The Oxford HRM & Training Programme

Module I

Human Resources Development and Personnel Management

DAY 1

Introduction to HRM, HRD, and HRP

• Seminar introduction and objectives

• The context for HR

• Change management

• Human Resource Management V Personnel Management

• Human Resource Development (HRD)

• Human Resource Planning (HRP)

• Strategic HRM – the new HR Strategic Model

• Outsourcing

DAY 2

Resourcing & Recruitment

• The employment psychological contract

• Why do good people leave?

• The process approach to interviewing

• Induction, job descriptions and references

• Personality Questionnaires and forms of testing

• Methods of detecting when applicants don’t tell the truth

• The new recruitment process to avoid litigation

• The value of using assessment centers

DAY 3

Pay & Employee Reward

• Employee motivation

• Salary, bonuses & benefits

• Understanding competencies

• Competency-based Assessment

• Competency and performance-based pay

• Different structures – different pay and rewards

• Total pay concept

• Salary surveys

DAY 4

Training Learning & Development

• Career management

• Personal development

• Coaching

• Mentoring

• E-learning

• How flat organizational structures and empowered teams affect training and development

• Self Development

• 360-degree feedback as a development tool

DAY 5

Value for money from HR

• The new HR structure

• New roles within HR

• HR Business Partners

• Value of trend analysis and HRP

• Internal and External Frameworks

• Proving ROI on HR activities

• Review

Module II

The Training Analyst

DAY 6

The Added Value Role of Today’s Training Analyst

• What value does training offer – group exercise

• The need for training to produce measurable results

• It’s vital to know who your customer is

• Establishing a training process that works and is auditable –the new schema

• Mastering training costs and budgets –group exercise

• Managing and being accountable for training expenditure

• Adding value through training activities – examples

• The role of the training analyst – presentations

DAY 7

How People Learn and Barriers To Learning

• Learning style and their impact on training courses

• How we can inexpensively measure learning style –demonstration

• Personality and its impact on training results –the big five explained

• What can training realistically achieve – case study and discussion

• Can you overcome learning difficulties?

• Critical times to get the best from training – more time in the classroom is not always the answer – demonstration

• Retention and its critical role in what we can remember

• Motivation factors in learning – what can we do differently?

DAY 8

Specifying and Constructing Training Properly

• What are learning outcome objectives and why do we need them?

• How to write learning outcome objectives – group exercise

• The documents needed for any training course –the critical documents

• Maximizing the use of visual aids and other aids

• How to calculate the  room size needed and the screen size

• Sound and its part in aiding learning

• The benefit of using specific training videos – examples

• Use of “clipped” video sequences – examples

DAY 9

Training Analysis - The Key Areas of Measurement

• Budget spent and the monitoring of costs

• Creating value from training –examples

• Understanding fully how competency frameworks work

• Setting standards for competency and measuring competency improvement

• What is performance – is it related to competency?

• Measuring improvements after training –how to do it

• Competence + performance = productivity

• Software needed to measure competence and performance – also automating TNA

DAY 10

Measuring and Reporting Training Results

• Formulas needed (added value) and unit costs

• Maximizing but controlling training activities

• The new leadership role of training

• Dealing with uncertainty during training

• Case studies showing training success

• Should training functions be profit centers

• What is the role of end-of-course questionnaires?

• Your actions when returning to work