1. HR Administrator in Organization
2. HR System

HR Administrators in Organization

Course Objectives

• List the core functions of HR systems and determine business requirements for their organization’s HR system.
• Develop HR reports using different types of graphs and templates.
• Identify legal documents required to collect and maintain for employees.
• Develop their organization’s employee handbook

Course Content:

1. HR Information System
   1. Working with Human Resources Information Systems (HRIS(
   2. Functions and Features of HR Systems
   3. Determining Business Requirements
   4. Developing Assessment Criteria to be Used for Evaluating Different Systems
   5. Assessing and Evaluating Existing HR Systems
   6. Workshop: Live Demonstration and Practice Using an HRIS
2. HR Measurements and Reporting
   1. Research Terms and Techniques
   2. Frequently Used HR Metrics
   3. Calculating HR Metrics
      1. Recruitment Metrics
      2. Retention Metrics
      3. Compensation/Benefits Metrics
      4. Training and Development Metrics
   4. Reporting Methods and Examples: Charts and Graphs
   5. Workshop: Developing HR Reports Using Bar Charts, Pie Charts and Line Charts
3. Employee Documentation and Record Keeping
   1. Purpose and Objective of Record Keeping
   2. Employee Files: Legal Documents to Maintain
   3. Developing an Orientation Package: Documents to Provide to New Hires
   4. Policies, Procedures and Work Rules
   5. Developing an Organization’s Employee Handbook
      1. Purpose of Handbook
      2. Sections of the Handbook
      3. Process of Developing Handbook

HR System

Course Objectives

• List the core functions of HR systems and determine business requirements for their organization’s HR system.
• Develop HR reports using different types of graphs and templates.
• Identify legal documents required to collect and maintain for employees.
• Develop their organization’s employee handbook

Course Content:

1. HR Information System
   1. Working with Human Resources Information Systems (HRIS(
   2. Functions and Features of HR Systems
   3. Determining Business Requirements
   4. Developing Assessment Criteria to be Used for Evaluating Different Systems
   5. Assessing and Evaluating Existing HR Systems
   6. Workshop: Live Demonstration and Practice Using an HRIS
2. HR Measurements and Reporting
   1. Research Terms and Techniques
   2. Frequently Used HR Metrics
   3. Calculating HR Metrics
      1. Recruitment Metrics
      2. Retention Metrics
      3. Compensation/Benefits Metrics
      4. Training and Development Metrics
   4. Reporting Methods and Examples: Charts and Graphs
   5. Workshop: Developing HR Reports Using Bar Charts, Pie Charts and Line Charts
3. Employee Documentation and Record Keeping
   1. Purpose and Objective of Record Keeping
   2. Employee Files: Legal Documents to Maintain
   3. Developing an Orientation Package: Documents to Provide to New Hires
   4. Policies, Procedures and Work Rules
   5. Developing an Organization’s Employee Handbook
      1. Purpose of Handbook
      2. Sections of the Handbook
      3. Process of Developing Handbook

Course Objectives:

• Identify the benefits of interviewing skills
• Establishing a plan for an interview and prepare an office for an interview.
• Handle an interview by developing an understanding of the various types of candidates.
• Identify the types of bias, the steps involved in evaluating a candidate, and several criteria for ranking candidates.
• Identify the follow-up tasks that should be performed after an interview.
• List the provisions outlined by EEO and identify appropriate and inappropriate questions, including those that are not permissible according to the law.
• Define disability, identify the questions that are prohibited by the ADA, hire prospective employees legally under the Immigration Reform and Control Act, and use Form I-9.

Course Content:

• Fundamentals of interviews
• Planning and preparing
• Handling and conducting
• Evaluating and deciding
• Following up
• EEO guidelines
• Federal laws

Course Objectives:

• plain the main functions in Human Resources Management (HRM).
• Explain the new roles of modern Human Resources Management.
• Apply the functions of recruitment and selection and follow the main steps in attracting and hiring qualified candidates.
• List the different steps in the training and development cycle.
• Explain the roles and responsibilities of Human Resources Management in designing and implementing a performance management system.
• Demonstrate understanding of a complete compensation management system

Course Content:

• Human Resources Management (HRM)
• Competency-Based Human Resources Management
• Recruitment and Selection
• Training and Development
• Performance Management
• Compensation and Benefits
• Careers in Human Resources

Course Objectives:

• use internationally recognized methods to identify training needs
• Analyze and sort the data obtained from a Training Needs Assessment (TNA)
• Write instructional learning objectives that are aligned with the results of the TNA
• Evaluate the effectiveness of training at various levels using proper data collection methods and instruments for each level of evaluation
• List ways to improve transfer of skills from training workshops to the workplace
• Calculate the Return on Investment (ROI) for training programs by determining their financial costs and returns

Course Objectives:

1. The general framework
   1. Reasons for identifying needs
   2. Present and future indicators of training needs
   3. Responsibilities
      1. The style inventory
      2. Identifying potential internal training resources and Subject Matter Experts (SMEs)
2. Methods for identifying training needs (ITN)
   1. The four steps of needs assessment
   2. Questions to ask during each phase
   3. Data collection template
   4. Data gathering: the cornerstone for ITN
   5. Quantitative and qualitative methods
   6. From interviews to focus groups
   7. Comparison of primary data gathering methods
3. Linking TNA with program design and program evaluation
4. Evaluation at levels I and II
5. Evaluation at level III: skill transfer from workshop to workplace
6. Converting data to monetary value and calculating the return on investment (levels IV and V)

Course Objectives:

• Understand why and when training is necessary
• Accurately target training
• Identify specific training objectives and outcomes
• Prepare a training session or program
• Determine the best methods of delivering
• Design and develop interactive activities, resources and relevant assessment tools
• Deliver creative training presentations

Course Content:

1. Identifying skills gaps
   1. Conducting skills audits
   2. Assessing skills
   3. Mapping current skill against audit results and future needs to target training
2. Finding the best training for the purpose
   1. Resources
   2. Materials
3. Learning preferences
4. Designing and developing a session or program
5. Delivering training
   1. Gaining and holding the learner’s attention
   2. Treating adults as adults
   3. Involving learners in the experience
   4. Sharing ideas
   5. Practice and feedback
6. Identifying what the learner has learned
   1. Activities
   2. Assessment tools
   3. Assessment processes
7. Follow up
8. Reinforcement of correct learning
9. Planning into action
   1. Applying new learning at work