Course Objectives

• Familiarize participants with the system for the successful management of human resources
• To provide participants with the ability to develop human resources and investment in human capital
• The definition and the means of action of human resources and mechanisms to identify the best practices in the development of human resources
• Definition of Human Resources Management managers how to judge the contribution of human resources to achieve the organization’s goals
• Identify the human resources management system and the pillars of human resource managers
• Recognize innovators and outstanding attributes that organizations need them to work
• Knowledge of the administrative excellence and evaluate the results and improve working skills
• Why inevitability of excellence and improve the results of the work and how to evaluate employee performance.
• Identify the personal interviews and how to conduct functional tests skills

Content

Advanced concepts and basic principles of human resources management:

• Pillars of human resource managers to achieve excellence and innovation job
• Concept and importance and goals of the Human Resources Management System
• Different approaches to the development of human resources management.
• The principles and foundations of scientific human resources management as an entry point of competitive advantage It features contemporary organization and the role of human resources management.
• The importance of human resources and management changes in human resources management practices

Human Resources Planning:

• The importance and objectives of human resources planning.
  
• Who is responsible for human resource planning.
  
• Human resource planning data structure.
• Forecasting of employment.
• Advanced methods to predict about supply of labor.
• Integrated frameworks for human resources planning

Steps of selection and appointment, analysis and job descriptions:

• Ways to deal with the demand and supply of labor in cases of surplus and deficit.
• The merits to determine the kinds of jobs required.
• Use the credibility and reliability standards in the selection of professionals.
• Analysis gauges the yield of employment.
• Stages and methods of analysis and classification of jobs and the division of functions.
• Uses analysis of job descriptions and job description cards.
• Systems and ISO standards to be met in a job analysis and job descriptions

Excellence in training and development of human resources management:

• The concept of strategic training and the relationship between training and investment in human capital.
• The methodology of modern thought and planning processes for training and requirements.
• Measuring the return of the strategic training
• Assess and evaluate the return on investment in strategic training tools

Procedural aspects of the application of quality standards in human resources management:

• The importance of total quality in human resources management
• Quality effective method in the assessment and evaluation processes
• The role of TQM in functionality to develop and define performance standards
• Curriculum change using “kaizen” theory in the identification of training requirements
• The success of strategic training processes through the application of standards of quality factors.
• Fourteen standards for availability of quality in terms of human resources management.
• Principles “and where” the quality of the strategic evaluation of training

Course Target

• Managers and heads of departments of human resources and personnel
• Staff sections and departments of human resources, personnel and employees and directors of departments and departments of the organization
• Committees personal interviews and employment