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 The HR Administrator's Role (H3024) QR Code

The HR Administrator's Role

Overview:

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.

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 Audience:

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

Course Outlines:

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
  • The 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, prioritize 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

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