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What are the methods of human resources training

Human resources management, personnel and training are entrances to organizational development, She is also a representative of the mechanism used in human resources development and how to play a role in human resource development, creativity and creative thinking in terms of skills. This course focuses on human factors because they are considered factors of production, There is no doubt that human factors play an essential and important role in improving production, increasing productivity and investment. Investing in other elements, modern agencies, modern technological means or financial facilities.
What are the methods of human resources training
What are the methods of human resources training

What are the methods of human resources training

Urgent, known and effective modern organizations are organizations in which able individuals can work through their ideas, values, personalities and motivations. , Skills collaboration Loyalty Loyalty and behavior determine the success of its organization
No results can be achieved based on the availability of equipment, machinery, equipment, money, raw materials and technology alone. Instead of that , It is achieved through the human achievements available in successful organizations. Based on this philosophy, The Malaysian Institute of Creativity has decided to offer this distinguished course to enhance our human resources to pursue excellence and creativity.

The overall objectives of the training program:

After the plan is complete, The following objectives are expected to be achieved:
  • Mastering the basic principles and good practices of management development understanding modern methods in the field of personnel and human resources management identify the symptoms and causes of each human resources policy and plan to gain knowledge of modern ways of solving problems and making decisions in personnel management.
  • Understanding the use of mechanisms in human resource development and how to develop them.
  • Analysis and curriculum development for training and development.
  • Design the executive management capability model to improve business requirements to understand and use organizational analysis tools to identify creative methods and creative thinking in personnel and human resources management based on the skills, abilities and characteristics that an individual must possess.
  • Gain knowledge of the objectives and systems of training and career development.
  • Knowledge of the objectives, plans and technical methods used in the management and development of employees.
  • Familiar with the concepts and practices prevailing in the Middle East, especially the Arabian Gulf region.


Targeted

:

This course is designed for:

Managers and their assistants in the Human Resources Department, career development supervisors, managers and their assistants in the Human Resources Department want to develop their management skills to meet future challenges, Human resources and organizational development staff want to expand and deepen their knowledge. Work their understanding of the objectives and principles of administrative development.

General training topics:

The training program includes the following themes:

Unit 1:
Human resources management between traditional and contemporary strategic concepts:
  • The importance of human factors in contemporary institutions.
  • Strategic development of human components.
  • Challenges to human resources management in contemporary organizations.
  • Human resources objectives for contemporary institutions.
  • Managing the various activities of human resources.
  • The important new role of human resources in contemporary organizations.
Unit 2:

Strategic thinking characteristics of human resources management:

  • Measurement tools and standards approved by the American Human Resources Association Sham.
  • Contemporary responsibility for contemporary human resources.
  • Problems facing contemporary human resources departments and their solutions.
  • Using human resources as an essential way to competitive advantage.
  • Contemporary human resources are a competitive offensive force.
Unit 3:
Human resources planning according to a contemporary strategy:
  • The basic stage of human resource planning.
  • Mechanisms for reviewing regulatory objectives and strategies.
  • Turn the goal into a series of necessary activities.
  • Determine the number and skills required to perform these activities
Unit 4:
Analysis, characteristics and job arrangements:
  • Preparing basic concepts and organizational structure methods.
  • Steps to prepare the organizational structure.
  • What does work design mean.
  • Basic concepts and applications of analysis and job description.
  • Methods and models for job analysis and job description preparation.
  • Functional descriptions and different cycles.
  • Dacum course, job description and training needs are determined.
  • Modern methods and methods of gathering information in job analysis.

 

Unit 5:

Evaluating and arranging the work and preparing the work ladder:

  • What is the job evaluation process?
  • Stages of the job evaluation process.
  • Principles of job evaluation.
  • Features.
  • The contemporary concept of duties and responsibilities.
  • Work and situation around work.
  • Factors influencing the functional evaluation process.
  • Salary S and the relationship between salary determination and the evaluation process.
  • How to evaluate work (non-quantitative method – quantitative method)
Unit 6:
Recruitment and career planning:
  • The main part of employment.
  • Polarization and its various sources (the art, stages and procedures of polarization).
  • Recruitment test (technical- humanitarian).
  • Defining the cycle of confidence-building measures.
  • The type of merit.
  • Arrangement and evaluation capabilities and their different levels.
  • CBM Human Resources System and Functions

Unit 7:

  • Interview and selection skills stage preparation for the interview.
  • The type of question used.
  • Ask the app in different positions for testing
  • Effective communication skills and application in the interview
  • Modern methods of meeting choice
  • Mechanism for writing and drafting interview results
  • Selection and appointment procedures
Unit 8:
Training and career development:
  • Training and development.
  • The concept of modern training.
  • Training, learning and its importance in the organization.
  • CBM-based courses.
  • The basic concept of training based on CBM capabilities.
  • Tools and elements of evaluation and testing.
  • Use proficiency-based training courses in confidence-building measures to identify training needs.
  • Identify the gap between the capabilities required for each job and the capabilities of staff.
  • Twelve steps to consider when designing a training plan

Unit 9:

Planning the training process between theory and application:

  • Stages and process of developing the training plan.
  • Design a training plan based on the CBT curriculum.
  • What does training evaluation mean?
  • When is the training evaluated?
  • Kirk Patrick training evaluation model.
  • Implementation and implementation of learning assessment models, mechanisms and tools throughout the plan.
  • Learning tools in training programs.
  • Assess the effectiveness of training.
  • Measuring the impact of training on employee behavior and performance.
  • Measuring roI from training activities.
What are the methods of human resources training
 What are the methods of human resources training

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What are the methods of human resources training
 What are the methods of human resources training
What are the methods of human resources training

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What are the methods of human resources training

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