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