September 25 2019 HUMAN RESOURCES KPIS: BENCHMARKING HR PERFORMANCE 0 Key Result Areas (KRAs), KPIs and targets Goals, objectives and targetsThe link between strategy and performanceFrom KRAs to KPIs, targets and balanced scorecardThe cascading of objectivesSMART objectives Measures and KPIs The importance of measuringMeasures, metrics and KPIs: the main differencesCharacteristics of SMART KPIsTypes of KPIsCommon mistakes when using KPIs Organizational KPIs Organizational appeal and reputationSalary competitivenessHuman value addedCareer growthAbsenteeism rates and absenteeism costEmployee morale Financial KPIs Return on human capitalLabor costCost per hireCost per traineeOpportunity costSupervisory ratiosCost to superviseCompensation and benefits Process KPIs Measuring efficiency of recruitment and selectionMeasuring effectiveness of hiringUsing Hurdles Per Hire (HPH) to reduce the use of \’wasta\’ in selectionUsing aggregate yield ratios and selection ratesMeasuring effectiveness of appraisal systems Employee turnover Voluntary versus involuntary turnoverTurnover versus attrition (gross and net turnover)Identifying turnover metricsIdentifying turnover costsAnalyzing and interpreting turnover dataHealthy versus unhealthy turnover: when is turnover good for the organization? Creating and implementing the HR scorecard The balanced scorecard as a strategic tool: linking people, strategy and performanceCreating the HR scorecardReporting HR to top management
September 25 2019 HR SKILLS FOR NON-HR PROFESSIONALS 0 Getting the right people What HR is really aboutHuman Resources Development and EvolutionHR: towards a modern definitionAlly with HR departmentThe HR functions of managersWorkforce planningAttracting the right talent through referralsInterviewing skills for line managersBuilding a job profilePreparing technical assessments Welcoming a new family member Onboarding – job orientationDoes induction mean orientation or is there a difference?Benefits of induction and orientation program to employees and organizationsFirst day on the jobInduction contentRole and responsibility of the new employee’s manager during the first few daysValues, culture and code of conductEvaluating effectiveness of on-boarding Performance management Definition of performance managementOverview of the annual performance cycleMistakes in performance managementEmployee assessment best practices360 degree versus 180 degreeCoaching, counseling and mentoring Training and development Why Identify Needs?Identifying training needsCareer developmentThe career development process and links with HRSuccession planningBuilding a personal development planLearning stylesOn the job trainingEvaluating training effectiveness Handling employee complaints Employee moralThe definition of a grievanceGrievances versus complaintsThe grievance handling proceduresYour role before, during and after the exit interviewAnalyzing turnoverHealthy versus unhealthy turnover
September 25 2019 HR ADMINISTRATION SKILLS 0 The HR administrator in organizations Major roles and responsibilities of HR administratorsA look at the HR administrator’s job descriptionThe HR administrator’s position within the HR departmentProfessional qualifications as a competitive advantageCompetencies of successful administratorsTechnical competenciesBehavioral competenciesAssessing and developing your competenciesThe evolving role of the HR administratorCertifications for administrators Introduction to organizational structures Definition and purposeTypes of organizational structuresAdvantages and disadvantages of various structuresExamples of structures for a number of organizationsTools used to draw organizational structuresWorkshop: using Microsoft visio in drawing organizational structures Working with Human Resources Information Systems (HRIS) The evolution of HRISFunctions and features of HR systemsDetermining business requirementsDeveloping assessment criteria to be used for evaluating different systemsAssessing and evaluating existing HR systemsWorkshop: live demonstration and practice using an HRIS HR measurements and reporting Research terms and techniquesFrequently used HR metricsCalculating HR metricsRecruitment metricsRetention metricsCompensation and Benefits metricsTraining and development metricsReporting methods and examples: charts and graphsWorkshop: developing HR reports using bar charts, pie charts and line charts Employee documentation and record keeping Purpose and objective of record keepingEmployee files: legal documents to maintainDeveloping an orientation package: documents to provide to new hiresPolicies, procedures and work rulesDeveloping an organization’s employee handbookPurpose of the handbookSections of the handbookthe process of developing handbookWorkshop: draft of employee handbook
September 25 2019 FINANCE AND BUSINESS INTELLIGENCE FOR HR PROFESSIONALS 1 HR and the language of business The exact meaning of ‘HR as business partner’The modern HR competency frameworkThe meaning of financial intelligence and business acumenThe four skills of financial intelligencePrescriptive and predictive HR analyticsUsing HR lagging and leading indicators for effective decision makingLagging indicatorsLeading indicatorsManaging tomorrow, today Cracking the income statement and balance sheet codes Balance sheet basicsAssets and liabilitiesThe balance sheet should balanceThe income statement made simpleRevenueCosts and expensesTotal fixed costTotal variable costTotal costBreakeven output/revenue and cost of employeesThe income statement affects the balance sheetVariances and percent calculationsEmployees as assets Cash matters Profit is not cashCash flow languageCash connects with everything elseCompensation and bonus plans Ratio analysis Analyzing ratiosProfitability ratiosGross profit margin percentageOperating profit margin percentageNet profit margin percentageReturn on assetsReturn on equityLiquidity ratiosCurrent ratioQuick ratioEfficiency ratiosRevenue per employeeTotal asset turnoverKey HR ratiosTotal expense per employeeCompensation as a percent of revenueCompensation as a percent of total expensesOpportunity cost of vacant positionsAverage employee productivityCost per hire (at different levels of the company)Benefit cost as a percent of revenue/total expensesEmployee turnoverAbsenteeism rateCost of absenteeismHR department expense as a percent of total expenses The rate of Return on Investment (ROI) Human resources vs. human capitalAll about the ROICalculating the ROICapital expenditures analysisROI of outsourcingThe Return on Learning (ROL)The Return on Human Capital (RoHC) The financially intelligent HR department Putting it all together; financial acumen, transparency and performanceFinancially intelligent managers and business healthFinancial intelligence and employee involvement and engagementCulture of financial transparency and intelligenceStrategies for building HR financial and business acumen
September 25 2019 EXCEL SKILLS FOR HR AND ADMIN PROFESSIONALS 0 HR reports Listing reports with custom viewsPreparing reports using pivot tablesConsolidation of data Cells and name ranges Creating name ranges for dataUsing name ranges for values calculationsCreating names from selection commandCreating a 3-D formulaUpdating name rangesEditing name ranges HR data formatting Formatting numbersFormatting datesConditional formattingAvoiding duplication of employee recordsData bars for performance appraisalIcon sets for job levelColor scale for employees gradesGreater or less than for earningsBased on a formulaSetting warnings on residency expiry date Automate HR repetitive tasks Creating macros for HR reportsUsing macros for monthly reportsSaving macros in personnel macros workbookAssigning macros to quick access toolbar Data calculations Date and time functions for attendanceWorking daysYears of service Logical and statistical functions Employee pay increase and bonus (paste special)Implement HR policiesStatistical functions for HR dataSumif / sumifs / count / countif / countifs / subtotalAverage / averageif / averageifs Lookup functions Vlookup and hlookupApproximate and exact matchIndex and match functions Creating masters with data validation Employee status, locations and gradesEmployee designations, nationalities and departmentsDate and number validationCustom validation Leave records and calculations Is the employee eligible for leave or bonus? If functionAccrued leaveLeave taken recordsLeave balance Payroll and benefits Payroll sheet and salary slipsUsing attendance data to calculate payroll End of service calculations Computing gratuityComputing cashable leave HR charts and graphs Speedometer chartPerformance against rangeSpinner Comprehensive exercises Calculating gratuitySalary increment calculatorPerformance review scores
September 25 2019 CERTIFIED TALENT MANAGEMENT PROFESSIONAL 0 How do companies define talent? Rationale behind talent managementThe differentiation approachThe inclusive approachCurrent challenges of talent management systemsHolistic and integrated talent management approach Guiding principles of talent management system Strategy alignment Implications on talent management systemAnalysis of internal organizational environmentStrategy mapsStrategic objectivesSelection criteria The language of competenciesValidity of assessment toolsCareer development conceptsInternal consistency Reliability of performance management systemCompensation differentiationCultural fit and the importance of diversity Talent management system first pillar: performance management scheme Quantitative vs qualitative performance management systems Differentiation between performance and potential Defining potentialValue system approachCompetency based approachIntegrated approach Talent management system second pillar: talent review Identification and validation criteria Assessing proficiency, ability, drivers and personalityAssessment frameworks Assessment and development centers Talent management system third pillar: The talent management program Stages of career development (HRCI resources)Integrated development and training approachStakeholders; the role of talents, management and HRTracking progressCoaching talentsSuccession planning charts Organizational readiness and the way ahead Assessing the readiness level of your organizationImplications on HR department and processesTalent acquisition branding and value propositionOn-boarding processRetention strategiesLearning and DevelopmentCreating a talent management strategy
September 25 2019 CERTIFICATE IN COMPETENCY DEVELOPMENT AND IMPLEMENTATION 0 Human Resources Management (HRM) Definitions and objectives of HRMThe main functions in HRExamples of HR organization chartsRecruitment and selection cycleTraining and development cyclePerformance management cycleCompensation and benefits cycle Competencies: history and definitions History of competenciesOrigins and definitionsComponents of competenciesDifferences between knowledge, skills and competenciesThe iceberg modelCompetence versus competency Competency frameworks and models Types of competenciesStandard levels of competenceThe use of behavioral indicatorsBehavioral versus performance indicatorsLevel customization of behavioral indicatorsCompetency job profiles versus job descriptionsCompetency job profiles and personal profilesCompetency gap analysis Competency analysis Extracting competencies from strategic plansIntroduction to HR strategiesVision and mission statementsCritical success factorsKey result areasCore competenciesCore values Competency based selection Defining job requirementsDesigning competency based interviewsConducting competency based interviewsCompetency based selection Competencies in training and development Classical Training Needs Analysis (TNA)Competency based TNAsCompetencies in succession planning Competency based appraisal systems Advantages and disadvantagesTranslating personal competence to an appraisal ratingThe main formula used
September 25 2019 CERTIFICATE IN HUMAN CAPITAL PLANNING 0 The HC plan HC plan definitionBusiness plan vs. HC planThe relation between a business plan and an HC planGuidelines for drafting an HC plan HC plan components Understanding the business visionUnderstanding the business missionBusiness goalsStrategic objectivesHR SWOT analysisOther HR elementsUnderstanding what an executive summary should include From business strategic objectives to HR strategic objectives HR strategic objectivesHR implications and actionsInitiatives of the HC planHR implicationsHR themeAction planChampioning the action planTime frameCostsKPIsReviews HR elements Culture and valuesOrganizational structure changesHuman capitalSuccession planningBuilding a bench strengthMotivation and retentionTraining and developmentOrganizational development and effectiveness Additional HC plan considerations Quarterly reviewsEvaluation of the HC planOperating environmentProducing an executive summaryHR plan draft (actual)Fine-tuning the HC plan
September 25 2019 COMPENSATION AND BENEFITS 0 Managing compensation: an overview Compensation objectivesComponents and factors affecting compensationEffective compensation management system Job analysis and job descriptions The need for job descriptionsPrincipal approaches to job analysisCarrying out the job analysis processConducting a proper job analysis interviewWriting job descriptionsPractical applications Job evaluation Defining \’job evaluation\’Job evaluation methodsThe Hay system: an overviewJob evaluation guidelinesSources of errorPractical job evaluation applications Compensation systems Main compensation policiesFactors affecting pay levelsPaying for competenceBasic salary structuresSalary structure designThe right number of gradesSpread and progressionBuilding a salary structure Allowances and benefits Allowances as part of total payPurpose of allowancesNature of work allowancesNon nature of work allowancesRegional practicesUnderstanding benefitsDefinition and purpose of benefitsCategories of benefitsRegional practicesManaging an effective benefits programMain features of a long term benefit planConducting a benefits package assessment Introduction to compensation surveys Purpose of surveysDesigning and carrying out a compensation surveyCompensation survey reports
September 25 2019 E-HR: MODERN TRENDS AND APPLICATIONS 0 Introducing e-HR HR development and evolutionNew technologies for HREvaluating technologies before adopting themThe new technological challenges facing HRThe digital transformation of HRLeveraging the digital megatrends to transform HR HR Digital Strategy The framework of an HR digital strategyCommunicating the digital strategyHow digitalization drives effective decision makingImproving communication and administrative work HR recruitment and selection New selection methodologiesNew trends in recruitmentThe use of technology in assessing competenceImproving the organizational brand through e-recruitmentHow to control and filter for best fit Employees relations Managing a multigenerational workplaceKeeping HR aligned with the modern workplaceControlling social media at workplaceSocial media Internal and external risksDeveloping a networking policySocial media pros and cons HR systems Importance of accurate dataUnified and interactive platformsUsing technology for more efficiency and productivityThe pros and cons of HR systems Learning and development How talent has gone digitalThe role of simulations and games in boosting learning and developmente-learning and its various applicationsThe impact of social media on learning and developmentDigital learning assessment Performance management Closing the talent gap fasterEnhancing the accuracy of performance assessmentSystematic performance management acceptabilityNew assessment methodologies Digitalization as a strategic partner HR metrics and measurementsBig data concepts and usesHR and cloud managementA roadmap for solid HR digitalization processes