HR and Training Administrators Workshop

This exciting new programme creates an opportunity for delegates to learn all about HR and Training Administration and also gain a valuable Certificate issued by the Institute of Leadership and Management.

Delegates will learn about the processes involved, the systems used and the skills needed to be successful in these roles. They will explore numerous activities ranging from a recruitment interview through training administration to performance appraisals, discovering the skills required and the role of the HR and Training Administrators along the way.

Delegates will gain valuable insight into the work of the HR and Training Departments. They will learn the about the latest methods that professionals utilise today for building a high performance organisation. They will then feel more comfortable working back in their Department having had a big-picture overview of the department’s main activities and methods of working.

Training is potentially the most powerful tool for personal and organisational development. Training Administrators and Co-ordinators play a vital role in getting best value from training by ensuring that the right person goes on the right programme for the right reason at the right time.

The second week of this programme focuses on training and will give you “best practice” in terms of tools, tips and techniques to:

• Ensure that the training has an impact on the bottom line of the business
• Gain a good knowledge of the business and its changing needs and be able to demonstrate results
• Gain a good understanding of how, why, where and when people learn best and put this into practice
• Develop a range of skills from consultancy to programme design and evaluation and use new models
• Develop your role to make it even more fulfilling and really to make a difference through value-added activities

WHO SHOULD ATTEND?

• HR and Training staff who need to be up to date and wish to attend a valuable programme
• Anyone who works in Personnel (HR) or Training Administration or wishes to start a new career in HR and/or Training and wants a complete overview of the department’s role and activities
• Those who work as a Training  Administrator or Co-ordinator - liaising with line managers about training needs, organizing training events and selecting programmes and trainers
• Those working in Training & Development - including full-time trainers and also those in a line role with responsibilities for training people - who wish to enhance their knowledge and understanding of what is involved in these roles. Anyone involved in an administrative role
• Managers in Personnel/HR and Training & Development functions who wish to assess new approaches - perhaps with a view to improving how their staff are managed and their effectiveness

PROGRAMME OBJECTIVES

• Describe the work and structure of modern HR/Training departments
• State why accurate and accessible records are essential
• Describe the steps involved in a recruitment campaign
• State the requirements for the induction of a new employee
• Describe the uses of different selection and recruitment tools
• Help to plan and administer performance appraisals
• Plan the use of HR administrative and support systems
• State the benefits of having an HR Strategy and long term HR Plan
• Specify how Training & Development can contribute to the business
• Recommend improvements to the way Training & Development is positioned in their organisations
• Describe how best practice should apply to them in their situation
• Apply the new analysis model to their work
• Demonstrate in-depth personal learning and new skills and methods for identifying training needs, and understand the evaluation model and how it works
• Take away for implementation in their organisation an action plan for implementation which should significantly improve efficiency

TRAINING METHODOLOGY

• Along interactive lines - using discussion, practice and analysis by the Participants as well as input from the Programme Leader
• Using Participants’ own experiences and situations - together with case studies, questionnaires, exercises, assessments of theories and frameworks, group presentations with peer feedback etc
• With a view to producing practical outcomes at all times - accordingly, participants will be encouraged to form into small groups to look at specific topics in depth as the programme progresses
• Appropriate videos and clips will be used
• All in a relaxed and friendly supportive environment

PROGRAMME OUTLINE

DAY 1 - An overview of the HR Function

• Roles and Responsibilities of the Administrator
• Typical HR department structures
• Centralised versus distributed HR
• The HR service centre concept
• Where the department fits in the organisation
• HR jobs and systems
• Qualifications and professional study

DAY 2 - Working with Employees and Job Analysis

• Terms and Conditions of Employment
• Rights and obligations of employers and employees
• Health and safety
• Complying with employment law
• Job Analysis
• Developing Job Descriptions and Person Specifications
• The use and application of Job Analysis information

DAY 3 - Recruitment and Selection

• HR Planning
• Recruitment process
• Recruitment sources and methods
• Selection process
• The Application and CV’s
• Assessment and development centres
• Aptitude tests
• Psychometric profiling
• Reference checking and screening
• Contracts and offers

DAY 4 - Training and Development

• Introduction to Training and development
• Training Administration
• Induction and basic job training for new employees
• The science of adult learning
• Learning styles
• The Training co-ordinator
• The Training cycle
• Validation and Evaluation

DAY 5 - Performance Management and the Administration of Pay

• Introduction to Performance Management
• The Performance Appraisal
• Administration requirements
• Links to salary increase and bonus
• The pros and cons of performance appraisals
• Pay and reward, compensation and benefits
• Salary structures
• Payroll administration
• The ILM Certificate and Assessment
• Personal action planning

DAY 6 - Training & Development, Delivering the Business Needs

• Appreciating the relationship between T & D and performance
• Identifying what’s needed at level one - Corporate needs including case study to bring the T&D cascade process to life
• Identifying what’s needed at level two - departmental needs
• Identifying what’s needed at level three - teams including Team Development Plans (TDP)
• Identifying what’s needed for level four - for individuals including Personal development Plans (PDP)
• Review

DAY 9 - Examination of various Validation and Evaluation Techniques