Code Date Venue Fees
HR029 21 Aug - 01 Sep 2017 London - United Kingdom $11,000 Register
HR029 13 - 24 Nov 2017 London - United Kingdom $11,000 Register
HR029 27 Aug - 07 Sep 2018 London - United Kingdom $11,000 Register
HR029 12 - 23 Nov 2018 London - United Kingdom $11,000 Register
Home » Seminars » Human Resources Management » HR Processes, Culture, & Change Management Programme

Introduction

This important training seminar focuses on vital areas of modern Human Resource Management (HRM). It is a unique seminar that addresses core HR issues in a critical and evaluative way. The seminar also provides a theoretical background, guidelines on best practice, and skills development in organisational development processes, all from a HR perspective.

The first week of the 10-day training seminar focuses on core HRM Processes, whilst in the second week we will look more specifically at culture and change management. Over ten days, this exciting training seminar will bring you up to date on the latest techniques and approaches that are appropriate in effective management of Human Resources, Culture and Change including:

  • Strategic HRM (SHRM)
  • Performance management in a multi-cultural setting
  • Reward, Learning & development
  • Talent Management & Nationalisation
  • Organisational Development (OD)
  • Work Psychology
  • The difference between change management and managing change
  • Methodology & Application
  • An understanding of workplace culture and change
  • Leadership and change

The training seminar is split into two modules:

MODULE I - The 5-Day MBA in HR

MODULE II - Leading & Managing Change

Each module is structured and can be taken as a stand-alone training course; however, delegates will maximise their benefits by taking Module 1 and 2 back-to-back as a two-weeks training course.

Objectives

By the end of the training seminar, participants will be able to:

  • Understand Strategic HRM approaches (SHRM)
  • Demonstrate a thorough understanding of employee resourcing, recruitment & reward
  • Describe best practice in working with employees with problems
  • Understand performance management in a multi-cultural environment
  • Design a suitable change management model in their workplace
  • Understand organisational culture
  • Identifying change management practices that may be culture-bound
  • Develop practical skills in Organisational Development (OD)

Training Methodology

Dynamic presentations support each of the topics together with interactive trainer lead sessions of discussion. There will also be numerous practical sessions where participants have the opportunity to participate and experience topics taught. Case studies, DVDs, small group work, exercises and feedback will be used to facilitate learning and provide a fun and energising learning environment.

Organisational Impact

  • Add value to the participant’s department and the organisation as a whole
  • Participants are encouraged to take new ideas and strategies back to their workplace for discussion
  • Staff committed to building a high performance organisation
  • The effective and efficient implementation of change
  • Development of practical skills in planning, organising and implementing change
  • Develop skills that are dynamic and relevant to the business environment
  • The organisation will have in place appropriate systems and processes to encourage and support change
  • Professional and HR Personnel will be able to demonstrate greater strategic awareness

Personal Impact

  • Will enable participants to understand current best practice in HRM
  • A greater strategic overview of the HR function
  • Develop your skills for the future and be able to help transform current activity into and added value activity
  • Will enable participants to work with and assist employees
  • The ability to think analytically and understand change management theory
  • Develop strategic and operational awareness in the field of change management
  • BA commitment to change management methods and practice
  • Knowledge of how to implementation of change and the ability to address related individual and group issues

Who Should Attend?

  • Anyone involved in HRM at all levels
  • Those who have joined a HR or Personnel Department in past few years but who have no formal HR Training
  • Those who would benefit from an understanding of the HR role and function
  • Professionals and supervisors who wish to enhance their competencies in change management
  • HRM personnel who need to stay up-to-date on current practices and trends in change management and organisational development
  • Occupational Health & Safety and training staff involved in change management
  • Those who received their training in past years and need to be brought up to date with best practice in Change Management

Seminar Outline

Module I - The 5-Day MBA in HR

DAY 1

An Overview of Human Resource Management

  • The changing world of business and its impact on the Human Resource Function
  • Introducing Human Resource Management (HRM)
  • The difference between HRM and Personnel Management
  • Main activities, responsibilities and tasks of HRM
  • Typical HR department structure
  • Qualifications and professional study

DAY 2

Performance Management in a Multi‐Cultural Organization

  • Understanding cultural differences when it comes to performance management
  • The principles and core elements of effective performance management
  • The role of HR and the responsibilities of line management in performance management
  • Linking objectives to the organisation’s business plan
  • Addressing the performance gap
  • Understanding the difference between a disciplinary and a capability process
  • The purpose and use of Performance Appraisal
  • Understanding the difference between high potential and high performance
  • Maintaining balance – managing high performers and under-performers equally
  • The advantages and disadvantages of upward/360 degree feedback

DAY 3

Recruitment, Employee Resourcing & Reward

  • Recruitment and selection
  • Assessment and development centres
  • The psychology of motivation – current thinking and practice
  • The psychological contract
  • Segmenting employee groups to understand similarities and differences
  • Flexibility and the flexible firm
  • Total reward
  • Matching benefits to employee need to maximise cost-effectiveness

DAY 4

Workplace Conflict & Working with Troubled Employees

  • Workplace conflict
  • Managing conflict at work
  • Counselling services & Employee Assistance Programmes (EAP)
  • Introducing workplace mediation
  • Managing employee problems – stress management
  • Managing employee problems – bullying and harassment
  • Understanding the difference between equality of opportunity & employee diversity
  • Handling aspects of discrimination

DAY 5

Employee Planning and Development

  • Understanding the purpose of training and development
  • Current trends in L&D
  • Linking development with Corporate Social Responsibility
  • A framework for analysing current training provision
  • Succession planning – two approaches to identifying future capability
  • Personal action planning

 

Module II - Leading & Managing Change

DAY 6

Change Leadership at Work

  • The key drivers of change today
  • The difference between change management and change leadership
  • Approaches to organisational change
  • Change at the individual, team, and organisational level
  • Individual resistance to change
  • The five psychological phases of change and their effective management

DAY 7

The Practice of Change Leadership

  • Best practice in change leadership
  • The pressure-performance relationship
  • Designing a suitable change management model
  • Supporting employees through change
  • The importance of communication during change
  • How to communicate a clear vision of the broad impact of change

DAY 8

Organisational Development (OD) & Work Psychology

  • The Psychology of Work
  • History of Organisational Development & work psychology
  • Putting Organisational Development into practice
  • Tools for change leadership
  • Using SWOT and PESTEL for change leadership
  • Force Field Analysis techniques

DAY 9

Organisational Culture and Change

  • Understanding culture
  • Organisational culture and change
  • Artefacts and norms of behaviour
  • The impact of culture on change
  • Culture management
  • Steps in developing a change strategy and effective change goals

DAY 10

Change Across National Cultures

  • Introducing culture and Hofstede’s models
  • How different national cultures may respond to change
  • Individualism vs. Collectivism and its impact on change
  • How different attitude and belief systems affect our work
  • Effect of culture on the change management process
  • Personal action planning

Accreditation

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Oxford Management Centre

A GLOMACS - Oxford Management Centre collaboration aimed at providing the best training services and benefits to our valued clients

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Home » Seminars » Human Resources Management » HR Processes, Culture, & Change Management Programme

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HR Processes, Culture,
& Change Management Programme


Upcoming Dates

Code Date Venue Fees
HR029 21 Aug - 01 Sep 2017 London - United Kingdom $11,000
HR029 13 - 24 Nov 2017 London - United Kingdom $11,000
HR029 27 Aug - 07 Sep 2018 London - United Kingdom $11,000
HR029 12 - 23 Nov 2018 London - United Kingdom $11,000

This seminar is pre-approved by HRCI (Human Resource Certification Institute) which qualify for general re-certification credit hours of HR Professionals. The use of this seal is not an endorsement by HR Certification Institute of the quality of the seminar. It means that this seminar has met HR Certification Institute’s criteria to be pre-approved for recertification credit.

 

Introduction

This important training seminar focuses on vital areas of modern Human Resource Management (HRM). It is a unique seminar that addresses core HR issues in a critical and evaluative way. The seminar also provides a theoretical background, guidelines on best practice, and skills development in organisational development processes, all from a HR perspective.

The first week of the 10-day training seminar focuses on core HRM Processes, whilst in the second week we will look more specifically at culture and change management. Over ten days, this exciting training seminar will bring you up to date on the latest techniques and approaches that are appropriate in effective management of Human Resources, Culture and Change including:

  • Strategic HRM (SHRM)
  • Performance management in a multi-cultural setting
  • Reward, Learning & development
  • Talent Management & Nationalisation
  • Organisational Development (OD)
  • Work Psychology
  • The difference between change management and managing change
  • Methodology & Application
  • An understanding of workplace culture and change
  • Leadership and change

The seminar is split into two modules:

MODULE I - The 5-Day MBA in HR

MODULE II - Leading & Managing Change

Each module is structured and can be taken as a stand-alone training course; however, delegates will maximise their benefits by taking Module 1 and 2 back-to-back as a two-week training course.

Objectives

By the end of the training seminar, participants will be able to:

  • Understand Strategic HRM approaches (SHRM)
  • Demonstrate a thorough understanding of employee resourcing, recruitment & reward
  • Describe best practice in working with employees with problems
  • Understand performance management in a multi-cultural environment
  • Design a suitable change management model in their workplace
  • Understand organisational culture
  • Identifying change management practices that may be culture-bound
  • Develop practical skills in Organisational Development (OD)

Training Methodology

Dynamic presentations support each of the topics together with interactive trainer lead sessions of discussion. There will also be numerous practical sessions where participants have the opportunity to participate and experience topics taught. Case studies, DVDs, small group work, exercises and feedback will be used to facilitate learning and provide a fun and energising learning environment.

Organisational Impact

  • Add value to the participant’s department and the organisation as a whole
  • Participants are encouraged to take new ideas and strategies back to their workplace for discussion
  • Staff committed to building a high performance organisation
  • The effective and efficient implementation of change
  • Development of practical skills in planning, organising and implementing change
  • Develop skills that are dynamic and relevant to the business environment
  • The organisation will have in place appropriate systems and processes to encourage and support change
  • Professional and HR Personnel will be able to demonstrate greater strategic awareness

Personal Impact

  • Will enable participants to understand current best practice in HRM
  • A greater strategic overview of the HR function
  • Develop your skills for the future and be able to help transform current activity into and added value activity
  • Will enable participants to work with and assist employees
  • The ability to think analytically and understand change management theory
  • Develop strategic and operational awareness in the field of change management
  • BA commitment to change management methods and practice
  • Knowledge of how to implementation of change and the ability to address related individual and group issues

Who Should Attend?

  • Anyone involved in HRM at all levels
  • Those who have joined a HR or Personnel Department in past few years but who have no formal HR Training
  • Those who would benefit from an understanding of the HR role and function
  • Professionals and supervisors who wish to enhance their competencies in change management
  • HRM personnel who need to stay up-to-date on current practices and trends in change management and organisational development
  • Occupational Health & Safety and training staff involved in change management
  • Those who received their training in past years and need to be brought up to date with best practice in Change Management

SEMINAR OUTLINE

Module I - The 5-Day MBA in HR

DAY 1

An Overview of Human Resource Management

  • The changing world of business and its impact on the Human Resource Function
  • Introducing Human Resource Management (HRM)
  • The difference between HRM and Personnel Management
  • Main activities, responsibilities and tasks of HRM
  • Typical HR department structure
  • Qualifications and professional study

DAY 2

Performance Management in a Multi‐Cultural Organization

  • Understanding cultural differences when it comes to performance management
  • The principles and core elements of effective performance management
  • The role of HR and the responsibilities of line management in performance management
  • Linking objectives to the organisation’s business plan
  • Addressing the performance gap
  • Understanding the difference between a disciplinary and a capability process
  • The purpose and use of Performance Appraisal
  • Understanding the difference between high potential and high performance
  • Maintaining balance – managing high performers and under-performers equally
  • The advantages and disadvantages of upward/360 degree feedback

DAY 3

Recruitment, Employee Resourcing & Reward

  • Recruitment and selection
  • Assessment and development centres
  • The psychology of motivation – current thinking and practice
  • The psychological contract
  • Segmenting employee groups to understand similarities and differences
  • Flexibility and the flexible firm
  • Total reward
  • Matching benefits to employee need to maximise cost-effectiveness

DAY 4

Workplace Conflict & Working with Troubled Employees

  • Workplace conflict
  • Managing conflict at work
  • Counselling services & Employee Assistance Programmes (EAP)
  • Introducing workplace mediation
  • Managing employee problems – stress management
  • Managing employee problems – bullying and harassment
  • Understanding the difference between equality of opportunity & employee diversity
  • Handling aspects of discrimination

DAY 5

Employee Planning and Development

  • Understanding the purpose of training and development
  • Current trends in L&D
  • Linking development with Corporate Social Responsibility
  • A framework for analysing current training provision
  • Succession planning – two approaches to identifying future capability
  • Personal action planning

 

Module II - Leading & Managing Change

DAY 6

Change Leadership at Work

  • The key drivers of change today
  • The difference between change management and change leadership
  • Approaches to organisational change
  • Change at the individual, team, and organisational level
  • Individual resistance to change
  • The five psychological phases of change and their effective management

DAY 7

The Practice of Change Leadership

  • Best practice in change leadership
  • The pressure-performance relationship
  • Designing a suitable change management model
  • Supporting employees through change
  • The importance of communication during change
  • How to communicate a clear vision of the broad impact of change

DAY 8

Organisational Development (OD) & Work Psychology

  • The Psychology of Work
  • History of Organisational Development & work psychology
  • Putting Organisational Development into practice
  • Tools for change leadership
  • Using SWOT and PESTEL for change leadership
  • Force Field Analysis techniques

DAY 9

Organisational Culture and Change

  • Understanding culture
  • Organisational culture and change
  • Artefacts and norms of behaviour
  • The impact of culture on change
  • Culture management
  • Steps in developing a change strategy and effective change goals

DAY 10

Change Across National Cultures

  • Introducing culture and Hofstede’s models
  • How different national cultures may respond to change
  • Individualism vs. Collectivism and its impact on change
  • How different attitude and belief systems affect our work
  • Effect of culture on the change management process
  • Personal action planning

Quality Logo

GLOMACS is registered with NASBA as a sponsor of Continuing Professional Education (CPE) on the National Registry of CPE Sponsors. NASBA have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.learningmarket.org.

 

All Training Seminars delivered by GLOMACS by default are eligible for CPE Credit.

Quality Logo

GLOMACS is proud to hold the Approved Provider status with HR Certification Institute (HRCI), an internationally recognized certifying organization for the human resource profession. This partnership grants us the ability to provide pre-approved HR Seminars which qualify for re-certification credit of HR Professionals as signified by the Approved Provider seal in the seminar outline.

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.



© 2017. Material published by GLOMACS shown here is copyrighted.
All rights reserved. Any unauthorized copying, distribution, use, dissemination, downloading, storing (in any medium), transmission, reproduction or reliance in whole or any part of this course outline is prohibited and will constitute an infringement of copyright.

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