Arab British Fellowship Training Academy offers a course on the main functions of human resources management, aimed at senior managers and officials seeking to develop and strengthen the HR function within their organizations. The course covers the definition of human resources and its related concepts, the key functions of the HR department, and its main sub-divisions, along with how to select, receive, and successfully integrate new employees into their roles and the organization's culture.

Participants will also learn how to build a learning, training, and development environment, and how to identify and cultivate talent. The course covers learning, training, and development requirements, recruitment, effective performance, and HR specializations, along with emotional intelligence, body language, and strong negotiation skills.

Objectives of the Main Functions of Human Resources Management Course:

• Develop effective human resources and organizational development strategies and create a learning, training and development culture.
• Uncover a range of HR specializations including development, managerial performance and effective recruitment strategies.
• Plan and manage the analysis of learning, training and development requirements.
• Identify talent, manage it, and support employees in planning their careers.
• Increase the impact of verbal communication in multiple, complex situations.
• Strengthen confidence and assertiveness skills and the ability to positively influence people.
• Apply neuro-linguistic programming and emotional intelligence to self-development.
• Increase return on investment.

Target Audience for the Main Functions of Human Resources Management Course:

• Senior managers and officials responsible for the HR strategy that brings together organizational development, learning, training and development, and implementing these policies and procedures in line with business objectives.
• Senior managers and officials who wish to update or further develop their skills.
• Executive managers who wish to gain a deeper understanding of strategic human resources, organizational development, people management and development issues.
• Senior managers who wish to develop their confidence, assertiveness and influencing skills.
• Administrative staff who wish to acquire training methods and similar skills.

Effective Human Resources

• Business and HR strategies
• The key roles and specializations related to the HR function
• Drivers for strategic change and how this process is managed
• Influencing skills in human resources management
• Analyzing your HR strategy using models such as the SWOT analysis model and the PESTLE (general external environment) analysis model

Effective Development

• Business, human resources, organizational development, and learning, training and development strategies, including employee tracking
• The changing role of the trainer within a learning, training and development environment
• Determining the scope of learning, training and development interventions
• Measuring return on investment
• Using human resources, organizational development, and learning, training and development to manage business risk and create competitive advantage

Performance Management Effectiveness

• Introduction to performance management
• HR processes that facilitate performance management
• Collective and individual organizational objectives, performance and continuous development
• The benefits of building a learning, training and development organization
• Establishing an effective performance appraisal system

Effective Recruitment

• Building a strategic and operational business case for recruitment
• Appointing employees from within your organization
• The recruitment model (sourcing, interviewing, assessment, selection)
• A recruitment plan to attract the best candidates
• Measuring return on investment

HR Specializations

• Labor law
• Developing and implementing HR policies and procedures
• Employee integration and communication
• Rewards and benefits
• Diversity and inclusion

Analysis of Learning, Training and Development Requirements

• Introduction to analyzing learning, training and development requirements
• Conducting a skills-gap analysis and reviewing the various methods for gathering useful information
• Delivering training, or where that is not appropriate, providing the most suitable response
• Evaluating the scope of learning, training and development interventions in light of requirements analysis

Talent Management

• Defining talent and how to manage it, along with capability, performance and skills
• The business case for, and impact of, a talent management program
• The talent management cycle and process
• Development model approaches
• Leadership skills and talent management

Career Planning

• Effective development and career planning
• Identifying behaviors that limit work and how to reduce them
• Acquiring knowledge management
• Implementing succession planning
• Addressing work-life balance issues

Creating a Personal Development Plan

• Reviewing your career path using models such as the SWOT analysis model and the PESTLE (general external environment) analysis model
• Creating a personal development plan
• Continuing professional development
• Personal development plans and continuing professional development

Negotiation Skills

• Preparing in advance for all the points to be negotiated
• The methods and skills of a good negotiator
• The tricks people may use to play on you
• Reaching an outcome that is fair to everyone

Influencing Skills

• Analyzing the factors that influence people
• How you can influence people without using force or authority
• Chairing and participating in productive meetings
• Finding common ground to reach an agreement

Assertiveness

• The features and skills of assertiveness
• Dealing confidently with difficult personalities
• Feedback and receiving constructive criticism
• Responding appropriately to aggressive, assertive and passive behavior

Introduction to Neuro-Linguistic Programming (NLP)

• What is neuro-linguistic programming?
• How neuro-linguistic programming works
• NLP for self-management and self-development
• Applying NLP to enhance organizational, team and individual performance

Emotional Intelligence and Body Language

• The core principles and features of emotional intelligence
• Applying emotional intelligence to the development of self, groups and individuals, and to responding to circumstances
• Sending the right messages through non-verbal communication
• Interpreting other people's body-language signals and cues