The HR Administrator's Role

Introduction:

This new and much-needed program is offered for the first time this year. The HR administrator’s critical role is rapidly changing; the new importance of HR, its changing shape, and responsibilities all require outstanding administrative support and leadership.

Two of the world's highest-paid HR professionals started as HR administrators, it’s a career with no boundaries providing you have the right approach for the new challenges of tomorrow HR.

Targeted Groups:

HR Managers
HR Professionals
HR Administrators
Officers who wish to develop their knowledge and improve their HR administration skills

Course Objectives:

At the end of this course the participants will be able to:

Know and be able to demonstrate to others how a world-class integrated HR function operates
Be able to show others the real value HR can deliver to any organization
Understand how people are the essential ingredient in any organization – master personality, competence and performance –the three key people ingredients
Use new techniques and software to get the best from your existing HR data
Understand the complete role of HR and the new organizational map
Understand how HR data can be better managed and how predictive forecasting works
Master the complete role of tomorrows world-class HR functions
Find out what outstanding HR has to offer world-class companies
Be able to have the confidence and knowledge to become more efficient when returning to work

Targeted Competencies:

Forward Planning and business results
Effective and efficient use of time
Mastery of new HR skills
Able to create business value
Business data management

Course Content:

Unit 1: Does HR Provide a Good Service?

What does HR do VS What should it do
How should HR success be measured
Getting HR aligned with organizational needs
Debrief review
Understanding who is our customer

Unit 2: HR in Alignment From Structure to Strategy:

Moving to greater effectiveness- the new shape of HR functions
The key critical areas of HR –the new HR map of activities
Key activity one – where HR fits with organizational strategy
Ways of improving cooperation between HR and other departments
Tools to help us work better with other departments

Unit 3: From Recruitment to Performance Appraisal – Critical Processes:

Key activity two Recruitment and selection – your involvement in the process.
Recruitment is the gateway into the organization
Recruitment in action
Recent improvement in the recruitment process and how to streamline the process
Key Activity three Performance appraisal – how much does this cost –
Is performance appraisal good value? What is it designed to do?
The need to measure and collect two critical pieces of data – Competencies and performance ratings. How to improve this process

Unit 4: Training and HR processes:

Key activity four How to code, priorities and get a streamlined system for training
The new training schema
Activities involved in training – getting it right
Key activity five – Pay bonus and rewards - new ideas and methods to improve motivation
Key activity six – Grievance – disciplinary and rules and regulations – the most difficult area; disciplinary issues
What other companies do

Unit 5: Making Things Happen Correctly:

Key activity seven – HR’s role as leaders
Innovation in succession planning – approaches
Key activity eight – People are not your most valuable asset – the right people are – measuring human capital
Key activity nine – the new HR powerhouse – manpower planning
Using HR data to significantly help the business
Key activity ten – the role of HR in managing processes