The wealth of human resources of the pillars upon which the developed countries for economic revival, in spite of oil and energy as the main sources of any economic revival in the past! However, the modern economic science all indicate that the wealth of the population is the real wealth which depend upon the development of any state in the future. 

Many studies pointed out earlier, that the machine will be resolved in the future, replace labor and human resources, but recent studies indicate beyond any doubt, that human resources are the first pillar of any economic development, it is indispensable to any institution of any kind for any area of the track, the human wealth. 

We are not talking here about the staff members only! We are talking about the entire enterprise! Starting from the governing council, and even the smallest workers! Although the km huge technology has swept the world of institutions at all levels, however, the need for human resources started to increase on the contrary. 

From the foregoing, we can conclude that the knowledge of Human Resources Management, is the science that could promote the economy of any country, or any other institution, without the need for oil and energy resources, but only based on the wealth of the population of this country, or human resources of that institution. 

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 

How attendees will benefit? 

After completion of the programme, delegates will be able to know: 

• Differentiate the fundamental characteristics of people, with particular regard to such factors as culture, gender, ethnicity, personality, attitudes, and motivation, and assess the implications of such differences for the purposes of effective human resource management. 
•  Clarify the mechanisms for individual and organisational learning, including ways of enhancing the effectiveness of deliberate learning processes and of overcoming the barriers to productive learning, again with a focus on the significance of learning from the viewpoint of enhancing organisational effectiveness.  
• Recognise the significance of the emergent “psychological contract” in terms of new employer expectations about “added value”, employability, and the factors which will continue to influence the nature of employment in the vast majority of organisations.  
• Apply alternative systems of flexible working to meet fluctuating corporate needs. 
• Accept the obligations of ethicality in governing the actions of managers, employees, and corporate entities.  
• Acknowledge the differences between “management” and “leadership” against a background in which organisations are moving from a focus on compliance to a desire for commitment, and recommend the installation of appropriate mechanisms for generating employee commitment in all types of corporate setting. 

• Module one: A History of Human Resources 
• A Brief History 
• What is Human Resources Today? 
• Module two: The Interview Process 
• The General Format 
• Types of Questions 
• Do’s and Don’ts 
• Module three: Employee Orientation 
• The Orientation Process 
• The Role of Management and the Role of Human Resources 
• Tips and Tricks 
• Module Four: Following Up with New Employees 
• Daily Checklist for the First Week 
• Following Up at the End of the Week 
• Weeks and Months Later 
• Module Five: Workplace Safety 
• Understanding Your Role and Responsibilities 
• Understanding Local Rules 
• Understanding Industry-Specific Rules 
• Module Six: Dealing with Harassment And Discrimination 
• Defining Harassment 
• Types of Workplace Discrimination 
• A Manager’s Responsibility 
• An Employer’s Responsibility 
• Module Seven: Workplace Violence 
• Defining Violence 
• A Manager’s Responsibility 
• An Employer’s Responsibility 
• Module Eghit: Managing Employee Performance 
• Choosing the Time and Place For Feedback 
• Types of Employee Appraisals 
• Using the Feedback Sandwich 
• Encouraging Growth and Development 
• Module Nine: Disciplining Employees 
• Understanding Your Role 
• Understanding Your Choices 
• Having the Meeting 
• Following Up 
• Module Ten: Terminating Employees 
• Documenting Events 
• Preparing for the Decision 
• Making the Decision 
• Communicating the Decision 
• Module Eleven: Wrapping Up 
• Words from the Wise 
• Review of Parking Lot 
• Lessons Learned 
• Completion of Action Plans and Evaluations