All Soft Skills ||
Front-line Officer’s Skills ||
Team Leader Skills ||
Middle Management Skills ||
Administrative Skills ||
Career Development ||
Human Resources ||
Personal Development ||
Sales & Marketing ||
Supervisors & Managers ||
Workplace Essentials ||
Human Resource Management
In recent years, tasks that were originally thought to fall under the responsibility of the human resources department have become a part of many managers’ job descriptions. The sharing and diffusion of these tasks throughout the organization has had an impact particularly on those that are not equipped with the skills or knowledge to deal with these issues.
The Human Resource Management workshop will give managers the basic tools to handle numerous human resource situations such as interviewing, orientation, safety, harassment, discrimination, violence, discipline, and termination. This workshop will provide your participants those skills and assist them with certain Human Resource situations.
Objective:
- Describe the implications of different aspects of Human Resource Management on your daily responsibilities
- Define human resources terms and subject matter
- Recruit, interview, and retain employees more effectively
- Follow up with new employees in a structured manner
- Be an advocate for your employees’ health and safety
- Provide accurate, actionable feedback to employees
- Act appropriately in situations requiring discipline and termination
- Evaluate some of the strengths and opportunities for Human Resources in your own workplace
- Identify three areas for further development within the Human Resources field as part of a personal action plan
Introduction :
Getting Started
Welcome to the Human Resource Management workshop. As companies modify priorities and operations, human resources functions can move from a dedicated HR role, to that of the manager. Whether the majority of those important functions stays within HR at your organization, or is your responsibility as a manager, it is important that managers understand how much of their role is really about their people, as well as aspects of legislation, policy, and procedures that involve human resourcing issues.
Module 1 :
Human Resources Today
Human resources (HR) used to focus on very specific processes, and had narrowly defined terms such as “personnel manager” and “payroll.” As a discipline, HR has evolved to include areas which both complement and build on one another.
Module 2 :
Recruiting and Interviewing
Essentially, recruiting and interviewing are about bringing the right people to your organization. The process of keeping those people with the organization is called retention. We will focus on the first two parts (recruiting and interviewing) in this module.
Module 3 :
Retention and Orientation
The retention process is about putting things which help people stay with your organization into place. Although retention starts during the interview process, at the point where an offer of employment is made, it falls within the scope of Employee Orientation.
Module 4 :
Following Up With New Employees
As we mentioned in the previous module, orientation is a critical aspect of employee retention. Since the orientation process takes time and planning in order to be effective, this module will focus on the next critical aspect, which is following up with new employees.
Module 5 :
Workplace Health & Safety
Understanding your responsibilities as a manager means that you do not just understand health and safety, but that you live it. In this module, we will look at your role in maintaining a healthy and safe workplace, and what areas of additional training you may want to explore
Module 6 :
Workplace Bullying, Harassment, and Violence
Employers, workers, and unions have all taken a serious stand on harassment and violence in the workplace, and yet these problems persist. As high as 50% of workers in Canada, the United States, and Britain indicate that they have personally been bullied at work.
Module 7 :
Workplace Wellness
When your employees are healthy and fit, they are less likely to be absent from work due to illness and more likely to be engaged in what is going on around them. This module will explore the concept of workplace wellness and how to promote it in your organization
Module 8 :
Providing Feedback to Employees
Your employees expect your feedback whether it is a pat on the back, or time for change. This module will explore some different feedback models, as well as some ways to make your feedback effective and encouraging.
Module 9 :
Disciplining Employees
Despite our best efforts at hiring the right people, sometimes they do not behave or learn in the way that we anticipate, and so discipline follows their actions. This module will explore some different ways of looking at discipline.
Module 10 :
Terminating Employees
Sometimes it may seem that actually firing an employee is impossible. Here are some ways to make it work for you. Should you find yourself continually trying to modify an employee’s behavior and unable to get the desired results, then considering dismissal, or termination, is the logical next step.
Conclusion :
Wrapping Up
Although this workshop is coming to a close, we hope that your journey to understanding human resources management is well on its way. Please take a moment to review and update your action plan. This will be a key tool to guide your progress in the days, weeks, months, and even years to come. If you are thinking that each of the modules we covered is loaded with information, you are absolutely right, and we strongly encourage you to pursue your own development in each of those areas. We wish you the best of luck on the rest of your travels!