Human Resources

Train the Trainer

Program Duration: 3 day

Program Overview
The Train the Trainer course is designed to improve the training skills of experienced trainers as well as teach those that desire to become trainers, the appropriate techniques, practices and prinples of training adults effectively. It uses a variety .

Program Objectives:
By the end of the program, the participants will be able to:
• Know why training is important and its impact on business
• Prepare training agenda and course outlines
• Apply specific training techniques based on certain situations
• Learn group dynamics
• Learn ways to lead and facilitate discussions
• Train adults in an engaging, non-threatening, and interesting manner
• Lead groups and teams through experiential activities
• Make PowerPoint presentations and use other audio/visual aids
• Use icebreakers, stories, games, case studies and other resources to improve training effectiveness
• Know how to arrange prepare the logistics for a training course
• Conduct an evaluation at the end of a course

Program Outcomes:
The expected outcomes that can be practically implemented in the workplace, as a result of this training, are as follows.
• Organize and implement training sessions
• Conduct effective training sessions
• Create a training environment that encourages learning
• Be able to teach others how to be an effective trainer
• Evaluate training sessions and designs methods to improve their effectiveness

Program Content:
• Understanding how to use various training techniques
• How to establish ground rules and obtain group agreement
• How to prepare for group discussions
• How lead group discussions
• Group dynamics and their importance in training
• Creating an environment conducive to training
• Ways to use a variety of audio and visual aids to enhance training sessions
• Requirements for arranging a well organized training event
• Icebreakers, stories, games, case studies and other resources can improve training effectiveness
• The importance of obtaining feedback about the training event

Program Design and Target Population:
This course is designed to provide new and experienced trainers with the important skills they need to implement effective training session. Through the information shared in the workshop, coupled with their participation in experiential activities and real case studies, the participants should feel more confident and competent in implementing training. They will be presented with a variety to scenarios, tools, techniques and practices that they can draw on when needed.

Program Delivery Methods:
The above mentioned course will be delivered using the following approaches.
• Lecturing
• Individual Assignments
• Case Studies
• Group Activities
• Role Playing
• Audio/Visual Platforms

Succession Planning

Program Duration: 3 Days

Program Objectives:
By the end of the program, participants will be able to:
• Understand succession planning concept, importance and challenges.
• How to develop and implement a succession planning program.
• Evaluate the effectiveness of the program outcomes.
• Apply succession planning approach efficiently.
• Utilize assessment tools for measuring employees’ capabilities and competencies levels with a specific emphasis on the effective utilization of 360.
• Set a successful succession plan in collaboration with the concerned stakeholders.
• Deploy cost/benefit analysis technique as one of the measures of the plan effectiveness.

Program Contents:
Succession planning Foundation
• Concept and benefits of succession planning.
• CSF of succession planning.
• Challenges to succession planning.
• The link between succession planning and career development planning.

Succession Planning Approach
• Career led.
• Organization led.
• Market led.
• Executive.
• Development.
• Reactive.

Stages of Succession Planning
• Identification of gap analysis and needs for succession planning.
• Analysis of the organization structure.
• Identification of present and future needs.
• Involvement and commitment of top management.

Identification of key Areas and Positions
• Analysis of the nature of the jobs.
• Employee capability assessment.
• Stakeholders meetings.

Identification of Employees Pool and Assessment of Competencies
• Analysis of competency framework.
• Assessing target employees’ competencies.
• Identifying competency gap.

Development and launch of Succession and Development Plan
• Documentation of succession plan.
• Policy Document.
• Setting and communicating succession plan.
• Developing action plan for implementation.

Monitoring Levels of Progress
• Tracking individual performance.
• Analysis of reports.
• Meetings with target employees.

Evaluating and Measuring Succession Plans Effectiveness

Reasons for evaluation.
• Evaluation factors.
• Methods of evaluation.

Program Design and Target Participants:
This program is designed for all management professionals who are keen about developing and implementing effective succession plans.

Program Delivery Methods:
• Work shops.
• Case studies.
• Individual and group Exercises.
• Action plans.
• Assessments.

Strategic Human Resource Management

Program Duration: 5 days

Program Objectives:
By the end of the program, participants will be able to:
• Understand the critical and transformational role of HRM.
• Link strategic HR planning with the strategic business goals and plans.
• Develop strategic recruitment plans.
• Practice competency based –interview techniques.
• Be pro active and deliver value added services to the divisions and departments.
• Strengthen the links between performance management and the financial results of the organization .

Program Outcomes:
• Set a strategic HRP.
• Utilize labor demand forecasting and supply analysis techniques in HR planning.
• Conduct competency based interviews.
• Develop, implement and measures SMAR objectives outcomes.
• Deploy TNA instruments.
• Leverage collaboration with the organization Taskforce.

Program Contents:
New Role of HRM
• HRM concept and key goals.
• HR core functions and activities:
i. Strategic functions.
ii. Transformational functions.
iii. Transactional functions.
• HR beliefs and assumptions.

Strategic Human Resource Planning
• The link between organizational strategies and HR planning.
• Types of organizational strategies.
_ HR planning process:
i. Labor demand forecasting.
ii. Labor supply analysis.

Job Analysis and Job Design
• The relationship between job analysis and HR functions.
• The link between job analysis and job design.
• Jon analysis approach and instruments.

Recruitment and Selection Approach
• The difference between recruitment and selection.
• Strategic recruitment plan.
• Interview processes and techniques.
• Competency based- interview.

Building and Developing People Capabilities
• Training and development cycle.
• TNA instrument.
• Setting competency based training and development plans.

Succession Planning
• Concept and benefits of succession planning.
• Challenges to succession planning.
• Sequential phases of succession planning.

Performance Management
• Performance Management Model.
• Effective performance management program.
• Setting SMART objectives and performance indicators.
• Performance appraisal processes.

Employer –Employee Relationship
• Employment contract.
• Mandatory obligations and law provisions.
• Anti discrimination in the work place.

Program Design and Target Participants:
This program is designed for HR Manager Section heads, generalists, specialists and employees who are instead in becoming change agents within their organizations.

Program Delivery Methods:
• Workshops.
• Case studies.
• Individual and group exercises.
• Action plans.

On The Job Training Techniques

Program Duration: 2 days

Program Objectives:
By the end of the program, the participants will be able to:
• Know why training is important and its impact on business
• Understand the critical role of the OJT and its impact on the organizational and individual levels
• Develop OJT training techniques and skills
• Conduct structured OJT programs
• Enhance coaching sessions
• Conduct an evaluation at the end of the OJT Programs
• Measure ROI

Program Outcomes:
The expected outcomes that can be practically implemented in the workplace, as a result of this training, are as follows.
• Develop and implement structured OJT programs
• Utilize adequate techniques for analyzing tasks , competencies and training requirements
• Set action plan and move from as IS to BE
• Conduct effective coaching sessions
• Apply proper ROI techniques

Program Content:
Intellectual Dimensions of the OJT
• Concept and importance of OJT
• The difference between OJT and off the job training
• The critical role of the OJT in achieving the organizational effectiveness and efficiency
• OJT ,training process and PDCA Cycle

Planning of the OJT
• Identification of jobs for OJT
• Conducting task analysis
• Setting task standards
• Identifying level of competencies
• Identifying competency and performance gaps
• Identifying training needs for the target employees

Implementing OJT Plans
• Setting a training schedule
• Preparing a coaching plan
• Coaching process and techniques
• Giving feedback to the coachee
• Reinforcement of the positive performance

Evaluation OJT Programs
• Evaluating OJT Program
• Measuring ROI

Program Design and Target Population:
This course is designed to provide new and experienced OJT trainers with the important skills they need to develop and implement effective OJT programs

Program Delivery Methods:
The above mentioned program will be delivered using the following approaches.

Workshops
• Individual Assignments
• On the site training
• Coaching sessions
• Simulation
• Audio/Visual Platforms

Measuring ROI in Training

Program Duration: 3 days

Program Objectives:

By the end of this program, participants will be able to:
• Understand the importance of ROI measurement
• Be aware of modern approaches related to measuring ROI
• Link between the organizational KPIs and training KPIs
• Calculate ROI

Program Outcomes:
• Set action plans for measuring ROI
• Utilize questionnaires in collecting and analyzing data
• Assess training effectiveness using 5 levels assessment model
• Calculate ROI using qualitative and quantitative techniques

Program Contents:
Intellectual and Cognitive Dimensions of measuring ROI in Training
• Concept and importance of measuring ROI
• The correlation between the organizational KPIs and training KPIs
• The relationship between TNA, training objectives and ROI
• ROI approaches

Techniques for Measuring ROI
• Action plans for assessment:
• Identification of objectives and performance indicators
• Data analysis
• Benchmarking and analysis of change

Reaction:
• Analysis of questionnaire
• Focus Group
• Direct feedback analysis

Learning Results:
• Analysis of learning
• Immediate superiors feedback

Behavioral Changes:
• Analysis of questionnaire
• Observation
• Analysis of supervisors reports

Business Results:
• Analysis of Financial results
• Analysis of changes in productivity and performance

Measuring ROI:
• Identification of direct and indirect training costs
• Identification of the tangible and intangible rewards
• Calculation of ROI

Program Design and Target Participants:
This program is designed for employees who are interested in leveraging their training and development competencies related to measuring training effectiveness and ROI

Program Delivery Methods:
• Self-assessment.
• Workshops.
• Exercises.
• Role plays.
• Case studies.

Identifying Training Needs and Evaluating Training

Program objectives:
At the end of the program, participants will be able to:
• Understand the critical role of TNA in the training cycle
• Utilize TNA instruments in identifying training and development needs
• Develop effective training plans and programs
• Prioritize training and development needs and link them to HR strategies and priorities
• Understand the importance of measuring training effectiveness
• Know how to utilize Jack Philips and Kirk Patrick Models for measuring training effectiveness
• Link training KPIs to the organizational KPIs
• Measure ROI

Program Outcomes:
• Deploy training needs assessment tools and techniques
• Collect and analyze the target data
• Develop a training plan document
• Utilize ROI techniques for measuring ROI on talent.
• Program Contents:

Cognitive Dimensions of the Training Needs Analysis:
• Concept and importance of TNA
• The critical role of TNA in the training cycle
• The distinctive relationship between TNA and HR strategies
• TNA approach

Identification of Training Needs:
• Organizational analysis:
• Gathering and analyzing information
• Analysis of the corporate strategic drivers, plans and capabilities
• Task Analysis:
• Competency dictionary review
• Work standards and performance criteria review

Individual Analysis:
• Assessment of the existing competency levels
• Identification of the competency gaps
• Identification of the performance gap

Developing Training Plan:
• Setting training objectives
• Developing training programs
• Setting training Plans

Delivery of the Training Programs:
• Program contents and training needs analysis
• Delivery techniques and training requirements

Measuring Training Effectiveness Methods:
• Action plans for assessment:
• Identification of objectives and performance indicators
• Data analysis
• Benchmarking and analysis of change

Reaction:
• Analysis of questionnaire
• Focus Group
• Direct feedback analysis
• Learning Results:
• Analysis of learning
•Immediate superiors feedback
• Behavioral Changes:
• Analysis of questionnaire
• Observation
• Analysis of supervisors reports

Business Results:
• Analysis of Financial results
• Analysis of changes in productivity and performance
• Measuring ROI:
• Identification of direct and indirect training costs
• Identification of the tangible and intangible rewards
• Calculation of ROI
• Target Participants:
• This program is designed for employees who are interested in leveraging their training and development competencies

Program Delivery and Training Methodology:
• Workshops
• Lectures
• Exercise
• Group Discussion
• Case studies

HR for HR Practitioners

Program Duration: 3 days

Program Contents:
New Role of HRM
• HRM concept and key goals.
• HR core functions and activities:
i. Strategic functions.
ii. Transformational functions.
iii. Transactional functions.
• HR beliefs and assumptions.
Strategic Human Resource Planning
• The link between organizational strategies and HR planning.
• Types of organizational strategies.
• HR planning process:
i. Labor demand forecasting.
ii. Labor supply analysis.

Job Analysis and Job Design
• The relationship between job analysis and HR functions.
• The link between job analysis and job design.
• Jon analysis approach and instruments.

Recruitment and Selection Approach
• The difference between recruitment and selection.
• Strategic recruitment plan.
• Interview processes and techniques.
• Competency based- interview.

Building and Developing People Capabilities
• Training and development cycle.
• TNA instrument.
• Setting competency based training and development plans.

Succession Planning
• Concept and benefits of succession planning.
• Challenges to succession planning.
• Sequential phases of succession planning.

Employer –Employee Relationship
• Employment contract.
• Mandatory obligations and law provisions.
• Anti discrimination in the work place.
Program Design and Target Participants:
This program is designed for HR Manager Section heads, generalists, specialists and employees who are instead in becoming change agents within their organizations.

Program Delivery Methods:
• Workshops.
• Case studies.
• Individual and group exercises.
• Action plans.

Fundamental of HR Management

Program objectives: By the end of this program, participants will be able to:

Describe what Human resources means
• Identify the range of HR functions and activities
• Demonstrate is understanding of human resource planning and the approaches taken to understate this task.
• Identify the elements of job analysis and design
• Understand job analysis method
• Describe the content of job description and a job specification
• Identify the major internal and external sources of human resources
• Determine training and development needs
• Identify training needs at the organizational, task and individual levels
• Conduct TNA
• Identify the different stages of a career and their impact on the individual and organization
• Explain uses of performance approach
• Understand employment relation process
• Absorb UAE federal law provisions

Program contents:

Unit 1: introduction to HR and HR planning
• Concept of human resource management
• Evolution of HR thoughts
• HR functions
• Human Resource planning
• Approaches to HR planning and forecasting HR need
• Competive advantage through human resources

Unit 2: Job Analysis and Design
• The relationship between job analysis and job design
• Job analysis techniques
• Job description and job specification
• Competency ……………..
• Methods of job design

Unit 3: Recruitment, selection and job orientation
• Purpose and importance of recruitment organizational recruitment policy
• Internal and external sources of recruitment
• Evaluation and control of recruitment operations
• Selection and orientation
• Interviewing techniques
• Job induction program

Unit 4: Human Resource Development
• The need for training
• Training needs analysis
• Phases of training and development programs
• Organizational needs analysis
• Job needs analysis
• Person needs analysis
• Competency based training
• Learning styles

Unit 5: Career Management and planning
• Concept of career planning
• Career management
• Career development support factors in career development

Unit 6: Performance Management
• Concept of performance management
• Key elements of performance management
• Benefits of performance management
• Management and motivation
• Performance appraisal process
• Performance appraisal interviews
• Dealing with staff grievances

Unit 7: Employment Relations
• employer – employee relationship
• employment contracts
• UAE labour federal low
• Employment relationship responsibilities
• OH & S programs
• Terminating an employment

Program out course:
• Sit a recruitment plan
• Utilize TNA techniques and instruments
• Conduct competency interview
• Process and handle staff requests
• Offer quality services to the organizations staff

Effective Project Management Skills

Program Duration: 3 days

Program Objectives:
By the end of the program, participants will be able to:
• Understand the nature and dynamism of projects.
• Articulate similarities and differences between all kinds of projects.
• Gain project management techniques and develop the documents related to the project.
• Learn how to utilize project planning tools and techniques.
• Be familiar with MS project application.
• Monitor and effectively execute project activities.

Program Outcomes:
• Deploy project planning techniques: PERT, CPM, S- curve and WBS.
• Utilize Gantt Charts for scheduling and monitoring work progress.
• Allocate resources efficiently.
• Prepare progress reports for stakeholders.

Program Contents:
Essential Concept and Dimension
• Project management concept.
• Types of projects.
• Goal and scope of project.
• Role and responsibility of the project manager.
• Critical success factors of the project.

Project Feasibility Study
• Importance of the feasibility study.
• Techniques for conducting feasibility study.
• Major indicators of the project feasibility.

Project planning
• Project life cycle and planning.
• Essential steps for project planning.
• Project work breakdown structure (WBS).
• Preparing a realistic time schedule.
• PERT and CPM Networks.
• Bar chart and Gantt charts.
• Managing and allocating resources.
• Project cash flow and S-curve.

Project Implementation and Follow up
• Monitoring and controlling work progress.
• Reading work indicators.
• Reporting project progress to the concerned stakeholders.

Program Design and Target Participants:
This program is designed for employees who are involved in managing and implementing projects.

Program Delivery Methods:
• Self –Assessments.
• Workshops.
• Case studies.
• Role plays.
• Projects.

Competency Based Interview

Program Duration: 3 days

Program Objectives:
By the end of the program, participants will be able to:
• Understand the intellectual framework of the competency based interviews.
• Develop and update job competencies.
• Review types of questions that lead to successful interviews.
• Conduct competency based interviews.

Program Outcomes:
• Design an interview based on competencies.
• Utilize lead questions for supporting competency based interviews.
• Apply competency based interviews techniques for selecting the right candidates.

Program Contents:
Role of Competency Models in HR System
• Concept of competency.
• Competency models.
• Competency based recruitment plan.

Recruitment Plan
• Preparation of recruitment plan.
• Identification of recruitment sources.
• Screening application and short listing for interviews.

Interview Planning
• Steps of defining the job and the relative competencies.
• Analysis of organizational culture.
• Review and analysis of candidate resume
• Handling candidate’s questions.
• Dealing with different types of candidates.

Interview Process
• Opening an interview.
• Interview agenda.
• Interviewing styles.
• Questioning techniques and lead questions.
• Closing an interview.

Selecting the Candidates
• Selection and scoring system.
• Evaluation matrix.
• Advising selected candidates.
Program Design and Target Participants:
This program is designed for HR professionals, recruiters and those who are interested in improving and leveraging their existing selection skills.

Program Delivery Methods:
• Workshops.
• Case studies.
• Role plays.
• Group discussion.