1-Contemporary  HRM(CHRM) Training seminar 10 Days program 2 sessions (Basic)

Program Proposal
There will be some tailoring and customization of the topics of this program after discussion of you needs and your required competences , identifying the Gap
After accepting our proposal

- Program Objectives:

Introduction
General

This exciting program create an opportunity for delegates to learn all about HR  function &administration , also a valuable certification. Participants will learn about the processes involved, the system used and the skills needed to start using a revolution approaches that leads to a successful HR professionals .they will explore numerous personnel activities ranging from  OD ,organizational Structure ,Job analysis ,training and development administration ,policies , to performance management through recruitment and selection, employee relation , applying the skills required and the role of SHRM along the excretion .

You will learn concerning the new methods that HR professionals apply and utilize today for building a high performance organization .This picture overview concerning the divisions main  activities and procedures for working will keep participants feel comfortable working in HR department

Specific Objectives

Describe the work ,function and structure of the Strategic HRM
State the role and responsibilities of HR administrator
Explain the  OD and talent Management process
Describe the steps involved in recruitment campaign
Help to plan ,formulate and administrate performance management system
Manage the training and development process
Discover and implement the  items of Job analysis
Understand different compensation and benefits polices & strategies
Apply the above skills in exercises ,working groups ,case studies etc..
Using  real examples


- Main Topics:

•     HR Function/Business partnering
•     Roles and responsibilities
•    ?Organizational Planning
•     Organizational development/change
•     Job analysis, job description  ,role profile
•    ?Human Resource Planning
•    ?Staffing Management?
•     Recruitment , interviewing and selecting
•     Human Resource Integration
•    ?Training & Development
•     Compensation & Benefits System
•    ?Organizational Dynamics/Talent management
•    ?Human Resource employee relation
•     Development /anticipating the future
•    Other topics to be discussed


- Contents:
Part 1.business partnering / Organizational set up
(What we are responsible for?)

•    An overview of the SHRM function
•    Role & responsibilities of HR Department
•    HR jobs and systems HR as Partner
•    HR competences
•    Management skills
•    Emotional intelligence & communication Organizational Structures
•    Organizational Strategic Planning.

Part 2. Job analysis & Human Resource Planning
(Round trip  to organizational excellence)

•    Human Resource Strategies & Policies
•    Job & Task Analysis
•    Competency Modeling
•    Development of job descriptions , person specification and role profile


•    Core competences and professional competences
•    Formulation of job description
•    The use and application of Job analysis information
•    What is working in your current system & process
•    Action planning

Part 3. Recruitment , interviewing and selecting
(Fitting the puzzle)
•    Selection & Interviewing Process
•    Recruitment process
•    SOPs
•    Sources and methods
•    The application and CVs
•    Orientation & Indoctrination
•    Retention Program
•    Assessment and developing centers
•    Reference checking and screening
•    Employee orientation
•    What is working in your current recruitment system
•    Action planning


Part4. Pay Plan/ System
(Where am I?)
•    Job Evaluation
•    Managing Employee Benefits
•    Variable Pay & Incentive Process
•    Employee Rights & Discipline
•    Compensation Strategy & Practice
•    Action planning

Part 5. Performance Management
(what we count on?)
•    Introduction of PA why implement PA
•    Performance management drivers
•    Job expectations
•    Components of performance appraisals
•    Barriers/the dalogue
•    Competences
•    Objective setting
•    What is working in your current PMS
•    Follow up &Action plan


Part 6.HR  unification/HR process & information management
(Helicopter view)

•    Core Processes
•    Facilitating Processes
•    Team Development Process
•    Resource Planning
•    Feedback System
Part 7. Learning & Development
(Learn me fishing?

•    Adult learning
•    Learning styles
•    Training cycle
•    Introduction to T & D
•    Training administration
•    Training need assessment
•    Training for new employees
•    Training curriculum & programs
•    Return On Investment (ROI) Calculations
•    Training Effectiveness Measurement
•    What is working in your current T & D system
•    Action planning


8. Organizational Dynamics
(Handling the organization’s growth & aging)

•    Career Planning & Development
•    Succession Planning
•    HR Development (Coaching)
•    Organizational Development
•    Talent management


9.Employee relation & HR System
(Tell me, I may remember – Involve me, I’ll understand)
Employee Relations?
•    Understand the fundamentals of employee relations policies and processes (e.g., performance management, conflict resolution, harassment, company policy, complaint procedures and recognition programs, downsizing/staffing cutbacks, etc).
•    Demonstrate basic knowledge of employment laws.
•    Help prepare all needed documentation before and after negotiations.
•    Understand and articulate basic negotiation strategies and tactics.

•    Employee Recording
•    Comparison & Benchmarking
•    Security & Accessibility of Data & Information
•    Equal Opportunity Employment
•    Health, Safety & Security
•    Labor relation

10. consolidation/ Development
(Anticipating the future)
•    Strategic Thinking
•    Performance Excellence
•    Business Planning
•    Alignment of Plan, Measures & Activities
•    Organizational Culture
•    Take home messages
•    Action plan


- Who should attend?
-Anyone who work in personnel(HR) administration or wishes to start a new career in  HR function
-HR and training staff who need to be up to date


- Workshop time line and duration:

Registration will be at 8.30 am on day one.
All 10 days we will commence promptly at 9.00 am
We will conclude approx. at 4.5 - 5 pm
Lunch and 2 breaks to be included

Minimum of 12  participants & Not to exceed 16 participants per session

This program can be in one session (All ten days in 2 weeks) or in two sessions
3 months in between (preferable to allow practicing to practice some competences and skills before the second session


Workshop fees
Upon request


2-The Modern HR management (MHRM )4- 5 Days program(Basic)

Program Proposal
- Program Objectives:

Introduction
General
This exciting program create an opportunity for delegates to learn all about HR  function & administration , also a valuable certification. Participants will learn about the processes involved, the system used and the skills needed to start using a revolution approaches that leads to a successful HR professionals .they will explore numerous personnel activities ranging from  OD ,organizational Structure ,Job analysis ,training and development administration ,policies , to performance management through recruitment and selection, employee relation , applying the skills required and the role of MHRM along the excretion .

You will learn concerning the new methods that HR professionals apply and utilize today for building a high performance organization .This picture overview concerning the divisions main  activities and procedures for working will keep participants feel comfortable working in HR department

SpecificObjectives

Describe the work ,function and structure of the Strategic HRM
State the role and responsibilities of HR administrator
Discover and implement the  items of Job analysis
Describe the steps involved in recruitment campaign
Help to plan ,formulate and administrate performance management system
Manage the training and development process
Understand different compensation and benefits polices & strategies
Apply  the above skills in exercises ,working groups ,case studies etc..
Using company real examples


- Proposed Topics:

Part I Business Partnering
•    An overview of the HRM function
•    Role & responsibilities of HR Department
•    HR jobs and systems HR as Partner
•    HR competences
•    Emotional intelligence & communication

Part II Job Analysis
•    Development of job descriptions ,
•    person specification and role profile
•    Core competences and professional competences
•    The use and application of Job analysis information
•    What is working in your current system & process
•    Action planning

Part III Recruitment and Selection
•    HR Planning
•    Recruitment process
•    SOPs
•    Sources and methods
•    The application and CVs
•    Assessment and developing centers
•    Reference checking and screening
•    Employee orientation
•    What is working in your current recruitment system
•    Action planning

Part IV. Training and Development

•    Introduction to T & D
•    Training administration
•    Training need assessment
•    Training for new employees
•    Adult learning
•    Learning styles
•    Training cycle
•    What is working in your current T & D system
•    Action plan
Part V. Employee Relations?
•    Understand the fundamentals of employee relations policies and processes (e.g., performance management, conflict resolution, harassment, company policy, complaint procedures and recognition programs, downsizing/staffing cutbacks, etc).
•    Demonstrate basic knowledge of employment laws.
•    Employee Recording
•    Comparison & Benchmarking
•    Security & Accessibility of Data & Information
•    Equal Opportunity Employment
•    Health, Safety & Security


Part VI Performance Management
•    Introduction of PA why implement PA
•    Components of performance appraisals
•    Barriers
•    Competences
•    Objective setting
•    What is working in your currunt PMS
•    Action plan


- Who should attend?
Any one who work in personnel or (HR) administration or wishes to start a new career in  HR function
HR and training staff who need to be up to date and introduced to Modern HRM


- Workshop time line and duration:

Minimum 12 & Not to exceed 16 participants per session

-Workshop fees

Upon request

-Training language

English / Arabic


3-Harvest ,Strategic role of  Human Resource management Workshop (SHRM) Intermediate

- Introduction:

This exciting program create an opportunity for delegates to learn all about HR administration ,also a valuable certification. Participants will learn about the processes involved, the system used and the skills needed to start using a revotutionlszed approaches that leads to a successful HR professionals .they will explore numerous personnel activities ranging from training and development administration ,to performance management through recruitment and selection ,applying the skills required and the role of SHRM along the excertion .

You will learn concerning the new methods that HR professionals apply and utilize today for building a high performance organization.This picture overview concerning the divisions main main activites and procedures for working will keep participants feel comfortable working in HR department

- Objectives:

Describe the work ,function and structure of the Strategic HRM
State the role and responsibilities of HR administrator
Describe the steps involved in recruitment campaign
Help to plan ,formulate and administrate performance management system
Manage the training and development process
Discover and implement the  items of Job analysis
Apply the above skills in exercises ,working groups ,case studies etc..
Using IDB real examples




- Proposed Topics:

Part I An overview of the SHRM function
•    Role & responsibilities of HR Department
•    HR jobs and systems HR as Partner
•    HR competences
•    Management skills
•    Emotional intelligence & communication

Part II Job analysis

•    Development of job descriptions ,person specification and role profile
•    Core competences and professional competences
•    Formulation of job description
•    The use and application of Job analysis information
•    What is working in your current system & process
•    Action planning


Part III recruitment and selection

•    HR Planning
•    Recruitment process
•    SOPs
•    Sources and methods
•    The application and CVs
•    Assessment and developing centers
•    Reference checking and screening
•    Employee orientation
•    What is working in your current recruitment system
•    Action planning



Part IV training and development

•    Introduction to T & D
•    Training administration
•    Training need assessment
•    Training for new employees
•    Adult learning
•    Learning styles
•    Training cycle
•    What is working in your current T & D system
•    Action planning

Part V Performance management
•    Introduction of PA why implement PA
•    Components of performance appraisals
•    Barriers
•    Competences
•    Objective setting
•    What is working in your currunt PMS
•    Action plan


- Who should attend?
Anyone who work in personnel(HR) administration or wishes to start a new career in HR function
HR and training staff who need to be up to date


- Workshop time line and duration:

Registration will be at 8.30 am on day one.
All 4-5 days we will commence promptly at 9.00 am
We will conclude approx. at 4.5 - 5 pm
Lunch and 2 breaks to be included

-Workshop fees
Upon request

4-Harvest ,The Productive performance Management Workshop (TPPM) Advanced

- Introduction:

Researches has demonstrated that PA management/appraisal are aspect in HR that is fraught with difficulties. Companies struggle with designing and implementing systems and many staff and managers see the system as needless paperwork.

Individual PA is one tool that can be used to manage the performance of individual However ,unless clearly linked to corporate goals and seen as a part of an effective manager ;s  responsibilities can be nothing more than a paper exercise

In this workshop you will learn how to increase the productivity of PA. The TPPM workshop will mangle with your peers to critically analyze and future develop the PAS
In Your Company
You will participate in an interactive simulations and be coached to improve your planning and feedback skills

- Objectives:

Discover how to design and implement a productive PM/appraisal
Explore the components of the productive and effective system and improve the effectiveness in your PM effort and current system
Understand how to plan for good staff performence
Fully understand The critical success factors when implementing the PMS
Manage the whole PMS
Discover How to communicate changes to your staff and guarantee buy in and commitment
Apply the above skills in exercises ,working groups ,case studies etc..
Using IDB real examples


- Proposed Topics:

Part I introduction
•    Why implement PMS?
•    Barriers for PM
•    Components of productive and effective PA
•    Objective setting
•    Competences
•    Planning
•    Link to other process 360
•    Emotional intelligence



Part II analyzing and increasing productivity and effectiveness of your PMS

•    What is working with your current PMS?
•    Not working Action planning for improvement


Part III improving the appraisal process

•    The planning process: how you can plan for effective performance
•    Appraisal discussion increasing productivity
•    Coaching managers for productive outcome
•    Productive Feedback

Part IV Development planning
•    What is for the individual ? for performance for organization
•    Detailed developmental plans
•    Follow up the secrete word
•    For responsibility and implementation
•    Action planning

Part V critical success factors when implementing PA
•    Commitment and Buy –in
•    Communication /communicating change
•    Action plan


- Who should attend?
This workshop is specially designed for HR professionals& managers with responsibility for developing and implementing PMS.
Also for HR generalists who wish to develop their skis in performance management
and appraisal


- Workshop time line and duration

Registration will be at 8.30 am on day one.
All 3 days we will commence promptly at 9.00 am
We will conclude approx. at 4.30 - 5 pm
Lunch and 2 breaks to be included

Workshop fees
Upon request

5-Harvest ,The Practical recruitment and selection strategies Workshop (PRSS) Advanced

- Introduction:

The world of employee has changed dramatically. Jobs for life are now a thing from the past  and the relationship between employee and employer is more difficult to define .staff is increasingly mobile , the employment market is much more fluid and recruitment and retention cost organizations significant amounts. How can you attract ,recruit and retain your need to fulfill your strategic plan
In this workshop you will learn how to increase the practicality productivity of your ARRM strategies TPRSS workshop will  with your peers to critically analyze and future develop the RSS In You’re your company
You will participate in an interactive simulations and be coached to improve your recruitment and interviewing skills


- Objectives:

?    Explain the main techniques used in employment planning and forecasting
?    Name and describe the main internal sources outsource of candidates
?    Learn how to recruit a more diverse workforce
?    Describe the overall selection process
?    Explain how you would go about validating a test
?    Understand what an assessment center is
?    List the main types of selection interviews
?    Effectively interview a job candidate
?    Explain how to develop a structured or situational interview
?    Discuss how to improve your performance as an interviewer

Apply the above skills in exercises ,working groups ,case studies etc..
Using IDB real examples


-Proposed Topics:

Part I Personnel planning and recruitment
o    Employment planning and forecasting
o    How to forecast personnel needs
o    Forecasting the supply of inside candidates

o    Forecasting the supply of outside candidates
o    Effective recruiting
•    Inside and outside source of candidates
•    Advertising and employment agents
•    Developing and using application form


Part II employee testing and selection
?    Why Careful Selection is Important
?    Basic Testing Concepts
?    Validity
?    Reliability
?    How to Evaluate a Test
Basic testing concepts and types of tests
Selection techniques


Part III Interviewing candidates
•    Organizational cost of poor recruitment
•    Interview preparation Logistics/documents/basic features
•    Using job description for objective interviewing
•    What ca undermine the interview usfulness
•    Screening application form
•    Conducting professional interview
•    Working with competences
•    Learning to listen
•    Action planning


- Who should attend?
This workshop is specially designed for HR professionals,managers with responsibility for developing the recruitment and selection process.
Also for HR generalists who wish to develop their skis recruitment and interviewing skills


- Workshop time line and duration:

Registration will be at 8.30 am on day one.
All 3 days we will commence promptly at 9.00 am
We will conclude approx. at 4.30 - 5 pm
Lunch and 2 breaks to be included

-Workshop fees
Upon request


6-Harvest ,Managing the training and development strategies (MTDS) Advanced

- Introduction:

?    New employee orientation has been shown to have measurable and positive effects on employee retention and satisfaction.  In spite of this, many organizations do not have a formalized orientation process and each employee gets a different orientation to the organization.  For those who have been employed, it may be useful to discuss their experiences and frustrations or satisfaction with orientations.
?    This workshop is devoted to the issue of ongoing training and development of employees.  Needs analysis, techniques, purposes, and evaluation are all covered.  Additionally, the workshop points out the importance of new employee orientation and lists some of the important things to cover during that process.  


- Objectives:

?    Describe the basic training process
?    Effectively train an employee
?    Apply a range of tools, techniques and methodologies
?    Link theTNA to strategy and organizational effectiveness
?    Develop and implement a training program
?    Explain how to distinguish between problems you can fix with training and those you can’t
?    Explain how to use five training techniques
?    Describe and illustrate how you would go about identifying training requirements

Apply the above skills in exercises ,working groups ,case studies etc..
Using IDB real examples as well


- Proposed Topics:

Part I
Strategic Overview
•    Orienting Employees
•    Why Orientation is Important
•    Using Orientation to Reduce Stress
•    The Training Process
•    Why the Training Business is Booming
•    The Five-Step Training and Development Process
•    Training and Learning
•    Motivate the Learner
•    Legal Aspects of Training
Part II

•    Analyzing Training Needs
•    Task Analysis: Assessing New Employees’ Training Needs
•    Performance Analysis: Assessing Current Employees’ Training Needs
•    Traditional Training Methods
•    On-the-Job Training
•    Apprenticeship Training
•    Informal Learning
•    Job Instruction Training
•    Lectures
•    Programmed Learning
•    Audiovisual Tools
•    Simulated Training
•    Electronic Training
•    Distance and Internet-Based Training

Part III


•    Training for Special Purposes
•    Training for Global Business
•    Diversity Training
•    Teamwork Training
•    Providing Lifelong Learning
•    Managerial Development and Training
•    What is Management Development?
•    The New Leadership Development Methods
•    Managerial On-the-Job Training
•    Off-the-Job Training and Development Techniques
•    Executive Development in Global Companies
•    Evaluating the Training Effort
•    Designing the Study
•    Training Effects to Measure


- Who should attend?

This workshop is specially designed for HR professionals, managers with responsibility for developing the learning & development  process.
Also for HR generalists who wish to develop their skills of managing the taining & development function


- Workshop time line and duration:

Registration will be at 8.30 am on day one.
All 3 days we will commence promptly at 9.00 am
We will conclude approx. at 4.30 - 5 pm
Lunch and 2 breaks to be included

-Workshop fees
Upon request


7-Harvest ,Advances in compensation and benefits (ACAB)

- Introduction:

This workshop covers the basics of compensation.  Included are basic considerations in determining pay rates, establishing pay rates, current trends in compensation, pricing managerial and professional jobs, and current issues in compensation management.

It also lists and discusses many current and controversial issues in compensation management.  You may want to incorporate a discussion of the current issues described

There is tension between the concept of providing employees with a secure, stable income (which some feel allows them the ability to be entrepreneurial and take appropriate risks for the company), and the idea of linking pay directly to performance.  A good discussion may be developed from this tension in the workshop


- Objectives:

?    List the basic factors in determining pay rates
?    Explain in detail how to establish pay rates

?    Discuss current trends in compensation
?    Establish a pay plan
?    Pay must be linked to performance
?    If not, employees look for raises in good times or bad
?     discuss incentive plans and compensation packages
?    Demonestrate the pros and cons of incentives for salespeople


Apply the above skills in exercises ,working groups ,case studies etc..
Using IDB real examples


- Proposed Topics:

Part I
Strategic Overview

•    Determining Pay Rates
•    Legal Considerations in Compensation
•    Corporate Policies and Competitive Strategy
•    Equity and Its Impact on Pay Rates
•    Establishing Pay Rates
•    Step 1. The Salary Survey
•    Step 2. Job Evaluation
•    Step 3. Group Similar Jobs into Pay Grades
•    Step 4. Price Each Pay Grade—Wage Curves
•    Step 5. Fine-Tune Pay Rates


Part II

•    Pricing Managerial and Professional Jobs
•    Compensating Managers
•    Compensating Professional Employees
•    Compensation Trends
•    Skill-Based Pay
•    Broadbanding
•    Strategic HR
•    Compensation Plans in Practice
•    Money and Motivation
•    Performance and Pay
•    Types of Incentive Plans
•    Incentives for Operations Employees
•    Piecework Plans
•    Team or Group Variable Pay Incentive Plans
•    Incentives for Managers and Executives

•    Short-Term Incentives: The Annual Bonus
•    Long-Term Incentives

Part III

•    Incentives for Salespeople
•    Salary Plan
•    Commission Plan
•    Combination Plan
•    The New Workplace
•    Setting Sales Quotas
•    Strategic Sales Incentives
•    Incentives for Other Professionals and Nonmanagerial Employees
•    Merit Pay as an Incentive
•    Merit Pay Options
•    Incentives for Professional Employees
•    Organizationwide Variable Pay Plans
•    Profit-Sharing Plans
•    Employee Stock Ownership Plan (ESOP)
•    Developing More Effective Incentive Plans
•    Why Incentive Plans Don’t Work
•    How to Implement Incentive Plans



- Who should attend?

This workshop is specially designed for HR professionals, managers with responsibility for developing the pay plan and compensation policy .
Also for HR generalists who wish to develop their skills in compensation and benefits  

- Workshop time line and duration:

Registration will be at 8.30 am on day one.
All 3 days we will commence promptly at 9.00 am
We will conclude approx. at 4.30 - 5 pm
Lunch and 2 breaks to be included

-Workshop fees
On request


8-Harvest ,Talent management-  It Is a recent workshop we can recommend


9-Basics of interviewing and deploying

- You will learn to:

By the end of the seminar participants will be able to:
? Design job profiles  

? Discuss the different steps of interviewing

? Run interviews in a role-playing situation


- By focusing on:

?    What is the importance of good recruitment?
?    The recruitment steps
?    Types of interviews
?    Stages of interviews
?    Rules and principles of interviews
?    Sample questions
?    Role playing

- Duration: 3 days

- Who Should Attend?
Supervisors and all managers involved in recruiting new employees.


10-Human Resources Management for non HR

- You will learn to:

1.    Link the HR functions and efforts to the overall strategies of their organizations
2.    Outline and explain the main responsibilities and tasks of a HR professional
3.    Describe the most effective systems and techniques for manpower planning recruitment, career development, performance management and training
4.    Explain and evaluate those HR systems and techniques that are most appropriate and effective for your organization


-By focusing on:

•    An integrated approach to HR management competency, functions and proactive role
•    Recruitment and selection
•    Identification of training needs
•    Succession planning and career development competencies
•    Job design and evaluation
•    Appraising performance


- Duration: 4 days


- Who Should Attend?

•    HR professionals looking for reviewing and reflecting  
their existing practices.
•    Line managers moving into the HR function and the professional overview on HR management.
•    Specialists in the HR department moving to a higher   
HR position.


11-Select Your target, Interviewing & Selecting Outstanding People

Finding the right person for the right job is not easy! Don't be impressed by the wrong things.  Exceptional CV's do not mean that the candidate is the "right" one. So how do you pick the best person for your organization? This program will help executives and managers learn some essential techniques to interview and select first class people whose skills and attitudes align with your company's goals and vision.


- You will learn to:

1.    Identify and implement consistent recruiting, screening and hiring procedures
2.    Attract talent through innovative recruitment sources
3.    Screen and select exceptional candidates
4.    Interview so that you get the data you need
5.    Select what to include in the decision-making process


B-y focusing on:

•    Types of interviews and when to use them  
•    Conducting a goal-directed interview
•    Developing your own interviewing strategy
•    Avoiding the most common pitfalls of interviews
•    Uncovering interviewee weaknesses
•    Assessing the fit between job and candidate.
•    Making the most of your interview time


- Duration: 3 Days


- Who Should Attend?

Managers, executives and supervisors involved in the selection of job candidates, human resource and personnel development managers/executives and recruitment coordinators.