The British Academy for Training and Development offers a course in Personnel and Human Resources Management with the aim of providing trainees with the necessary and distinguished experience in this field. The curriculum has been carefully prepared and designed, because human resources represent the beating heart of modern management. They perform functions and tasks that enhance their position in the organizational structure of the institution and make them a means of survival and continuity in activity and success. Therefore, there is no successful institution without human resources management. The functions of this department always come at the forefront of functions in institutions, as they lead to achieving harmony and balance between all elements of the administrative process, in addition to the remarkable success achieved by this department in institutions, and proving the efficiency of its employees in helping institutions overcome hardships, by placing the foundations of the institution in their correct places, which ensures achieving balance in the work institution.

Who Should Attend?

• All administrative and supervisory leaders in government and private sectors.
• Employees, supervisors and managers of human resources departments and administrations.
• Employees, supervisors and managers of administrative development departments and administrations.
• Employees, supervisors and managers in administrative affairs departments and administrations.
• Employees, supervisors and managers in personnel affairs departments and administrations.
• Employees, supervisors and managers of workforce planning departments and administrations.
• Consultants in training, human resources and institutional development.
• Graduates and those interested in this field.

Knowledge and Benefits:

After completing the program, participants will be able to master the following:

• Working to achieve the greatest possible production efficiency, by planning the organization's needs for human resources in terms of quantity and quality through the use of scientific methods in general and statistical and mathematical methods in particular.
• Increasing the level of human element performance, by focusing on increasing individuals' ability to work and increasing their desire to perform work, by developing their capabilities through training and providing the appropriate work environment materially and psychologically.
• Raising the level of loyalty and belonging, by establishing a fair structure for wages and incentives and clear policies for promotion, and paying attention to human relations and working to support them from time to time. Working to establish an objective system for measuring and evaluating the performance of employees, so that this ensures that everyone is given his due right, whether in promotion, rewards, exceptional allowances, or material and moral incentives.

• Strategic Planning for Human Resource Management

  • Tools used in the strategic planning process for human resources (HRSTs).
  • Analytical models in the strategic planning process for human resources.
  • Strategic planning for employees' career paths.
  • Artificial intelligence software to improve human resource planning.

• Job Analysis

  • The necessity of job analysis for companies.
  • Total and partial job analysis.
  • Effective tools for job analysis.
  • Using predictive models to forecast recruitment needs.
  • Data analysis tools that support strategic models.

• Recruitment

  • Recruitment as a fundamental process in human resource management.
  • Sources for recruiting the workforce.
  • The role of effective talent attraction in achieving profitability and reducing costs.

• Interviews

  • Types of job interviews.
  • Methods used in managing job interviews.
  • The role of the HR manager in ensuring successful job interviews.
  • Stages and procedures of job interviews.

• Employment Tests

  • Types of employment tests.
  • Characteristics of an effective employment test.
  • The role of employment tests as an effective tool in recruitment processes.

• Training and Development

  • The difference between training and development.
  • Identifying training needs within a company.
  • The role of HR in selecting training packages.
  • Designing an effective training program.
  • Procedures for implementing an effective training program.

• Employee Performance Evaluation

  • The concept of performance evaluation.
  • The relationship between performance evaluation and performance management.
  • Methods and techniques for evaluating employee performance.

• Motivation and Compensation (Allowances)

  • Methods of employee motivation.
  • Types of compensation (allowances).
  • Fairness in the allocation of employee allowances.
  • Competitiveness of allowances and benefits.

• Salary Scale (Wage Structure)

  • Designing the salary scale.
  • Fairness in the salary scale.
  • Evaluating employee salaries.