October 18, 2017

HR 101

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Strong collaboration between HR and Line management is crucial to the success of organizational endeavor to align people with goals.

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HR is not a department; it’s a shared responsibility between the people in charge of HR and the ones who are directly responsible for their performance, the Line Managers and Supervisors. To think that this is not true is to risk having disjointed efforts to align people with organizational goals.

Strong collaboration between HR and Line management is crucial to the success of organizational endeavor to align people with goals. In order for this strategic partnership to work, HR and the line should have a shared knowledge about their HR-related responsibilities in the same way that HR needs to align all its actions with the goals of the organization and in consideration of the nuances of business operations.

This HR 101 Training is useful to those who are being given a human resource development and management assignment and those who wish to immerse their supervisors in HR work because they believe that people management should not be the sole province of the HR Department.

HR 101 Workshop Objectives

The goal of this learning session is to help HR and non-HR supervisors appreciate the roles they and HR play in;

  • Getting the right people for the right jobs;
  • Managing their performance ;
  • Preparing them for bigger responsibilities;
  • Maintaining Discipline in the workplace; and
  • Retaining talents

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Time Topics Process Objectives
8:00 to 9:00 Introduction

  • Why HR/Line Synergy Works?
  • The HR roles of Line Managers
  • Needed HR Competencies for Line Managers
  • Describe the role of HR Department in helping line managers/leaders manage their human resources
  • Describe the roles and needed competencies of line managers in order to effectively carry out their people management tasks
9:00 to 12:00 (including 15 mins snack) Module 1: Recruitment

  • Clarifying your hiring expectations
  • Developing your interviewing skills
  • Participating in the on-boarding process
  • Explain the importance of setting all expectations clearly to avoid too much guesswork in recruitment process
  • Identify steps in the screening process
  • Demonstrate skills in using behavioral interviewing
  • Describe the roles of line managers in the new employee on-boarding process.
1:00 3:00 Module 2: Human Resource Development

  • Identifying your staff’s training needs
  • Identifying tactics for addressing learning needs.
  • Supporting training with ongoing coaching and mentoring
  • Describe steps in identifying employees’ learning needs.
  • Identify tactics for addressing training needs
  • Enumerate steps in preparing learners for training and following through with ongoing coaching and mentoring
3:15 to 5:00 Module 3: Performance Management

  • Setting performance goals
  • Monitoring performance
  • Developing capacity to perform
  • Appraising performance
  • Rewarding and recognizing performance
  • Identify steps in making full use of performance management to help improve people’s performance.
Time Topics Process Objectives
8:00 to 10:00 Module 4: Employee Career and Succession Planning

  • Career planning
  • Succession planning
  • Describe the importance of career planning in keeping employees engaged.
  • Describe the importance of succession planning in avoiding disruptions in the company due to employee departure
  • Identify tactics for career planning and the roles managers play in the process.
10:15 to 12:00 Module 5: Employee Engagement

  • Line managers’ role in keeping employees engaged
  • Engagement strategies and tactics
  • Describe role of line managers in keeping employees engaged
  • Identify strategies for putting together an effective employee engagement program
1:00 to 4:00 Module 6: Governance and Policy implementation

  • Line manager’s role in writing policies
  • Ensuring compliance in the workplace
  • Maintaining discipline
  • Explain the importance of line management participation in policy making and implementation
  • Describe needed compliance to regulatory requirement when addressing company policy violations.
4:00 to 5:00 Re-entry Action Plan

  • Putting learning to action
  • Identify the necessary next steps in order to apply learning to the workplace.

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