Behind the production of every product or service, there is a human mind, effort and hours of work. No product or service can be produced without human help. Man is an essential resource for making or building anything. The goal of every organization is to have skilled and qualified people to make their organization competent and better. Among the five elements of management, i.e. people, money, machines, materials, and methods, human resource management deals with the first element, which is the human being. Therefore, human resource management aims to make proper use of the available skilled manpower and also to make effective use of the human resources present in the organization. The best example in the current situation is that the construction industry is facing a serious shortage of skilled manpower. It is expected to triple in the next decade from the current 30 percent, which will negatively impact the sector's overall productivity, industry experts warn.

Who should attend? 

• Managers working in human resources departments and sub-sections such as recruitment, salaries, bonuses, evaluation, training, etc.
• All persons working in leadership positions and are responsible for other employees working under their management.
• People who want to develop their skills to get better positions in the management of enterprises.

How attendees will benefit? 

After completion of the course, delegates will be able to: 

• Preparing cadres capable of leading business enterprises in relation to human resource management, and able to provide professional and technical support to their institutions.
• Professional human resource management and advancement in human resource management.
• Identify the basic functions of human resource management in business institutions.
• Transferring global experiences to the participant as case studies to benefit from.
• Develop goals and objectives.
• Identify potential problems and contingency plans.
• Identify the characteristics of effective managers strategies.
• Diagnose problems and determine the appropriate solution, especially in the areas of human resources.
• Providing human resource development programs and services.
• Evaluate the impact of a human resource development intervention or research undertaking.

• Develop a comprehensive knowledge of corporate culture, plans and policies.
• Maintain open lines of communication between the HRD function and individuals and groups within and outside the organization.
• Defining and developing human resource development strategies in line with the overall business strategy.
• Facilitate the development of different organizational teams and their relationship to work with other teams and individuals.
• Attempting to connect people and work so that the goals of the organization are achieved effectively and efficiently.
• Providing coordination and support services.
• Examine how HRD in general improves individual or organizational performance.
• Analytical models in the strategic planning process for human resources.
• Determining the characteristics of the work and its impact on the company's workforce.
• Strategic planning for the career path of employees.
• Methods of job analysis and job description from practical experiences in international companies.
• Job analysis outputs and how to deal with them.
• Effective means of job analysis.