Human Resources

Dedicated people are the asset that drives all businesses. How they are treated has a direct impact on productivity and longevity. The Human Resources Department has two roles – to protect employees from the organisation, and to protect the organisation from negative elements within the workforce. These Human Resources learning programmes serve to protect the most valuable pert of the business – human capital.

Strategic Human Resources: Earning a Seat At the Table

a three-hour learning session for up to 20 delegates


Human Resources Strategies

Human Resources is supposed to play a strategical role in initiating and driving innovation that increases success and grows the organisation’s profitability. This programme helps you to evaluate your Human Resources role in terms of: finance, business acumen, development, and use of metrics to measure performance and productivity.

Topics:

  • Align staff and leaders with the organisation’s mission, vision, values, goals
  • Discovering and implementing programs to improve the business’s profitability
  • Encourage innovation and use greater flexibility to gain competitive advantage
  • Recruit, select, train, and reward human capital for achievements to increase company profits and create a more pleasant workplace environment.

Attendees will be able to:

  • Strengthen organisational Business Partner status by clarifying appropriate development strategy;
  • Use data and financial information effectively to measure Human Resources initiatives;
  • Speak the language of C-Suite executives and be viewed as an equal;
  • Use clear and effective communication to influence C-Suite colleagues; and
  • Outsource or delegate to increase efficiency.BRING THIS LEARNING SESSION TO MY ORGANISATION

Workplace Professionalism (Anti-Harassment Learning Programme)

a three-hour learning session for up to 20 delegates


Cover Workplace ProfessionalismHarassment can take the form of remarks that are offensive about particular groups. It can also take the form of unwanted sexual advances, requests for sexual favors/acts, or physical/verbal abuse. Jokes or comments may constitute harassment if someone feels that the pervasive behaviour has illegally created a hostile work environment.

This programme provides leaders and staff alike with the abilities to understand, identify, and rectify harassment, ensuring that the organisation can maintain a positive workplace, free from hostile speech and actions.

Topics:

  • Defining Harassment and learning about Anti-Harassment Laws;
  • Kinds of Harassment: Verbal, Non-Verbal, Physical, and Psychological;
  • Responding – identifying and rectifying prohibited conduct; and
  • Reporting: Procedures to follow when harassment is discovered.

Attendees will be able to:

  • Identify harassment and take necessary preventive steps,
  • Respond to perceived harassment and respond in a legal and ethical, organised protocol, and
  • Involve appropriate parties for an effective investigation and remedy.

Two different versions of this workshop are offered – management-only and staff-only.

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Conducting Workplace Investigations

a four-hour learning session for up to 20 delegates


Workplace Investigations

Knowing how and where to start after a workplace allegation of wrongdoing is a tenuous and delicate matter. Conducting Workplace Investigations provides a practical and legal framework to conduct a fair and appropriate investigation. This workshop covers how to choose the investigator, which important questions to ask, interviewing critical parties, maintaining accurate and meaningful documentation, and reporting in writing and informing stakeholders of the results.

Attendees will be able to:

  • Define and follow a process for legal and practical investigative steps;
  • Choose an unbiased investigator, as well as prepare questions;
  • Interview and document information from appropriate parties; and
  • Write the report and inform stakeholders of the findings.

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Behavioural Interviewing:
Building a Consistent Framework and Process

a twelve-hour learning session for up to 6 delegates


Behavioural InterviewingBehavioural Interviewing helps to discover how candidates behaved, specifically in work-related situations. This is an extremely useful method of vetting prospective employees because how they behaved in the past is a strong indicator of how they will respond when working in your organisation.

In this session, you will learn about developing a framework for behavioural interviewing so that you can choose the best candidate for the job.

Attendees will be able to:

  • Identify characteristics and qualities that align with the desired skills and build a consistent interview process process that elicits the best information;
  • Decide upon metrics to determine success measurement;
  • Prepare questions to discover job-essential behaviours, attitudes, and skills;
  • Use resumes and phone interviews to screen candidates;
  • Review legal interviewing guidelines (including social media research) to ensure an unbiased candidate interview; and
  • Conduct role-played, critiqued Behavioural Interviews.

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Introduction to Gallup StrengthsFinder

a four-hour learning session for up to 20 delegates


Gallup StrengthsFinderThis session* offers people an opportunity to learn about and hone their unique skills, talents, and knowledge–their strengths. Gallup research supports the idea that everyone succeeds when they do what they do best. This programme is led by a Gallup-certified facilitator. Backed by tomes of research, this session helps you to determine your best talents, identify what you do best, and decide on ways to use those skills to achieve your goals.

Attendees will be able to:

  • Use the Gallup Strengths Signature Themes Report and Strengths Insight Report to gain insights into your natural talents
  • Understand how strengths develop and learn ways to harness them for increased productivity and engagement
  • Use your talents and skills to achieve and rise to your best potential.

*This session requires an advance reading assignment and a pre-learning online assessment.

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Human Resources Management Essentials

a twelve-hour learning session for up to 20 delegates


Human Resources management essentials

This session is designed for people who are new to Human Resources or who are responsible for the HR function. Recently,  multi-national legislation has changed and that has affected HR roles. This programme gives participants the important and usable information to run lean (reduce costs), stay compliant (avoid potential legal action), and improve overall HR abilities.

Session 1 – HR Essentials (4 hours)

    • HR Responsibilities
  • Law and Legal Issues

Session 2 – Human Capital (4 hours)

    • Recruit, Interview, and Make the Offer
    • Performance Management – Conversations and Corrections
    • Learning & Development
  • Termination Procedures

Session 3 – Employee Relations & Financials (4 hours)

    • Increasing Employee Engagement
    • Total Rewards – Performance Motivation
  • Safety and Compliance Practices

Attendees will be able to:

    • Learn necessary basics of human resource management;
    • Use and apply international as well as external legislation;
    • Provide Equal Employment Opportunities and investigate irregularities, when appropriate;
  • Avoid illegal recruitment and selection practices;
  • Appropriately communicate compensation and benefits information to all;
  • Onboard and orient to get the best out of incoming staff; and
  • Conduct fair and effective performance appraisals, using a purposeful process and methods.

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Diversity – Building a Thriving Business Environment

an eight-hour learning session for up to 20 delegates


In this session, participants examine and evaluate how they think about themselves and others, as well as the ways they express themselves. Fear-based beliefs hinder progress and destroy rapport. As a result, the business suffers. We learn what causes discriminatory beliefs and behaviour and develop a plan help staff be more open minded to differences and work better together.

This programme helps attendees to discover how valuable diversity really is to the organisation. It promotes ways to build rapport and turn from the negative toward the positive.

Attendees will be able to:

  • Learn about surface-level and deep-level diversity understand its usefulness to the business;
  • Discover ways to broaden their perspective on differences and use Emotional Intelligence to build better rapport;
  • Communicate value to all, recognising individual contributions that enhance the workplace; and
  • Develop and codify Diversity Best Practices for the organisation.

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The MEDIA TERRORISM Effect on Diversity

a three-hour learning session for up to 20 delegates


Media Terrorism and DiversityMEDIA TERRORISM uses one-way, mass communication to generate fear or take away people’s ability to think for themselves. Because of this, staff believe that they are increasingly in danger, and are shaken by an overriding fear that the worst is going to happen. As a result, most people have skewed views on those who are “different” (Diversity problems). News media, based in reactive emotionalism, particularly encourages unconscious bias and distrust of others.

This seminar examines Diversity issues rooted in media information and offers an awareness how MEDIA TERRORISM affects the general workforce. We look at media history, ways that fear is generated or individual thinking is thwarted, as well as ways to overcome and be free from anxiety-generating media.

Attendees will be able to:

  • Create an awareness programme to promote increased rapport among diverse groups.

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Train The Trainer

a sixteen-hour learning session for up to 10 delegates


Train the TrainerThis session empowers Learning & Development professionals (instructors, facilitators, trainers, faculty, and/or presenters) to create and deliver productive learning sessions. Effective learning programs translate into efficiency and risk reduction for the business. To ensure that the learners get the best results from their sessions, instructors must know what the best practices are to achieve that aim.

Attendees will be able to:

  • Discover and use adult learning principles and best practices for instruction and facilitation;
  • Learn and practice varied methods for information discovery to accommodate different learning-styles;
  • Create and design instruction to achieve meaningful learning goals and objectives;
  • Encourage and promote learner-to-learner information transfer;
  • Ask open-ended and follow-up questions that promote deeper learning; and
  • Formulate and share meaningful, constructive feedback.

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