Picture a company where every department — sales, finance, operations — relies on one team to supply it with the right talent, develop that talent, and keep it motivated. That's the daily reality of Human Resources: an interesting, high-stakes function that every level of the organisation depends on, because companies increasingly treat their people as a productive asset worth investing in, not simply a cost to manage.

This training course from the Arab British Fellowship Training Academy equips participants to identify workforce gaps, coordinate HR activities with other departments, and evaluate HR systems end-to-end — from staffing plans to compensation and workforce retention.

Course Objectives

• Identify and analyse the type of work required when planning HR needs, and analyse labour market surplus and shortage, both quantitative and qualitative.
• Define and distribute HR's core activities, and coordinate HR functions with other departments in the company.
• Solve common problems and challenges facing HR departments.
• Evaluate HR systems, objectives, procedures and performance rates, including workforce maintenance and compensation.

Target Audience

• All HR staff, from senior leadership to department managers and administrative assistants.
• Job design, analysis and career development specialists.
• Graduates and anyone interested in the HR field.

Module 1: HR as a Strategic Partner

• How HR strategy integrates with the organisation's vision and objectives.
• The working relationship between HR and other departments, and how oversight is maintained.
• Leadership skills required to run an effective HR function.

Module 2: The Core HR Toolkit

• The seven essential HR functions: planning, job analysis and design, recruitment, and beyond.
• The administrative process behind day-to-day HR management.

Module 3: Recruitment and Selection

• Attraction versus selection: defining requirements and attracting qualified candidates, including modern outsourcing trends.
• Types and reliability of assessment methods, interview formats, and competency-based interview structuring.
• Making the final selection decision.

Module 4: Training, Development and Performance

• Identifying training needs, designing and delivering programmes, and evaluating their effectiveness against international standards.
• The performance management cycle and its core components, versus traditional performance appraisal.
• Management by objectives, competency-based performance systems, and talent management and succession planning.

Module 5: Compensation and Benefits

• Job analysis as the foundation of compensation, and the core components of pay and benefits.
• Building a comprehensive compensation system, including job evaluation for internal equity and salary surveys for external competitiveness.
• Key forces that influence compensation and benefits decisions.