies and appropriate reforms related to wages and salary administration.

Training Content
•    Overview of Wages and Salaries Administration
•    Reward Systems: Theory and Practice
•    Tools & Techniques for Wages and Salaries Determination
•    Wages & Job Evaluation
•    Grading and Wage Structure
•    Wages and Salary Policies and Review
•    Technology in wages and Salary Administration

Who should attend
Human Resource Managers/Officers, Accounting Officers, Administrative Officers, Labour Officers and others interested in wages and salary administration.
Methodology
This will be mainly experiential learning.  Instructional techniques such as lecture method, role plays, case studies, demonstrations, facilitator-led discussions and practical exercises will be used to reinforce learning.  Audio visual aids will be used to support the learning experience.

Rationale
Human capital is the greatest asset of every organization. The human resource has to be effectively managed if organizations are to achieve their set goals and maximize opportunities in the environment. The dynamic nature of the business environment and the quest for repositioning business organizations to achieve excellence put further pressures on organizations to effectively manage their most valuable asset for sustained results.
The workshop is designed to improve the knowledge and the skills of participants to effectively manage their human resource, improve performance and create innovativeness for the workforce, and be able to respond appropriately to environmental challenges.
Learning Outcomes:
At the end of the workshop, participants will be able to:
•    identify the challenges of human resource management;
•    use appropriate techniques in recruitment and selection;
•    develop and administer a modern staff performance appraisal;
•    manage union and  labour-related problems effectively; and
•    Design Human Resource ICT database
•    Use relevant software for managing Human Resource Records.
•    Identify gender imbalances and their implications.

Training Content
•    Overview of Human Resource Management
•    Human Resource Planning Techniques
•    Recruitment and Selection Procedures
•    Performance  Management Techniques
•    Training and Development
•    Disciplinary procedures and Practice
•    Productivity Improvement Techniques in Organizations
•    Emerging Issues in HR Management
•    Human Resource Database Management  System using ICT (MS Access)
•    Gender and HRM practice
•    Workforce Diversity Management
•    Emotional intelligence

Who should attend
Directors of Human resource, Human Resource Managers, Personnel Officers, Training and Development Managers and others who are performing human resource functions.
Methodology
This will be mainly experiential learning.  Instructional techniques such as lecture method, role plays, case studies, demonstrations, facilitator-led discussions and practical exercises will be used to reinforce learning.  Audio visual aids will be used to support the learning experience.