HR Management Skills Workshop 2009

The Learning Group Executive Education Pte Ltd presents:

HR Management Skills Workshop 2009
17 – 20 February 2009, Millennium Hotel, Jakarta

Two high value, intensive workshops that cover the entire HR spectrum, ranging from identification, attraction, recruitment, to management & retention of staff.

Workshop A: 17 – 18 February 2009
HR Management Skills for Administrative Professionals and New HR Assistants
The role of the HR Assistant or administrator is increasingly challenging with wider responsibilities to ensue the smooth running of any organisation. Every HR professional needs to understand how their role impacts on the performance and productivity of their company. This requires comprehensive knowledge of market trends, employment branding and attraction techniques to ensure the right employees are recruited. Once they are employed the HR professional needs to be able to guide the organisation on how to retain valuable talent, develop their skills in the organisation, and performance manage them to success.

This course provides a structured approach to developing HR credibility for new HR Professionals, Administrators or Assistants. You will learn all the fundamentals of HR best practice in a supportive environment of your peers, with manageable modules designed to build skills and proficiency.

Workshop B: 19 – 20 February 2009
Strategic Talent Management
Strategic Talent Management is a highly focused course with practical solutions designed to help you improve your organisation’s ability to manage the talent pipeline and reap the bottom-line benefits of successfully developing strategic talent management programmes that meet your organisational goals.

To thrive in this competitive job market, organisations need to pay attention to the latest strategies e.g. employer branding – which is becoming more mainstream as organisations recognise the need to make themselves more visible and attractive to top talent, whilst generating strategies for retention and motivation to existing employees

Also, if you haven’t realised this, the talent management strategy doesn’t just belong to recruiters or to the human resource department, but to the entire organisation. As best practices show, strategic talent management initiatives significantly impact the way people work. It provides a range of benefits for both the talents and the organisation. Thus it is vital to implement a talent management process that emphasises on the on-going partnership and accountability between management and HR.

Our Trainer

Dave Stewart
Dave has over 20 years experience in the New Zealand employment and HR market. During this time he has been General Manager of three of New Zealand’s largest consultancies. Now as Managing Director of Human Value, his expertise, market knowledge and networks add value to any organisation’s human resource decisions.

With his extensive knowledge and exposure to changes within the labour market, Dave takes a proactive approach to helping companies anticipate and manage their place in the future world of employment. His knowledge of the dynamics and diversity in our changing work population helps companies recognise what drives their employees and how to best challenge, reward and retain talent.

In addition to his role at Human Value, Dave Stewart is part-time Managing Director of Te Hopai, a charitable Trust providing care to the aged and the needy. Dave has been a Board Trustee of the EEO Trust since 2001 and has judged the prestigious Work & life Awards in 2002 and 2006. He is a past President of the national recruitment industry organisation, a contributing columnist for the Employment Today magazine, and a regular conference presenter.

Workshop A: HR Management Skills for Administrative Professionals and New HR Assistants

Course Objectives:

  • Learn the foundation skills and building blocks to become a successful HR practitioner
  • Develop a comprehensive approach to attraction, recruitment and HR Management of staff
  • Understand the market forces that will shape the HR demands of the future

Who Should Attend:

  • A new HR assistant
  • A HR assistant who has some experience but would like to get some updates and practical skills
  • An Executive Secretary, PA or Administration Professional who is progressing into a HR Role
  • An Executive with HR responsibility as part of his or her portfolio

Course Outline

Day One: Foundation skills to drive your attraction & recruitment strategies. (17 February 2009)

Employment Market Overview

  • Economic demands with global staff shortages
  • Demographic challenges
    • Ageing workforce / Mid life crises / Lower birth rates and workforce entry
  • Workforce participation
  • Balancing work/life

Understanding a Multi Generational Workforce

  • Veterans/Baby Boomers/Generation X & Y
  • Understanding their core values, needs and motivating factors
    • Attitudes to work / Money / Values and desires
  • How generational differences affect:
    • Recruitment / Teams dynamics / Management
    • Communication / Motivation and commitment
    • Maintaining and increasing productivity

Creating a competency based approach to HR

  • Developing a competency matrix approach
  • Writing job descriptions
  • Creating recruitment advertising
  • Recruitment questions
  • Performance management

Managing Internal Clients

  • Linking Management needs to consistent HR practices
  • Managing timelines and expectations
  • Dealing with difficult clients
  • Handling challenging issues

Attraction Strategies

  • Understanding the value of your Employment Brand
  • Building your Brand
  • Attracting candidates
    • Advertising / Candidate databases & portals
    • Referrals / Proactive attraction

Recruitment Methodologies

  • Evaluating CV’s
  • Structured interview process
    • Telephone interviews / face to face interviews
    • Behavioural Based Interviewing
    • Situational and work based assessments
    • Role Plays and simulation exercises
    • Assessment Centre
    • Making a recruitment decision
    • Comparing Candidates
  • Reference checking

Diversity as a Driver of Innovation

  • How diversity creates dynamic workplaces
  • Innovation and sustainability
  • Recognizing a multi generational workforce as a means to sustain competitive advantage

Day Two: HR Management of Employees (18 February 2009)

Understanding Employee Engagement

  • Drivers of engagement
  • Links to Productivity
  • The Service Profit chain
  • Keys to engaging a diverse workforce

Training & Development

  • Identifying organisational skill requirements
  • Gap analysis linking development needs to role competencies
  • Creating ongoing development programmes
  • Utilising internal resources & mentors

Performance Management

  • Creating a Performance Culture
  • Performance Management issues
  • Identifying what is performance and how to reward it
  • Creating inclusive performance management frameworks
  • Managing different working styles, speeds and values
  • Developing a Management culture that gets the best out of all staff
  • Working with Managers
  • Driving workforce performance through good employer practices
  • Collating feedback and performance ratings

Developing Staff

  • Meaningful development conversations
  • Understanding career dynamics and aspirations at each generational stage
  • Working with ambition & growth vs. career comfort and stability

Remuneration & Rewards strategies

  • Linking Pay to Performance
  • Determining Pay levels & structure
  • Understanding monetary and reward motivations
  • Salary, remuneration and reward options
  • Employment Benefits

Talent management and Retention strategies

  • Linking retention & productivity to engagement
  • Succession planning
  • Developing different strategies to meet different needs

Creating a Competitive Organisation

  • Identifying core roles and Key People
  • Differentiated strategies for:
    • Attraction
    • Recruitment
    • Performance Management
    • Development

Workshop B: Strategic Talent Management

Why You Should Attend

  1. Create cutting-edge talent management strategies to win in the war for talent
  2. Understand how you can leverage employer branding as a talent recruitment and retention strategy
  3. Justify and demonstrate measurable benefits of talent management programmes to CFOs, CEOs, shareholders and investors to ensure buy-in and support
  4. Explore the limitations of all ROI metrics
  5. Develop a systematic and sustainable talent management plan to grow key talents to your organisation’s advantage
  6. Bridging the gaps between HR and management and build an effective on-going partnership
  7. Learn to track trends, assess and evaluate the validity and effectiveness of your talent management programme.

Course Outline

Day One: Talent Attraction & Recruitment (19 February 2009)

Employment Market Overview

  • War for Talent – Real or imagined?
  • Employment market forces
  • Local & global market for talent
  • Talent lifecycle, turnover costs, value of retention
  • Dynamics of a changing workforce
  • Attraction, retention & productivity – key drivers of business success

Ensuring Executive Buy-In and Support for Talent Management

  • Identifying and communicating the value of a talent management programme
  • Developing a management and development programme that gives senior management a sense of ownership, support and accountability for the organisation’s talents
  • Identifying and reporting on talent management best practices

Aligning Organisational Goals and Values with Talent Requirements

  • Developing Strategic Talent Management Programmes that meet your organisational goals
  • Working with managers to achieve organisational objectives and performance targets

Employer Branding: Where You Are, Where You Are Going

  • Determining your organisation’s value proposition – the totality of your culture, systems, attitudes, and
    employee relationship.
  • Employer branding as a strategic driver for competitive advantage
  • Synergies of brand and employment proposition
  • Key elements of the employer brand
  • The employer branding process
  • Employment of choice

Recruitment Strategies

  • Developing a market presence
  • Creating a recruitment market mix
  • Taking your offering to market
  • Leading on line strategies
  • Top tips to secure talent

Day Two: Productivity & Retention (20 February 2009)

The ROI In Talent Management –Demonstrating Measurable Benefits to Operations and Winning Approval from Finance

  • Key metrics developed to prove to shareholders, investors, CFOs and CEOs that the investment in talent management really pays off
  • Focussing on where an investment in talent can have the biggest impact
  • Exploring the limitations of all ROI metrics

Driving the Effectiveness Of Your Performance Management Process with KPIs

  • Identifying and implementing KPIs for the organisation
  • Timely availability of KPI-related data
  • Aligning HR with the organisation’s changing needs, skill gaps and competencies

Growing and Managing Key Talents to Sustain Your Organisation’s Human Capital

  • Creating Performance Management Processes to identify key talent
  • Identifying and developing key talents
  • Selecting key talent based on current performance and behaviours
  • Developing a systematic plan for developing your key talents
  • Developing an effective and practical talent tracking system

Building An Effective On-Going Partnership Between HR And Management For A Successful Talent
Management Programme

  • Making talent development and management the responsibility of leaders at all levels
  • Outlining the role of HR in the talent management process
  • Outlining the role of leaders in the talent management process
  • Developing and implementing a talent management process that emphasises on the partnership and accountability between management and HR
  • Identifying talent management best practices and critical factors for success

Auditing the Effectiveness of your Talent Management Programme

  • Assess, evaluate and validate the effectiveness of your talent management programme against previously agreed criteria
  • Tracking trends
  • Future proofing strategies

Registration & Payment by 9 January 09
Without Accommodation

SGD 1, 500 (Workshop A)
SGD 1, 500 (Workshop B)
SGD 2, 500 (Workshop A & B)

Registration & Payment by 9 January 09
With Accommodation

SGD 1,750 (Workshop A)
SGD 1,750 (Workshop B)
SGD 2,700 (Workshop A & B)

Contact: Dina Abdullah
Email: dina@thelearninggroup.com.sg
www.thelearninggroup.com.sg

The Learning Group Executive Education Pte Ltd
87 Beach Road #02-04
Singapore 189695

Tel: (65) 62204556
Fax: (65) 62208659