Introduction

 The importance of training courses is not only limited to professional life, as most of us think but training courses aim to transfer knowledge and practical experiences that enrich the skills of individuals and enhance their self-confidence, which contributes to the preparation of cadres which in turn contributes to the development and progress of institutions. Therefore, Strategic Vision Training Center aims to enhance the skills and experiences of individuals through the strongest training programs to keep pace with every development in the labor market.

Objective

• List the main courses in Human Resources and the critical steps in each.
• Define strategic HR management and draft an HR strategy.
• Explain the vital signs which should be constantly monitored in Human Resources.
• Quantify employee morale and determine a formula for calculating it objectively.
• Differentiate between types of turnover and determine how each should be calculated.
• List the main types of performance management and appraisal rating systems and how and when to use each.

Who should attend?

Human Resources managers and senior professionals in the function who seek to broaden their knowledge and improve their skills in the key functions of HR as well as those who are responsible for evaluating HR and its effectiveness in the organization. The program is also suitable for those employees who are targeted for development/promotion within the HR function.

Course content:

Strategic HR Management

• Situation Analysis
• HR Visions and Missions
• HR Strategic Goals
• Critical Success Factors in HR
• Key Result Areas and Key Performance Indicators
• Core Competencies and Core Values

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 Indexes
• Turnover analysis: How should the data be interpreted?
• • Healthy vs. Unhealthy Turnover: When is Turnover Good for an Organization?

 Managing Employee Performance

• Tangible versus Intangible Appraisal Systems
• Samples of Best (and Not So) Practices
• Management by Objectives (MBO) Systems
• Competency-Based Appraisals
• 180 degree and 360 degree Systems
• Forced Ranking and the Bell Curve: Advantages and Warnings