A company's people strategy touches almost everything else it does, from who gets hired to how disputes get resolved on the shop floor. The HR Management Functions and Influencing Skills Training Course from the Arab British Fellowship Training Academy is built for senior managers and officials who want to strengthen the HR function inside their own organizations, starting with what HR actually means, its core departmental roles, and how new hires get selected, welcomed, and integrated into the company's culture.

The course then moves into the people side of the role: building a learning and development culture, spotting and growing talent, and mastering the practical skills — emotional intelligence, reading body language, negotiating well — that make HR leaders effective in the room, not just on paper.

Course Objectives

By the end of this course, participants will be able to:

• Develop effective HR strategies, drive organizational development, and build a learning and training culture.
• Map out HR specializations, from development and performance management to effective recruitment strategy.
• Plan and manage a learning, training, and development needs analysis, identify talent, and support employees' career planning.
• Strengthen verbal communication under complex conditions, build confidence and assertiveness, and influence people positively.
• Apply neuro-linguistic programming and emotional intelligence to personal development, and increase return on investment.

Who Should Attend

• Senior managers and officials responsible for HR strategy that combines organizational development with learning, training, and implementation aligned to business goals.
• Senior managers and officials looking to update or further develop their skills.
• Executive managers seeking a deeper understanding of strategic HR, organizational development, and people management.
• Senior managers who want to build their confidence, assertiveness, and influencing skills.
• Administrative staff interested in acquiring new training methods.

Module 1: The Modern HR Function

• What human resources means today, and the concepts tied to it.
• The department's core functions and how its sub-divisions fit together.

Module 2: Recruitment and Onboarding

• Building a strategic and operational case for recruitment, including hiring from within the organization.
• The recruitment model: sourcing, interviewing, assessment, and selection.
• Designing a recruitment plan that attracts the best candidates, and measuring its return on investment.
• Selecting, receiving, and integrating new hires into their roles and the organization's culture.

Module 3: HR Strategy and Managing Change

• Core HR strategies, roles, and areas of specialization.
• What drives strategic change, and how to manage that process.
• Reading your HR strategy with tools such as SWOT and PESTLE analysis.

Module 4: Managing and Measuring Performance

• Defining performance management and the HR processes that support it.
• Setting organizational, team, and individual goals for continuous development.
• The value of building a learning organization, and how to design an effective appraisal system.

Module 5: Learning and Development, Backed by Needs Analysis

• Aligning business, HR, and organizational development strategies with learning and training, including employee tracking.
• How the trainer's role shifts inside a learning-driven environment.
• Running a skills-gap analysis and gathering the information it depends on.
• Deciding whether training — or another response — best fits the need, then scoping the intervention and measuring its ROI.

Module 6: Talent, Career, and Personal Development

• Defining talent, and the abilities, performance, and skills that come with managing it.
• The business case for a talent management program, its impact, and the talent management cycle.
• Career planning, reducing behaviors that limit progress, succession planning, and work-life balance.
• Reviewing your own career path and building a personal development plan for continuous professional growth.

Module 7: HR Specialist Areas

• Labor law essentials for HR practitioners.
• Developing and implementing HR policies and procedures.
• Employee integration, internal communication, rewards and benefits, and diversity and inclusion.

Module 8: Negotiation and Influence

• Preparing thoroughly before entering any negotiation.
• The techniques good negotiators use, and the tricks others may use against you, aiming for a win-win outcome.
• What actually influences people, and how to lead them without relying on power or authority.
• Chairing productive meetings and finding common ground to reach agreement.

Module 9: Assertiveness, NLP, and Emotional Intelligence

• The features and skills of assertiveness, and handling difficult personalities with confidence.
• Giving and receiving feedback, including constructive criticism, and responding appropriately to different behavior styles.
• What neuro-linguistic programming (NLP) is, how it works, and how to apply it to self-management and team performance.
• The principles of emotional intelligence, and reading body language and non-verbal cues accurately.