Developing Advanced Competencies in Human Resource Management

Key Course Coverage
DAY ONE
 HR in the C-Suite Shoes
 Customer-triggered Business Continuity
 Competition-triggered Business Continuity
 Technology-triggered Business Continuity
 Finance-triggered Business Continuity
 Government-triggered Business Continuity
 The Changing Roles of HR Specialist as a Business Partner
• Human Resources Professional in the Changing Work Environment
• The Strategy Partner
• The Change Agent
• The Administrative Expert
• The Employee Champion.
 Manpower Planning and Talent Management
• Objectives of a manpower plan
• Major issues in manpower planning
• Advantages of manpower planning
• The manpower planning process
• Limiting factors
• The changing career paradigms
DAY TWO
 Recruitment
• Evaluate recruiting methods and their effectiveness
• How the right people are attracted
• Recognising biases in interview process and ways to eliminate them
• Filling vacant positions in a timely manner
• Attaining the lowest possible cost.
 Deployment
• Attaching clear job descriptions to positions
• Posting employees to responsibility areas
• Movements and transfers
• Structured reporting relationships
• Grades that represent levels of authority and seniority.
 Training and Development
• How to assess and determine training needs
• On-the-job and Off-the-job training strategies
• How Training Curriculum and Plans are developed
• How Training Budget is set
• How the quality of a training programme is evaluated
• Coaching and mentoring
• Special induction programme for new employees.
• Aligning Core values & Organisational Culture
DAY THREE
 Performance Management
• Line managers and HR defining performance requirements and metrics
• Establishment of a common understanding of priorities
• Cascading goals so that employees can see how their work supports the corporate goals
• Regular measurement of employee performance and Feedback.
 Reward Management
• Linking employee performance to the reward system
• A total compensation structure that is market competitive
• Compensation mix of salary and benefits
• A pay-for-performance philosophy
• Other recognitions and rewards
• Procedures for salary reviews.
 Talent Management
• Employees career plans
• Defining and managing employee competencies
• How Competency Models are developed
• Identifying, assessing, and developing leadership talent
• Identifying gaps and bridging them
• Employee Retention programmes for strong leadership talents.
DAY FOUR
 Payroll Management, Compensation & Benefits Administration
• Types of payroll daily payment, weekly, monthly, contractual, beneficial
• How to prepare a payroll
• Calculating a payroll
• The Amortisation of Payroll – (for upfront payments)
• Payroll Deductions – (including statutory Taxes, pensions & medical insurance)
• Dos and Don’t with Payroll
 Nigerian Labour Law
o Employment contract
o Employee representation and industrial relations
o Termination/dismissal
o Maternity and family leave rights
 Employee Welfare
• Types of welfare needed to achieve business strategy
• Handling of day to day staff welfare and contractual issues
• Internal grievance tracking and management, arbitration procedures, etc.
• Workplace Conflict Management
 Working for the Future
• Succession Planning
• Quantifying HR functions for corporate decisions. (What’s in Metrics)
• Understanding HR Metrics and Analytics