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Recruitment

 

HR Knowledge for Non-Human Resources Professionals Course

Starts: 15th Jan, 2020

Location: 5/7 Alade Lawal Street, opposite Anthony Police Station, Anthony Village

Summary

This is a course that details for Managers who are not HR professionals significant HR issues that would mostly engage them in the course of their normal duties. It covers key aspects of: Recruitment, onboarding and deployment of staff Performance Employment conditions and policies Career development and succession planning Grievance and discipline handling Dimensions of employee relations management. The course will make managers appreciate the central significance of Human Resources management and their own roles as people managers. They will be exposed to: The skills for successful selection interviewing Managing the on-boarding process Management of the performance management process Training, employee development and reward systems Coaching and mentoring skills. Course Contents Day One Introduction to HR Deliverables The need for an integrated approach to Human Resources management HR Strategic Plan Organisation Structure Manpower Planning Job Profiling Recruitment Policy Staff Induction Staff Deployment Training and Development Performance Management Succession Planning Employment Laws Employee Records Management Exit and Separation Understanding the HR Management Approach Establishing business need Defining deliverables and activities Defining high level organisation structure Documenting HR policies and procedures. Day Two Managers Competence for HR Processes Focusing employees on business objectives Defining and managing competencies Interviewing and selection (internal and external) Placement and assignment Training, knowledge sharing and development Performance management system Compensation and benefits Management of employee career Succession planning Employee exiting procedures. Employment Policies and Conditions of Service Employment Classifications Permanent Temporary Expatriate Spouse Employment Policy Management Process for Employees Performance. Day Three Employee Relations A brief on Nigeria's Employment Laws Associations and Unions management Employee grievance handling Discipline procedures Internal communications External communications Conflict of interests Political activities. Contact Person: Mr Abiodun Toki 08033019120

Job Evaluation and Reward Management Training

Starts: 21st Sep, 2019

Location: LCL Coaches Consultants Office

Summary

The program for this Job Evaluation and Reward Management Training is as outline below Day One An Introduction to the Context of Job Analysis and Job Evaluation The Corporate Environment The HR Role and Line Management Responsibilities Motivation in Theory and Practice Engagement, Job Satisfaction and Commitment Why Pay Matters? – compensation and the war for talent The Need for Job Analysis and Evaluation The Role of the Job Analyst Job Analysis Techniques An Introduction to Job Analysis An Introduction to Job Evaluation The Use of Behavioural Competencies Compare Various Techniques to Analyse Specific Jobs Selecting Benchmark Jobs Collecting, Recording and Analysing Information The Job Analysis Interview Completing the Job Profile Document Day Two Types of Schemes for Evaluation Definition and Uses of Job Evaluation Examine Different Methodologies Analytical and Non-analytical Schemes Points Rating and Factor Comparison Job Ranking Internal / External Benchmarking or Job Matching Job Classification Assessing Evaluation Schemes Implementation and Operational Considerations Explore the Links between Job Analysis, Evaluation and Design Design and Operational Guidelines Grade Structure Guidelines Implementation Framework Options for Implementation - full or staged Communicating the Results Managing Appeals for Re-grading Day Three Forms of Remuneration Monetary vs. Non-monetary Bonus, TOIL, Enhanced Holiday Entitlement Merit Pay and Incremental Pay Pay Progression Selecting and Training Analysts Review of Success Criteria Call : +234 902 671 3101 Email: admin@lclcoaches.com

Future-ready HR Conference FRHR

Starts: 17th Sep, 2019

Location: Radisson Blu Anchorage Hotel. 1A Ozumba Mbadiwe Avenue, Victoria Island

Summary

Future-Ready HR =The leading practitioner’s conference, powered by the Society for Human Resources Members Forum Nigeria Since 2010, the Future-Ready HR Conference has become a permanent fixture in the events calendars of Human Resource professionals and the industry that supports them. Organized by the Society for Human Resource Management Member Forum in Nigeria, the conference has remained a well attended event year-after-year, and is designed to share best practices amongst senior and growing HR practitioners in Nigeria and across all of Africa. Built from a heritage of being practical, down-to-earth and addressing current HR issues in innovative ways, the current year’s keynotes and sessions continue in this tradition with a line-up of interesting speakers from within and outside the Human Capital Management space. The full day agenda boasts of 6 sessions, one mini-exhibition, and a networking & interactions session for attendees and sponsors. Call us: +234 809 089 6546

Human Resources (HR) Policies and Procedures Documentation and Management Course

Starts: 29th Jul, 2019

Location: LCL Coaches Consultants Office

Summary

Writing human resources policies and procedures is both an art and a science. Historically, human resources departments have resorted to outsourcing this function to professionals who have specialized in this arena. This course will equip you with the knowledge and skills you need to complete this challenging task in-house. If you still decide to outsource this activity, you will benefit from this course by learning how to ensure the policies and procedures produced by the third party are written in the right manner for your organization. Day One Human resources management Towards a modern definition The main functions in HR management Competency-based HR management HR deliverables: a model for multiple roles HR as business partner HR competencies: moving from traditional HR to strategic HR The strategic role of human resources The evolution of HR into a strategic function Steps to building the strategic role of human resources Policies and procedures as the cornerstone in strategizing human resources Day Two Basic writing tips Writing in an impersonal style Organizing paragraphs and sentences Using simple, specific and positive language Using active verbs Applying easy and effective grammatical rules The gunning fox index for writing complexity Human resources policies and procedures Nature and importance of policies and procedures Policies versus procedures Why are HR policies and procedures required? Expressing values in HR policies and procedures Importance of statutory inclusions Formulating HR policies and procedures A partial list of policies Contents and sections of a policy Practical policy writing activities Day Three Development of human resources procedures Defining processes and procedures Differences between processes and procedures Considerations in developing processes and procedures Building your process Use of flowchart symbols Writing detailed procedures to support process maps Main considerations in developing HR procedures The development processes Developing HR procedures – practical application Human Resources Management Systems (HRMS) Introduction and briefing Relating HRMS to policies and procedures The various applications Oracle human resources management system Sap human resources management system Other options

HR Management Conflict Resolution Industrial Relations and Labour Legislation Issues Course

Starts: 16th Jan, 2019

Location: lagos

Summary

This will require knowledge and understanding of the law, policies and principles guiding employment relations in the workplace. This Course will position you to understand better the rights and obligations that arise in employment relationships. This invigorating Training Course is channelled towards enabling participants understand the extant industrial relations laws in order to manage disputes and other challenges that may arise in the workplace environment. Partial List of Content: HR Management and Industrial Relations Labour Relations and Industrial Democracy Conflict in the Workplace Employee and Labour Relations· Dispute Resolution Target Participants Law Firms, Banks and other Financial Institutions, Multi-door Courthouse, In-house Counsel CEOs , Directors and Managing Directors Managers and Supervisors HR Managers, Legal Practitioners ,Company Secretaries ,Trade Union Leaders, Legal officers of Universities and other Tertiary Institutions Director of Administration, Head, Human Resources, Consultancy units in Tertiary Institutions HR, Consultants, HR Managers, and Admin, Union Executives, All President/ Chairmen of Labour Union Trade Congress, Union Executives, and other functions directly related to personnel/Human Resources Matters,

Leading Strategic Human Resources Transformation Course

Starts: 24th Jul, 2019

Location: LCL Coaches Consultants Office

Summary

HR Transformation is about driving the achievement of business results. This course will help delegates deliver more than just basic administration but more on transformation efforts designed to improve HR functionality and services that will align to corporate goals and strategies like quality, productivity, internal and external customer satisfaction. Day One The Meaning and Practice of Strategic HR Understanding strategy Development of Strategic HRM The New HR Models The Business Partner model Shared services and Centres of expertise Steps needed to form an HR strategy Translating Strategy into Business Models Formation of Strategic objectives HR Mission Statement Creation SHRM Metrics Creating a Business Model Business model canvas for SHRM Cost Structures Day Two Practical Strategic Analysis Tools for SHRM Measurement tools – organisational maturity and corporate culture Strategic Analysis Tools SWOT and PESTLE Using 5-Forces Analysis An introduction to Balanced Scorecards Human Resources accounting model Organisational Trends Impacting Organisations Employment trends impacting on HR World business trends affecting HR Leadership and HR Team Working Retention Issues The future of HR Day Three Predictive Trends and Analytics Software for predictive planning and trend analysis A Practical Example of Measurement - Absenteeism HR’s Contribution to Added Value Evaluating the HR Function Personal Action Planning

HR Metrics and Analytics Course

Starts: 16th Jul, 2019

Location: Chartered Institute of Personnel Management of Nigeria Office

Summary

Metrics such as ROI is not just about the investment of money, but also the significant contributions of other resources namely – manpower, material, machinery, method, and minutes (time), deployed to make the organization achieve its goals. Consequently, HR in contemporary time relies on return on investment (ROI) to demonstrate returns on investment for the resources used to provide goods and services. HR practitioners should demonstrate practical data analysis skills and start unlocking the full potential of HR data. In this course you will develop practical and in-demand skills required to implement data-driven HR practices throughout the organization. Senior Management expects HR Practitioner to justify the tangible and intangible return on the investment of all the resources as well as manifest the ability to present this information in a format and language that facilitates quick decision making. Modules: Module 1: Introduction to HR Analytics Module 2: Skills and Competencies in Analytics Module 3: HR data in decision making Module 4: Aligning HR strategies to corporate goals Module 5: Linking Human Resources to ROI Module 6: Defining measurement criteria (effectiveness, efficiency, feasibility, suitability) Module 7: Performance measurement strategies: HR Metrics Module 8: Establishing Analytical Framework Module 9: Presentation Format Module 10: Building the Business Case Learning Outcomes: At the end of the programme, participants will be able to: Identify the roles of HR as change agent, strategic partner, employee champion and administrative expert. Use the basics of HR data to show how HR adds value through analytics List the characteristics of high-quality HR data and relationship to corporate goals Know how to find and collect relevant data, within and outside the organization. Carry out common analysis using simple analytical techniques Recognise some mistakes to avoid when interpreting data, or when assessing reports and interpretations offered by others. Apply HR metrics and analytics to demonstrate the contribution of HR to the business Complete action plan for implementing metrics and analytic

Transformational Leadership Skills for HR and Admin Personnels in Corporate Organization Course

Starts: 16th Jul, 2019

Location: Alpha Partners Professional Training Conference Centre. 200, Muritala Mohammed Way (3rd Floor), Yaba

Summary

Upon completion of this workshop, participants will be able to; Know the differences between Transactional and Transformational Leadership Learn the characteristics of Transformational Leaders Understand the four core strengths of Transformational Leaders Know the behaviours of Transformational Leadership Content Transformational Leadership Transactional vs. Transformational Leadership Transformational 4 I's (Idealised Influence, Inspirational Motivation, Intellectual Simulation and Individualised Attention) Creating the Vision Characteristics of an effective vision Your vision as a leadership tool Communicating your vision Create Holding environment Handling destructive behavioursm Motivating and Empowering Teams Motivate and Empower team for maximum performance Identify what motivates team members and use the information to empower in meeting set goals Give feedback and reward them Positioning team for cross-functional collaboration Developing Others Defining Employee Development Leadership Styles Developing your employees using 70:20:10 Development Approach Change Management Leaders behavior in facilitating change Change as Transition Types of Change 3 Rs to Change Identify and address issues relating to human side of change Strategies to take in helping teams become change-ready Innovation and Creativity Nurturing Creativity in the team What does Innovation mean to you and the team? Why should we be concerned? How we are being influenced by others? What Is in It for Me Story? The Process – Divergence and Convergence For Whom: Human Resources Managers, Admin Managers, Senior Managers, Directors, Admin Officers and others who perform related functions. Training Methodology

Intermediate Skills Level for Human Resources Management Course

Starts: 8th Jul, 2019

Location: 5/7, Alade Lawal Street, Opposite Anthony Police Station, Idi-Iroko, Anthony Village

Summary

The Course Contents for Intermediate Skills Level for Human Resources Management is as follows Day One Roles of the HR Professional Operational and Strategic Partnering and Policing Qualitative and Quantitative Short term and Long term. Recruiting, Selection, Deployment Processes and Employee Life Cycle Personnel requirements and requisition Recruitment procedures and Cycle Interviewing Skills Orientation/Onboarding of new employees Induction Plans Employee deployment and Engagement Employee Life Cycle Exit Management Day Two Personnel Recordkeeping Information to include in employee file Regulatory compliance Payroll Record retention requirements. Personnel Policies Policy Manual Staff Handbook Personnel communication channels. Day Three Compensation and Benefits Researching industry practice Designing a compensation programme Job evaluation Wage grades Payroll management Pay-for-Performance Tax, pension and other statutory compliance. Performance Management Job descriptions Training and competency development Appraisal process. Day Four Welfare Management HMO Canteen Work life Balance Health and Safety Health insurance schemes HSE administration Accident and injury reporting. Day Five Laws Guiding Employment and Labour Relations.

Business Intelligence and Analysis for HR Professionals Course

Starts: 9th Jul, 2019

Location: Chartered Institute of Personnel Management of Nigeria Office

Summary

Business Intelligence and Analysis for HR Professionals

Recruitment, Retention and Talent Management Course

Starts: 25th Nov, 2019

Location: Lagos Learning Centre, 1A Unity Road, Ikeja

Summary

HR plays a pivotal role in both being competitive today and planting the foundations of future growth and success. This makes managing top talent increasingly important as companies want to make the most of their money and get maximum value from their staff. The course has been specifically designed to help you attract, recruit, retain and manage the talent that you need to fulfill your strategic plans. It will address current challenges in recruitment, placement, retention, and talent management. For HR Personnel responsible for recruitment, retention, talent development or training, learning and development.

Advanced Recruitment, Interviewing and Selection Skills Course

Starts: 11th Oct, 2019

Location: The Professional Place: 12B, Olumoroti Street, Gbagada Phase 2, Gbagada

Summary

Pressure on recruitment and selection units in organizations seems to be constant if not increasing with time. More is required with less. More effective and new recruitment channels have become a necessity now that branding techniques and use of technology are no longer a choice. The diversification of commonly used selection methodologies has become essential to improve the reliability of selection decisions and improve the quality of hires. Moreover, performance measures and Key Performance Indicators (KPIs) have become standard in measuring the reliability and effectiveness of recruitment and selection within organizations. This course is designed, and constantly amended, to explore these topics. It is designed from an operational and cultural perspective and is expected to enable participants to build a holistic approach to their activities and introduce system changes. Course Methodology The course is divided into three equal parts covering recruitment, interviewing and selection. Each part explores the trends and best practices associated with the topic in such a way that participants will be able to reflect on, and benchmark, their company's practices. Moreover, almost half of the course will be dedicated to skill-building exercises such as role plays, video presentations, trends reports, and scenario interviews. The course activities are carefully crafted to ensure the transfer of knowledge to skills. Course Objectives By the end of the course, participants will be able to: Plan and execute a professional recruitment campaign by using job profiles to attract the right quantity and quality of job candidates Apply the right measures and KPIs to evaluate the effectiveness of recruitment efforts Explain the various methods for assessing candidates and the validity and reliability of each Create fairness and objectivity by utilizing standards and best practices throughout the various recruitment, interviewing and selection stages Use the data collected from the recruitment and assessment stages to produce meaningful interview reports Target Audience Experienced and senior professionals in the recruitment and selection function as well as senior employees in Human Resources. The course is also very useful for those working in workforce planning and nationalization. Target Competencies Recruitment Assessment and selection Analytical skills Applying expertise Planning and organizing Decision making Course Outline Recruitment plans Defining needs Planning the various stages Roles of line managers and recruitment personnel Capturing and tabulating information Producing recruitment reports Internal recruitment sources External recruitment sources Middle East recruitment trends Candidate assessment Validity and reliability of assessment methods Job fit and organizational fit assessment Assessment centers Reasons interviews are not enough Improving the reliability of interviews Fairness and objectivity issues Why CVs and résumés are unfair Fair interview formats and structures Standardized interview guides Timings and venues Advanced interviewing techniques Importance of information and data capture Separating fact from fiction Avoiding ‘diplomatic’ or ‘politically correct’ answers Probing and funneling Producing interview reports Objective versus subjective reports Translating reports to numbers The use of competency levels in interview reports Post interview steps : offer and regret letters Measuring recruitment efforts Internal versus external recruitment effectiveness Effectiveness and efficiency measures The main KPIs for measuring the recruitment function: Applicant response ratios Qualified application ratios Yield rates Time to fill and time to join Offer acceptance ratio Exit interviews When, how and by whom Format and content Analysis and findings Reporting findings Exit interview sample Call now: 0703 485 4045

Strategic Recruitment, Interviewing and Selection Course

Starts: 16th Sep, 2019

Location: Reenel Associates Office

Summary

Why Attend Pressure on recruitment and selection units in organizations seems to be constant if not increasing with time. More is required with less. More effective and new recruitment channels have become a necessity now that branding techniques and use of technology is no longer a choice. The diversification of commonly used used selection methodologies has become more essential to improve the reliability of selection decisions and improve the quality of hires. Moreover, performance measures and KPIs have become standard in measuring the reliability and effectiveness of recruitment and selection within organizations. This course is designed, and constantly amended, to explore these topics. It is designed from an operational and cultural perspective and is expected to enable participants to build a holistic approach towards their activities and introduce system changes. Target Audience Experienced and senior professionals in the recruitment and selection function as well as senior employees in Human Resources. The course is also very useful for those working in workforce planning and nationalization. Target Competencies Recruitment Assessment and selection Analytical skills Applying expertise Planning and organizing Decision making Course Methodology The course is divided into three equal parts covering recruitment, interviewing and selection. Each part explores the trends and best practices associated with the topic in such a way that participants will be able to reflect on, and benchmark, their company's practices. Moreover, almost half of the course will be dedicated to skill building exercises such as role plays, video presentations, trends reports and scenario interviews. The course activities are carefully crafted to ensure the transfer of knowledge to skills. Course Objectives By the end of the course, participants will be able to: Plan and execute a professional recruitment campaign by using job profiles to attract the right quantity and quality of job candidates Apply the right measures and Key Performance Indicators (KPIs) to evaluate the effectiveness of recruitment efforts Explain the various methods for assessing candidates and the validity and reliability of each Create fairness and objectivity by utilizing standards and best practices throughout the various recruitment, interviewing and selection stages Use the data collected from the recruitment and assessment stages to produce meaningful interview reports Get in touch +234 813 588 0772, +234 805 333 8830

Managing the Recruitment Process Course

Starts: 26th Jul, 2019

Location: GTC Office

Summary

This course focuses on recruitment and selection process. This process is one of the key management tools, doing it right the first time is the essence of this course. It’s not by chance that Microsoft, Apple and Google are all successful - they all have an outstanding recruitment process, which is never compromised. During the cause of this training, delegates will learn the latest techniques covering all the critical part of the process. Not only will they learn -they will also be able to execute it. Who should attend? This course will benefit Department Heads, HR and Training personnel or anyone associated with the Interview/Recruitment process Course Outcome Delegates will gain knowledge and skills to; Understand Recruitment; Separating Fact from Fiction Master the entire process of the interview cycle with the latest techniques Writing an advert to attract “winners not losers” Understanding the Procedure for starting every interview Occupational ability testing - what’s new Ability testing - the DIY approach Interpreting body language Utilize existing information to write recruitment criteria to construct high quality interview questions that are score able Be able to know which personality profiler’s work and more importantly – those that don’t Develop techniques to discover when documents are falsified or when the candidate is not telling the truth Review of interview and individual feedback

Strategic Human Resource Management Workshop

Starts: 6th Aug, 2019

Location: Imperium Consulting Limited

Summary

In an increasingly competitive business space with constantly shifting demographics, cultural differences, and a demanding aging workforce, strategic human resource management skills are essential to an organization’s survival and success Strategic Human Resource Management is an approach that defines how organizational goals are achieved through people - leveraging Human Resource strategies , Integrated HR policies and practices. The primary aim of SHRM is to enable superior business performance on a consistent basis, create a culture that inspires innovation and creativity and ultimately, competitive edge. Human Resources Management (HRM) focuses on HR functions like recruitment, remuneration and equipping employees with knowledge and skills required to succeed within the organization. However, Strategic Human Resource Management takes these responsibilities a step further, by aligning them with vision, mission, values and overall organizational goals The program will cover the following: Definition of strategic human resource management, the difference between Traditional human resource management and Strategic Human Resource Management, Strategic Human Resource planning, strategic Recruitment and selection, strategic performance management, strategic compensation and reward, strategic learning and development, Talent attraction and management, Employee relations and engagement strategies, the evolving role of the Human Resource manager, Trends and predictions for the future SHRM, HR reporting and analytics, competencies required for strategic HR management, Designing and deploying an effective Onboarding intervention . Learning Outcomes At the end of the program participants will: Define strategic Human Resources management , its characteristics and barriers to strategic HR management Differentiate between traditional Human Resources and strategic human resources management Have deeper insight into the evolving role of human resource practitioners and how to position themselves as strategic business partners, lead and manage organizational change successfully, represent employees fairly and handle Administrative responsibilities professionally Be equipped with requisite knowledge and skills to translate business strategy into actionable HR priorities to enable the alignment of HR to organizational goals Understand the benefits and competitive advantage of strategic Human Resource Management Gain insight into trends and predictions about the future of strategic Human Resource Management and how to ensure global relevance for the HR function in their respective organizations Have a broad knowledge of the competencies required for strategic Human Resources Management and conscientiously take necessary steps to bridge identified competency gaps Provide reports and analytics on key HR metrics to enable seamless business decisions Be an integral part of the organizational strategy team and trusted strategic business partners working hand in hand with the C-Suite and functional business leaders Design and rollout effective onboarding interventions across board within their organizations Put together an integrated HR plan that is strategically aligned to the overarching goals of the organization

Recruitment and Selection Best Practices Course

Starts: 18th Jul, 2019

Location: 10, Obokun Street, Off Coker Road, Ilupeju

Summary

Participants will: Plan and conduct interviews professionally Identify and define competency requirements Write brief accurate assessment of candidates to assist management selection decisions Identify candidates with the right skills, talents and abilities. Ask targeted question prevent evasion by candidates Learning Contents Strategic recruitment and selection process Interviewers key responsibilities Competency based selection Using job description and person specification The S. T. A. R. Model Selection criteria Internal vs. External recruitment Interviewing methods The interview plans How to ask targeted questions Taking notes Making and writing assessment Psychometric tests Common mistakes at interviews and how to avoid them Who Should Attend? HR Practitioners and line managers who have responsibility for Talent recruitment and selection.

Strategic HRM and leadership Course

Starts: 4th Mar, 2019

Location: Reenel Associates Office

Summary

The HR function in any modern organization cannot continue to play an implementation role only. It has to present a strategic approach to management in order to truly become a strategic partner in the business. This course will help you learn about the tools and techniques used in drafting and developing HR strategies. It will also equip you with the knowledge and the skill you need to translate such strategies into actions. Furthermore, the course will enable you to link the HR strategy to that of the organization and provide real value-adding HR solutions while presenting them in a language which organizational management understands. Target Audience Human Resources managers and senior professionals, specialists, team leaders, and business partners in the function who seek to broaden their knowledge and improve their skills in the key functions of HR as well as those who are responsible for evaluating HR and its effectiveness in the organization. The course is also suitable for those employees who are targeted for development or promotion within the HR function. Target Competencies Strategic thinking and planning Analyzing Leading and supervising Deciding and initiating action Working with people Relating and networking Persuading and influencing Planning and organizing Achieving goals and objectives Course Methodology This course uses a combination of theory and practical application of course concepts. Participants will engage in simulation exercises combined with round table discussions of real life situations allowing them to gain a strong grip of the knowledge and skills presented in this course. Course Objectives By the end of the course, participants will be able to: List the main cycles in Human Resources (HR) and the critical steps in each Define strategic HR management and draft an HR strategy Explain the vital Key Performance Indicators (KPIs) which should be constantly monitored in HR Assess employee morale and determine a formula for calculating it objectively Differentiate between types of turnover and determine how each should be calculated List the main types of performance management and appraisal rating systems and how and when to use each

Managing HR in The Digital World Course

Starts: 13th May, 2019

Location: Reenel Associates Office

Summary

With technologies evolving every day, the management of HR has become more and more challenging. This course is designed to help professionals in HR optimize their use of today’s technologies in order to maximize value and contribution to the bottom line. By highlighting all the new trends and technologies that affect HR management, the course will assist HR professionals in staying connected with today’s digital world. Target Audience Human Resources managers, Business partners, Team leaders and specialists Target Competencies Working with people Relating and networking Presenting and communicating Planning and organizing Applying expertise and technology Formulating concepts and strategies Course Methodology The course adopts hands-on presentation of latest digital technologies applications in HR, and shares best practices that can improve the productivity of human resources management. Participants will experiment with the newest trends that are affecting human resources management activities and responsibilities. During the course participants will be given the opportunity to apply selected new applications in order to gain practical experience. Course Objectives By the end of the course, participants will be able to: Evaluate new technologies available for today’s HR professionals and decide how and when to adopt them Develop a strategy that will keep human resources aligned with today’s digital world Apply various digital means for the effective recruitment and selection of talent Balance between employees’ digital needs and organizational security policies Distinguish between human resources information systems (HRIS) and interactive platforms Assess digital and social learning and how they contribute to people development Explain performance and feedback systems in light of new assessment methodologies Demonstrate understanding of the concept of digitalization and how it can help HR professionals win a seat as a business partner

HR Expo Africa

Starts: 4th Apr, 2019

Location: Landmark Centre, Ikoyi II

Summary

"Africa's biggest HR conference, Exhibitions & Awards" HR Expo Africa is a broad-based Human Resource platform that attracts a wide spectrum of HR practitioners and other professionals from the private, public and third sectors of from across the world to Its’ vibrant and exciting hub of ideas yearly. It shapes the conversation on human capital development and organizational performance with special focus on new trends and dynamics, the overall objective is to bring to fore the best ideas with the greatest transformative potential to engender sustained productivity.

Guides to Setting up a New HR Department Course

Starts: 5th Aug, 2019

Location: 5/7 Alade Lawal Street, Opposite Divisional Police Station, Off Ikorodu Road, Anthony

Summary

This course provides the information HR officers need to establish a human resource function in new, small and medium size companies or companies opening an HR department for the first time. It treats matters relating to HR policies, guidelines, procedures, records and information. Course Contents Day One Roles of the HR Professional Operational and Strategic Partnering and Policing Qualitative and Quantitative Short term and Long term. Recruiting, Selection and Deployment Manuals and Processes Personnel requirements and requisition manuals Recruitment procedures Orientation/Onboarding of new employees Employee deployment procedure Day Two Personnel Recordkeeping Information to include in employee file Regulatory compliance details Record retention requirements. Personnel Policies Personnel Policy guidelines Staff Handbook details Personnel communication channels Day Three Compensation and Benefits Researching industry practice Designing a compensation programme Job evaluation Wage grades Payroll management Pay-for-Performance Tax, pension and other statutory compliance. Day Four Laws Guiding Employment Employee Welfare Labour Relations Health insurance schemes HSE administration Day Five Performance Management Job descriptions Training and competency development Appraisal process.

Competencies in Human Resources Management Training: Basic Human Resources Management

Starts: 11th Feb, 2019

Location: 5/7 Alade Lawal Street, Opposite Divisional Police Station, Off Ikorodu Road, Anthony

Summary

These Competencies in Human Resources Management: Basic Human Resources Management training courses will address the following Competencies Addressed Ability to adopt a strategic approach in human resources management Ability to integrate human resources management with organization business strategy and goals Ability to attract, manage and retain the best people for organization Ability to raise the profile of human resources functions through making critical contributions to the overall success of the organization. Course Contents Day One What is HR? What CEOs Want From HR HR Management: HR Business Model Driving Forces and Challenges HR Strategic Intent Changing Roles of HR Nature of Human Capital Challenges The Changing mix of the workforce The Changing values of the workforce Changing Demands of Employers An Employee's Lifecycle The HR Manager's Role as a Business Partner: Strategy Partner Change Agent Administrative Expert Employee Champion. Day Two Recruitment and Selection Procedures Training and Development Function HR Information System Management Development of Employee Policy Generic Contents of Staff Handbook. Day Three Performance Management System Rewards Schemes Employee Engagement Day Four Laws Relating to Employment Disciplinary and Grievance Procedure Industrial Relations. Day Five Mentoring and Sponsorship What is Sponsorship? How Sponsorship Works Employee Counselling. Business Acumen for Senior HR Managers Generating Demand for the Business Fulfilling Demand for the Business Strategic Supports for the Business