Introduction to Human Resource Management OVERVIEW: Human Resource Management is the art of procuring, developing and engaging competent people to achieve the goals of the organisation efficiently and effectively. It therefore adds significant value for organisations, value which is strongest when human resource management decisions are tied to strategy and the practitioners are part of the leadership team. Human Resource Management involves processes that bring the individual employee and the organisation together so that the goals of each are met. It tries to secure the best from people by winning their trust and commitment to create the best and most important outcomes for the business. When an organisation gives priority to the function, it ensures a positive, productive, innovative organisational climate and encourages more of the actions and thinking that make organisations successful. When HR functions are executed well people feel appreciated and are more positive about themselves and their employer. They feel connected to the business and its strategy and are driven to contribute. This sixteen (16) hour / 2 day workshop will provide an understanding and appreciation of some of the key functions principles, tools and techniques associated with human resource management. Attendees will be taken through a simple employee life cycle to get an appreciation of the key success factors. They will review sample models and will participate in group exercises that will allow them to evaluate and implement tools and methodologies for improving the HRM function in their organisations. Attendees will also be provided with articles written by renowned academics and practitioners. 1 The workshop also introduces concepts that can be utilised in making recommendations and decisions. The tools, techniques and methodologies are in accordance with Industry Best Practices. LEARNING OBJECTIVES: At the end of this programme, participants should be able to: • Develop an understanding of the key elements of Human Resource practices and their own role in each stage of the employee life cycle. • Use international best practices to effectively build HR programs • Justify resource requirements for HR tools, technologies and programs • Guide line Managers and Supervisors in best practice TOPICS INCLUDE: • Role of HR • Key Functions • Value of Planning • Cycle • Sourcing of Candidates • Tools for Selection • On Boarding Performance Management • Goals and Steps and Development • Benefits & Challenges • 4P’s • Roles of HR • Balanced Scorecard • Performance Cycle • Training / Career Management Introduction to HRM Recruitment and Selection 2 • Total Rewards Model • Components of Compensation System • Employee Benefits • Cash Compensation Framework • Pay for Performance Philosophy (Merit & STI) Employee Relations and • Unions Engagement • Grievances and Discipline • Employee Experience • Drivers of Engagement • Link between Recognition and Engagement • Recognition Programmes • Communication and Branding • Reasons for Separation • Terminations • Exit Interview • Managing turnover • Developing & Monitoring the Action Plan Compensation Separation TARGET AUDIENCE: The target audience includes, but is not limited to: • Human Resource Officers • Small Business Owners • Supervisors & Team Leaders 3 FACULTY BIO-SKETCH: FACULTY BIO-SKETCH: Janine Delzin Burke is a Human Resources s p e c i a l i s t w h o s e experience in the Human Resource profession spans some twenty (20) years. Mrs. Delzin-Burke started her working career in banking before moving into the HR field. Sh e worked with t h e R B T T / R B C C a r i b b e a n f or nineteen (19) years as an HR practitioner. Her responsibilities included Policy Formulation, Recruitment, Resource Planning, Employee Care and Relations, Employee Engagement, Performance Management, Project Management, Process Reengineering, Change Management, Communication, Human Resource Operations, Budgeting & HR technology. During h e r period of employment at RBC/ RBTT, she developed Human Resource Policies and Manuals, Performance Management Systems, led the conversion to a new Human Capital Management System and an HR process re-engineering project, led the design and administration of the company’s Employee Opinion Survey, redesigned the Employee Assistance Program, trained Managers in Employee Recognition and Performance Management across the English and Dutch Caribbean and strongly influenced the performance recognition culture across the region. Mrs. Delzin-Burke holds a B.Sc. Degree in Sociology and Business Management from the University of the West Indies, St Augustine and is a SHRM Senior Certified Professional (SHRM-SCP). She has attended several workshops and seminars in Performance Management, Leadership and Employee Engagement. In addition, she h a s b e e n c e r t i f i e d b y t h e WorldatWork Association of HR Professionals in Performance Management Strategy, Design & Implementation. Her memberships include the Human Resource Management Association of Trinidad & Tobago, CaribHRForum and the S t J o s e p h ’ s C o n v e n t , P . O . S . P a s t P u p i l s Association. In addition, she has coached s e c o n d a r y s c h o o l s t u d e n t s i n P e r s o n a l D e v e l o p m e n t and conducted Career Guidance programs. 4 Mrs. Delzin-Burke is the proud mother of three. She is passionate about education and issues affecting the modern family. She enjoys reading autobiographies, gardening, writing poetry and calypsoes and playing board games. Her motto is: “There is more to life than personal gain” DETAILS: Date: April 7th, 9th, 14th, 16th, & 21st, 2015 (Evening Classes) Time: 5:30 pm - 8:30pm Cost: $2,800.00 per participant, inclusive of all training materials, lunch, refreshments, and certification. Contact: Shadeed Ali (ext 131) Shadell Haywood (ext 149) Tel.: 645-6700; Fax: 662-1411 E-Mail: [email protected] Venue: Arthur Lok Jack Graduate School of Business Max Richards Drive, Uriah Butler Hwy, North West, Mt Hope Programme Cancellation/Reschedule Arthur Lok Jack GSB (ALJGSB) reserves the right to cancel training at any time. If ALJGSB cancels the training due to unforeseen circumstances beyond the control of ALJGSB, you are entitled to a full refund of the course fee, or your course fee can be credited toward future training, based upon availability. 5 ALJGSB reserves the right to reschedule training at any time. If ALJGSB reschedules training due to unforeseen circumstances beyond the control of ALJGSB, the training will continue at the next available time. Participants will be informed via phone and/or e-mails. 6