HR and the Law Training

Employees are assets to an organization. HR professionals enable employees to contribute effectively to achieving organizational goals by ensuring that they are managed effectively through implementation of HR strategies and structured HR programs that are aligned to their organizations business goals.
However, these must be supported by HR policies and procedures to ensure transparency, consistency and orderliness in implementation of activities and processes related to these HR strategies and programs. An organizations business environment is dynamic. HR policies and procedures can provide clarification on HR strategic objectives and goals as well as guidance as to how human capital can be managed more effectively.
HR professionals must master the ability to develop effective and robust policies, procedures, strategy and deploy them as tools to support all aspects of their human resource functions. In addition to writing effective policies and procedures, HR professional must also ensure that they are implemented and managed properly with support from
other stakeholders.
This short course provides participants with a better understanding of the purpose and roles of HR policies, procedures and strategy. It explores how HR professionals can develop them as tools to support their various human capital management functions. The course also covers how to develop and write policies, procedures and strategy that are relevant to individual organizations. Participants will also learn what are the critical considerations in implementing policies, procedures and strategy in managing and enforcing them.
Expected Training Outcomes
 List all human resources functions and responsibilities and identify their contributions to organizational success
 Explain the difference between policies, processes and procedures
 Apply appropriate HR policies and procedures writing techniques
 Describe the purpose and usefulness of human resources policies and procedures
 Develop human resources policies and procedures
 Define strategic HR management and draft an HR strategy
 Explain the vital Key Performance Indicators (KPIs) which should be constantly monitored in HR
 Assess employee morale and determine a formula for calculating it objectively
 Differentiate between types of turnover and determine how each should be calculated
 Describe the main types of planning and budgeting approaches and how and when to use each
 Assess the global human resources environment in which your organization operates.
 Forecast the human resource needs of your organization or department.
 Do a job analysis and competency audit of your organization and/or department.
 Use competency-based recruitment and selection techniques.
 Manage and motivate employees using the basic principles of strategic human resource management
Training Modules.
The strategic role of human resources
 The evolution of HR into a strategic function
 Steps to building the strategic role of human resources
 Policies and procedures as the cornerstone in strategizing human resources
Human resources policies and procedures
 Nature and importance of policies and procedures
 Policies versus procedures
 Why are HR policies and procedures required?
 Expressing values in HR policies and procedures
 Importance of statutory inclusions
 Formulating HR policies and procedures
 A partial list of policies
 Contents and sections of a policy
 Practical policy writing activities
Development of human resources procedures
 Defining processes and procedures
 Differences between processes and procedures
 Considerations in developing processes and procedures
 Building your process
 Use of flowchart symbols
 Writing detailed procedures to support process maps
 Main considerations in developing HR procedures
 The development process
 Developing HR procedures – practical application
Human Resources Management Systems (HRMS)
 Introduction and briefing
 Relating HRMS to policies and procedures
 The various applications
 Oracle human resources management system
 Sap human resources management system
The main cycles in human resources management
 HR strategy cycle
 Recruitment and selection cycle
 Training and development cycle
 Performance management cycle
 Compensation and benefits cycle
Strategic HR management
 Key result areas
 Key performance indicators
 Measurement of each critical success factor category
Measuring human resources
 Measuring HR strategies: the main KPIs
 Human resources versus human capital
 Return on Human Capital (ROHC) and Cost of Labor (COL)
 Human Value Added (HVA) and Profit per Employee (PPE)
 Employee morale and employee satisfaction indices
 HR scorecards and dashboards
 The balanced scorecard
Employee turnover
 Turnover versus attrition (gross and net turnover)
 Analyzing turnover: interpreting the data
 Cost of turnover for organizations
 Healthy versus unhealthy turnover
 Turnover index
Strategic planning and budgeting for human resources
 Strategic planning
 The importance of budgeting