Course Overview

Through the program you will gain an understanding of what is currently being thought about and what is happening in the field of human resources. In this course, you will learn how to forecast staffing needs and ensure that each business unit/department is adequately staffed by working with the Head of Departments (HOD) and business management.

Moreover, this program will ensure to develop your knowledge on how human resource functions can support the businesses in matching the industry standard with the right hires and the number of people required at the right time to match the industry standards.

Who should attend?

• Human Resources

• HR Manager

• HR Professionals

• HR Executives

• Human Capital

• Talent Acquisition Professionals

• Recruiters

• Human Resource (HR) Leaders

• People Operations Professionals

• People Ops Professionals

• Entry-level HR Professionals

• MBA Interns

• Management Interns

Knowledge and Benefits:

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

• Knowledge of the concept of human resources management.

• Know the skills required in human resource managers.

• The relationship of human resources to the rest of the company's departments and

the organization of the relationship between the human resources department and management.

• The importance of human resources development and attention as an effective raw material to improve the institution and achieve quality.

• Investing human resources effectively.

• Ability to measure the efficiency of the employee and know the rate of absence

and productivity, and study CVs and provide a distinct workforce and the ability to reduce expenses in the wages of workers.

Course Content

• Understand the concept of human resources responsibilities

• Ability to choose the right person for the right place.

• Identify and develop tests to pass the job and identify interview questions.

• Determine the employee's competency assessment points in the personal interview

in terms of style, appearance, and language

• Determination of wages and salaries

• Identify incentives, monthly bonuses, and annual bonuses

• Determine the need for training courses for human resources development.

• 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.

• Providing coordination and support services.

• Analytical models in the strategic planning process for human resources.

• Determining the characteristics of the work and its impact on the company's

workforce.

• Effective means of job analysis and job description from practical experiences in

international companies.

• Define manpower planning and its importance

o Its relation to the strategic vision of the business

o The link between manpower planning and other HR processes

o KPI’s (key performance indicators) of manpower planning

• Analysis of manpower planning

o Forecasting human resource needs as per the vision, long-term goals, midterm,

and short-term goals of the corporate

o Techniques of manpower planning and replacement charts

o Collecting the requirements of manpower for various projects in different

departments

o Preparing an inventory, and taking a stock of actual number and skills of

resources

o Analysis of the current and future external and internal factors impacting

manpower planning

o Roles and responsibilities

• Formulation of the workforce as planned

o Filling the workforce gap

o Strategic issues to consider while filling the gaps

o The process

• Monitoring and evaluation

o Process integration

o Methods and means of gathering feedback

o Process Audit

• Using manpower planning to support management decisions of promotions,

transfer, succession, and development planning, etc.

• Ensuring regular inflow of talent

• Measuring the effectiveness and efficiency of the staffing process

• Regular review and analysis of the demand and supply gap in the manpower

• Evaluating other staffing options