Trainers

Dr. Mohammad Ta’Amneh- PhD. in HRM-UK, SPHRI, SHRM-CP
Trainers

Assistant Professor of HRM – German Jordanian University.

Overview

This highly interactive and engaging program is designed to familiarize participants with the very latest thinking on, and best practice in, Human Resource Management. This program places HRM right at the heart of organizational management in a rapidly changing, ever more complex, and increasingly global marketplace. It is aimed at those who have been given, or who are about to be given, operational responsibility for aspects of HRM and those who wish to progress into a career in HRM. It is also aimed at those who are stimulated by the growing recognition of the strategic significance of HRM in the modern organization and those who wish to use the program as a launch-pad for further studies in HRM in due course.

Assessment 

To be awarded the Certified Human Resources Consultant (CHRC), each student will be asked to develop a simple HR manual for a certain company of their choice. An appropriate and effective guidance and supervision will be provided to complete this project.

Core Modules

Together, the following topic areas constitute a highly contemporary and relevant overview of the most significant elements of modern HRM. Although the course is based on HRM theoretical and case literature, it is essentially a very practical program, which relies greatly on student participation for its success.

The program is based on eight modules, covering the following:

Fundamental of Human Resource Management

The main purpose of this module is to provide the students with an introductory overview of what human resource management is and why it is important to all managers. In this module, the student will see that human resource management activities such as hiring, training, compensating, appraising, and developing employees are part of every manager’s job. And they will learn that human resource management is also a separate business function, usually with its own human resource or “HR” manager. The other main topics this module will cover include the manager’s human resource management jobs, global and competitive trends affecting human resource management, and how managers use modern human resource management methods to create high-performance companies and work systems.

Job Analysis

The main purpose of this module is to show how to analysis a job and write job descriptions. In this module, students will see that analyzing jobs involves determining in detail what thee job entails and what kind of people the frim should hire for the job. Also, this module explain several techniques for analyzing jobs, and how to use the internet and more traditional methods to draft job descriptions and job specifications. Furthermore, features of competency-based job descriptions will be discussed as well.

Talents Recruitment & Selection

This module begins by explaining the main sources of recruiting and their advantages and disadvantages.

Also, this module explains how to use various tools and techniques to select the best candidates for the job. The main topic this module covers include the selection process, basic testing techniques, background and reference checks, ethical questions in testing , type of testing, and work sample and simulations.

Also this module discusses the consequences of bad selection and hires, creating and developing interview questions, types of selection interviews, common mistakes in interviews, what things  to focus on when interviewing candidates for vacancies,  and tips on how to make interviews more effective.

 

Moreover, this module will equip the participants with the necessary knowledge and tools to conduct effective psychometric test to recruit and select the right people for the right jobs. Also, this module helps the participants to be more effective at managing their careers and careers of other employees in their organizations. Also, the differences between the new career system and the old career system will be discussed. In addition, this module explains the main contemporary career models such as Boundaryless Career, Protean Career, Intelligent Career, and how people craft successful careers in the current turbulence workplaces.

The main focus of this module will be on the following topics:

  • DISC: DISC is a behavioral assessment tool based on the DISC theory of psychologist William Moulton Marston, which centers on four different behavioral traits: dominance, inducement (interactive), submission (steady), and compliance (Cautious). DISC is one of the best assessment tools that enhances staffing activities and relationships and team works in the organizations.
  • MBTI: The Myers-Briggs Type Indicator (MBTI), based on Jung’s theory of psychological type, reports your preferences on four scales. Each scale represents two opposite preferences. The four letters that make up your type can help you understand yourself and your interactions with others and help employers to select the right candidates.
  • Holland Theory of Career Choice: Most people are one of six personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. Some refer to these as Holland Codes or RIASEC. This model helps people to best matching between their personalities and jobs.
  • Career Anchor: The Career Anchors Self-Assessment allows you to identify your career anchor. The 40-item questionnaire is not a standardized test. The questions were developed by the legendary Edgar Schein, a leader in the field of career and professional studies. The questions help Participants think about what they really want out of a career. Whether you’re a human resources professional, a career counselor, or a professional at a cross-roads in your own career…Career Anchors will help.
  • Assertiveness: Is a skill regularly referred to in social and communication skills training. Being assertive means being able to stand up for your own or other people’s rights in a calm and positive way, without being either aggressive, or passively accepting ‘wrong’.
  • Emotional Intelligence (EQ or EI) is a term created by two researchers – Peter Salavoy and John Mayer – and popularized by Dan Goleman in his 1996 book of the same name. EI enhances people ability to recognize, understand and manage our own emotions and recognize, understand and influence the emotions of others
Orientation, and Training & Development, Return on Investment

Bring up the importance of new employee induction, reason and objectives of training, difference between training, learning and development, training needs analysis, measuring the effectiveness of training programs.

This module will explore current practices of measuring and evaluating training programs through the Return on Investment (ROI) process model and focuses on data collection at various training intervals, isolating strategies for the effects of training and calculating monetary values.

Return on Investment

Participants in this module will develop the skills needed to create and deliver effective return on investment (ROI) evaluations for learning and performance, organization development, human resources, technology, change, and quality solutions. The program emphasizes the Phillips ROI Methodology. Participants learn to apply ROI techniques to learning and performance solutions, which includes isolating the impact of their program on improvement in business measures, converting that improvement to money, and calculating the ROI.

Career Pathing and Succession Planning

By the end of the module, participants will be able to demonstrate understanding of the basics of career development and succession planning, distinguish succession planning and management from replacement planning, talent management and human capital management, compare traditional HR focus with career planning oriented HR focus,  and explain the role of employee and employer in career development.

Performance Management

This module will enable the students to understating the meaning of motivation and its theories and implications. Also this module will help students to figure out the purposes of performance management systems and whom they serve, explain the six steps in the appraisal process, discuss absolute standards in performance management systems, describe relative standards in performance management systems, discuss how management by objective (MBO) can be used as an appraisal method, explain why performance appraisals might be distorted, identify ways to make performance management systems more effective, describe the term 360-degree appraisal, and explain the criteria for a successful performance appraisal meeting,

Compensation & benefits

This module discuss the dimension of employee compensation, types of compensation ( mandatory and voluntarily compensation)  features of  effective compensation strategy, rewards and incentives schemes, and the factors that influence  the design and range of salary scale and structure.

Managing Employee Engagement and Retention

This module begins by explaining the meaning of employee retention and how it can be achieved. Several related topics will be discussed such as Employee Attitudes and Engagement, Employee Well-being and Happiness, Managing Stress at Work, Assertiveness at the Workplace.

The, this module will briefly touch upon the negative consequences resulting from high turnover, causes of turnover, considerations that need be taken when dismissing/firing employees, and governing procedures in respect grounds for fair and unfair employee dismissal. The second part is devoted to the subject matter of exit interview, its value, purpose and the benefits of the information gathered from the departing employees and how the HR department can make use of this information.

People Analytics

This module will provide the potential uses and effective application methods of business metrics, alongside best practices in Human Capital Analytics so you can better gauge how to use data and metrics effectively to deliver tangible information and results to your business.

This training course covers several areas in Human Resources Management including: Attendance, Benefits, Compensation, Education/Development, Employee Relations, Health/Safety, HR Service Delivery, Internal Movement, Payroll, Performance Management, Recruitment, Staffing Effectiveness, Training, Turnover/Retention, and Workforce.

Human Resources Polices & Procedures, Employee Handbook, and Code of Ethics

This module will provide the potential uses and effective application methods of business metrics, alongside best practices in Human Capital Analytics so you can better gauge how to use data and metrics effectively to deliver tangible information and results to your business.

This training course covers several areas in Human Resources Management including: Attendance, Benefits, Compensation, Education/Development, Employee Relations, Health/Safety, HR Service Delivery, Internal Movement, Payroll, Performance Management, Recruitment, Staffing Effectiveness, Training, Turnover/Retention, and Workforce.

Follow Up Meeting

Upon completion of the training course, a follow up meeting will be scheduled to build on what have been learned by attendees and to discuss what tools and techniques have been used and what kind of difficulties were faced.

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