Human Resources and Training Courses

  • latest blog post
    CAREER DEVELOPMENT AND SUCCESSION PLANNING

    60% of organizations have no process for succession planning. This interactive course will enable you to consider the latest methodologies and strategies related to successful engagement, career development and succession planning. The course is also designed to provide tips to create a clear career path and help build your bench. In addition, it will help you plan a succession strategy for a flexible and sustainable business.

    Target Audience

    Human Resources Managers, Line Managers, HR Business Partners, Team Leaders and Specialists

    Target Competencies

    • Deciding and initiating action
    • Working with people
    • Relating and networking
    • Persuading and influencing
    • Presenting and communicating
    • Analytical thinking
    • Following instructions and procedures
    • Planning and organizing
    • Achieving goals and objectives
    • Applying expertise and technology
    • Formulating concepts and strategies

    Course Methodology

    The course uses a mix of interactive training techniques such as lectures, case studies, and group activities. The course also presents best practices in the areas of career development and succession planning and invites participants to share their organizational experiences in order to optimize the learning process.

    Course Objectives

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

    • Demonstrate understanding of the basics of career development and succession planning
    • Distinguish succession planning and management from replacement planning, talent management and human capital management
    • Compare traditional HR focus to career planning oriented HR focus
    • Explain the role of employee and employer in career development
    • Apply innovative corporate career development initiatives
    • Evaluate and operate an effective succession planning program to close the developmental gaps in the organization
    • Prepare individual development plans and manage career choices

  • latest blog post
    COMPETENCY DEVELOPMENT AND IMPLEMENTATION

     

    Turning the human resources practice in an organization into a systematic approach based on factual observations and numbers is how the HR profession will go to the next level. Providing line managers and the organization with HR solutions based on competencies will help HR professionals play a strategic partnership role in their organizations. Join us and learn about competencies, and how you can implement this wonderful concept in your HR department and in all of your HR practices. This course will teach you about competencies in an easy and rational approach that will make you feel confident about this important topic.

    Course Methodology

    Presenting, analyzing and developing modules are some of the methods used in this course. Without discounting the importance of the small daily lecture, a lot more focus is given to practical applications and game based activities.

    Course Objectives

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

    • Define competencies, describe their history and explain the important role they play in human resources and the organization
    • Analyze the main components of a competency and the differences between each
    • Design and produce a competency framework and model by extracting competencies from business plans
    • Apply competencies in the recruitment and selection processes
    • Use competencies to assess training needs, identify talent pools and produce succession plans
    • Utilize competencies and behavioral indicators in performance appraisal systems

    Target Audience

    Managers, Supervisors, Administrators, Specialists, Team Leaders, Business Partners and Officers in the Functions of Human Resources and Training and Development. The course is also very useful for line managers whose organization is currently, or about to start, using competencies as a framework for recruiting, selecting and training employees.

    Target Competencies

    • Relating and networking
    • Persuading and influencing
    • Analytical thinking
    • Applying expertise and technology
    • Following instructions and procedures
    • Planning and organizing

  • latest blog post
    COMPETENCY DEVELOPMENT AND IMPLEMENTATION

     

    Turning the human resources practice in an organization into a systematic approach based on factual observations and numbers is how the HR profession will go to the next level. Providing line managers and the organization with HR solutions based on competencies will help HR professionals play a strategic partnership role in their organizations. Join us and learn about competencies, and how you can implement this wonderful concept in your HR department and in all of your HR practices. This course will teach you about competencies in an easy and rational approach that will make you feel confident about this important topic.

    Course Methodology

    Presenting, analyzing and developing modules are some of the methods used in this course. Without discounting the importance of the small daily lecture, a lot more focus is given to practical applications and game based activities.

    Course Objectives

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

    • Define competencies, describe their history and explain the important role they play in human resources and the organization
    • Analyze the main components of a competency and the differences between each
    • Design and produce a competency framework and model by extracting competencies from business plans
    • Apply competencies in the recruitment and selection processes
    • Use competencies to assess training needs, identify talent pools and produce succession plans
    • Utilize competencies and behavioral indicators in performance appraisal systems

    Target Audience

    Managers, Supervisors, Administrators, Specialists, Team Leaders, Business Partners and Officers in the Functions of Human Resources and Training and Development. The course is also very useful for line managers whose organization is currently, or about to start, using competencies as a framework for recruiting, selecting and training employees.

    Target Competencies

    • Relating and networking
    • Persuading and influencing
    • Analytical thinking
    • Applying expertise and technology
    • Following instructions and procedures
    • Planning and organizing

  • latest blog post
    CAREER DEVELOPMENT AND SUCCESSION PLANNING

    60% of organizations have no process for succession planning. This interactive course will enable you to consider the latest methodologies and strategies related to successful engagement, career development and succession planning. The course is also designed to provide tips to create a clear career path and help build your bench. In addition, it will help you plan a succession strategy for a flexible and sustainable business.

    Target Audience

    Human Resources Managers, Line Managers, HR Business Partners, Team Leaders and Specialists

    Target Competencies

    • Deciding and initiating action
    • Working with people
    • Relating and networking
    • Persuading and influencing
    • Presenting and communicating
    • Analytical thinking
    • Following instructions and procedures
    • Planning and organizing
    • Achieving goals and objectives
    • Applying expertise and technology
    • Formulating concepts and strategies

    Course Methodology

    The course uses a mix of interactive training techniques such as lectures, case studies, and group activities. The course also presents best practices in the areas of career development and succession planning and invites participants to share their organizational experiences in order to optimize the learning process.

    Course Objectives

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

    • Demonstrate understanding of the basics of career development and succession planning
    • Distinguish succession planning and management from replacement planning, talent management and human capital management
    • Compare traditional HR focus to career planning oriented HR focus
    • Explain the role of employee and employer in career development
    • Apply innovative corporate career development initiatives
    • Evaluate and operate an effective succession planning program to close the developmental gaps in the organization
    • Prepare individual development plans and manage career choices

  • latest blog post
    LEARNING AND DEVELOPMENT FRAMEWORK: PRACTICES AND TRENDS

    Employees continuously need to develop their knowledge, skills and abilities. This is crucial for them to maintain and develop operational capabilities and improve engagement and motivation levels. In this regard, demands on learning and development units are becoming more challenging. Learning and development professionals are expected to deliver while considering various criteria such as strategy directives, performance requirements, development needs and international trends to name a few. This course is designed to remove complexity and assist participants in the design and communication of comprehensive learning solutions wrapped in easy to use frameworks. The course also considers process development as well as tools to improve efficiency and effectiveness of learning and development units.

    Target Audience

    Learning and Development Specialists, Team Leaders and Managers as well as HR business partners

    The program targets those who are directly involved in shaping the strategy of their learning and development units and designing associated tools and process workflows.

    Target Competencies

    • Formulating concepts and strategies
    • Relating and networking
    • Presenting and communicating information
    • Applying expertise and technology
    • Planning and organizing
    • Training and development

    Course Methodology

    This is an advanced program and the majority of the time will be allocated for workshops and reflections. It is designed to help participants go back to their work place with new concepts for the development of learning and development tools and techniques. Therefore, the theoretical portion of the course is complemented by a skill building component revolving around case studies, conceptual design workshops, reflection and evaluation of learning models.

    Course Objectives

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

    • Categorize organizational learning and development maturity models based on strategic directives
    • Accurately design and select external training interventions based on defined criteria including cost benefit analysis
    • Develop conceptual designs for learning and development frameworks to facilitate a simple and effective nomination process by line managers and staff