Human Resource Management Course

Module 1: Introduction to HRM

• Defining HRM.
• Personnel Management and HRM.
• HRM as an international model.
• Broad and Narrow, Soft and Hard HRM
• Why study and practice HRM?
• HRM as a strategy – internal and external.
• The HR Cycle.
• The politics of HRM.

Discussion: HRM in delegate organizations.

Module 2: Job Analysis

• What is Job Analysis?
• The importance of Job Analysis.
• How Job Analysis informs the Job Description and Person Specification.
• Principal methods of Job Analysis and their advantages/disadvantages.
• Data that is collected during Job Analysis.
• Criticisms about the lack of reliability in Job Analysis.
• Why organizations use or are turning to competency-based Job Analysis.
• The implications of ignoring Job Analysis.
• Links between Job Analysis and the HR cycle.

Practical Exercise: Undertake various simple Job Analysis methods in small teams.

Module 3: Recruitment (& Selection)

• Difference between recruitment & selection.
• Effective recruitment.
• Sources of internal and external candidates.
• How and why recruitment policy should be consistent with the company strategy, image and other policies.
• Application forms – best practice.
• How to select applicants from the recruitment pool to transfer to the selection phase.

Practical Exercise 1: Design scorable and defensible application forms.

Practical Exercise 2: Starting to design an objective & evidence-based scoring system (to be continued throughout each Module).

Module 4: Assessment Methods

• Sharing of selection methods in delegate organizations and how they are used.
• Discussion about various methods of assessment available such as assessment centres, application forms, interviews, biodata and more.
• Controversial methods such as graphology, astrology and phrenology.
• Reliability and validity of the above methods .
• Review of delegate organizations’ methods in light of reliability and validity.

Practical Exercise 1: Behavior Based Interviews (preparation, linking to competencies, designing questions, scoring, practice).

Practical Exercise 2: Design an Assessment Centre Exercise and run it on other course delegates – link to competencies and role, score, feedback.

Module 5: Psychometric Testing

• Introduction to Psychometric Tests.
• Aptitude versus Personality Assessment – information obtained and validity.
• The major competence issues in psychometric assessment.
• Why proper training and practice is required in order to make psychometric assessment useful.
• Why standardization is a key repetitive theme in psychometrics.
• Error associated with tests as well as all other methods of assessment.
• Demonstration of how publishers compute reliability & validity.
• How to ensure that bias does not occur in testing using the 4/5 rule.
• Computer-based testing and how it compares with pencil & paper testing.
• The use of psychometric tests in Asia.
• Indigenous (local) tests versus Global tests.

Practical Exercise: Using psychometric test data in the job interview.

Module 6: Training and Development

• The importance of training and development.
• Training and the HR Cycle.
• Learning styles & Neuroscience.
• The Training Cycle.
• Training Needs Analysis.
• Training Design.
• Training Implementation.
• The training transfer problem.
• The often ignored evaluation and the importance of training evaluation.
• Kirkpatrick Evaluation Model (why feedback forms are useless!).
• Solomon Evaluation Model (how to scientifically evaluate training).
• The learning organization and the concept of continuous learning.
• Cross-cultural comparisons of training utility.

Practical Exercise: Role Play HR Team who have been asked to source training for a line manager.

Module 7: Performance Appraisal

• History of performance appraisal.
• Purposes of performance appraisal.
• Advantages and disadvantages of linking performance appraisal with pay.
• The design of performance appraisal systems.
• Issues in the implementation of performance appraisal systems.
• Rating scales.
• Common errors in evaluation.
• Characteristics of effective performance appraisal interviews.
• Monitoring and maintaining appraisal systems.
• Improving performance appraisal for the future.

Practical Exercise: Develop Behaviorally Anchored Rating Scales (BARS) for Performance Appraisal in order to enhance objectivity and reliability.

Module 8: Motivation & Reward

• Major theories of motivation.
• Evidence for and against each theory.
• The implications of each theory for workplace performance and motivation.
• How to design work in order to maximize motivation and increase employee retention.
• Why managers prefer to use the Maslow theory despite the lack of evidence to support it.
• What influences pay?
• Motivational issues in the design of salary systems, including Performance Related Pay (PRP).
• Problems associated with different salary-systems.
• PRP, motivation and performance appraisal.

Practical Exercise: Case study on Job Redesign on the basis of what we know about human motivation and the remainder of the HR Cycle.

By the end of the Human Resource Management Course, delegates should:

• Understand the different ways in which the role of human resources may be seen in organizations.
• Understand the strategic contribution that HR makes to modern organizations.
• Understand each aspect of the Human Resource Cycle and the impact that each has on the next.
• Understand the critical role that job analysis plays in the HR cycle.
• Understand the need to be fair, objective, transparent and scientific in HR processes.
• Be able to carry out some forms of job analysis.
• Know what to include and what not to include in job descriptions and person specifications.
• Be able to create competency frameworks for a given job role and additionally, add positive and negative behavioral indicators to those frameworks.
• Be able to design useful, scorable, defendable job application forms that link to required competencies and omit irrelevant questions.
• Have a basic understanding of both behavior-based and situational interviewing and the pros and cons of each, and be able to develop and use these types of questions in structured interviews.
• Understand different methods of assessment available and the reliability and validity associated with each.
• Be able to match competencies to methods of assessment.
• Be able to apply weightings to assessments, exercises and competencies to enable a scientific process of selection.
• Understand foundation aspects of psychometric testing, such as reliability, validity, standard error, and when to use trait versus type tools.
• Understand the training cycle, how to become a learning organization, components to a training needs analysis and how to effectively evaluate training.
• Understand some issues in performance appraisal, especially those relating to the use of accurate rating systems, training of assessors, and getting buy-in from employees. Also understand the relationship between the appraisal exercise, job analysis, recruitment and selection and motivation at work.
• Be able to explain to line managers a number of ways in which they can design jobs to more effectively motivate their team members.
• Be able to start to diagnose the possible root cause of organizational problems involving the human resource and how to rectify it.

It is not expected that the delegate will be fully competent in the above areas immediately following the course as this will take some practice. However, our style of experiential training does give delegates a head start in developing competence in the subject matter.

Our Human Resource Management Course is an excellent course for anybody involved in HRM or for those who are looking for a taste of it. This course principally welcomes HR directors, HR officers, training and development managers, recruitment/selection staff, line managers and those considering a career in Human Resource Management.

Unlike other Human Resource Management Courses, our course covers all relevant subject material in just 4 days (slightly longer for Online courses)! So, this training is suitable for very busy people as well as those who wish to learn HRM as soon as possible. Do keep in mind though, that as with all HRM courses, although at the completion of the course you will have a profound understanding of the current issues and best practice in HRM, you will not necessarily be fully competent in every aspect. For example, although you will understand a lot about job analysis or psychometric tests, you will require additional focused training and practice in each area to enable you to become an expert! Remember, this is true of all courses out there! We do expect you to be competent in HR processes or HRM generally at the end of the course and following completion of optional assessments.

PsyAsia International’s Human Resource Management Course is facilitated by award-winning Chartered Psychologist, Dr. Graham Tyler. Dr. Graham is a Registered Psychologist (Organisational Psychology) and executive director of PsyAsia International. He was previously an MBA lecturer in HRM for the University of Leicester Dubai Campus, as well as MSc in HRM Lecturer for Sheffield University and Hong Kong Polytechnic University. He spends much of his time involved in training and consultancy in HRM and applied organisational psychology.

Dr. Graham is a joint resident of Singapore and Hong Kong. His HR-related research has been recognised by the BPS with their prestigious prize for Scientific Contribution to Organisational Psychology. His research has been published in international, peer-reviewed and professional journals, as well as numerous books.

Registered Psychologists have as much training and supervised experience as Medical Doctors and are required to undertake many hours of audited and relevant annual Professional Development which includes peer review, conference attendance, journal reading and supervision. Compared to the average person who facilitates HR courses, the above offers much greater confidence that delegates are getting the most up-to-date and cutting-edge knowledge and practice in HR.

All delegates who actively participate throughout the entire Human Resource Management Course will receive a Certificate of Attendance signed by the Psychologist Facilitator. For an additional fee, delegates may choose to be assessed for competence in the course topics and upgrade to the Certificate of Competence.

Group Presentation
In addition to presentations which naturally take place during the course as a result of team exercises, each delegate is expected to prepare a short team presentation (along with 2-3 other delegates) on one of the topics from the course. Each delegate will be expected to contribute about 5 minutes to the presentation. For those delegates who choose to undergo the optional competency assessment, this exercise contributes 10% towards those scores.

Final Practical
On the final afternoon of the course, delegates are split into 2 teams and work on a case study that encompasses the learning for the entire course. For those delegates who choose to undergo the optional competency assessment, this exercise contributes 20% towards those scores. Both contribution during the case study, as well as during the final presentation will be assessed.

Written Assessment for Certificate of Competence
This will require reading outside of the course, followed by submission of a good quality assignment (one month post-course) which has both practical and theoretical components. Those who pass the competency assessment will receive a Certificate of Competence instead of a Certificate of Attendance. Responses to this paper will count towards 70% of the overall grade or passing requirement.

Dr. Tyler is very high standard and motivated us to know and learn HRM.
Agus Sulistiyo, Auditor
BPKP Financial Supervisory Board
Government of Indonesia

Course was well structured and explained in an easy understandable manner. Discussion, case study, face to face, scenarios, presentation was all used throughout the course to apply them. Recap on overall of the course to ensure we understand what we’ve learnt.
Karin Soon Wen Zin
Human Resource Officer
Brunei Methanol Company
Brunei

The course is good for people who want to work or develop in the HR area.
Hang Le Thi
HR Assistant
BP Vietnam

It gives you the best practices globally. If you have not practised HR ever then this will be one of the best courses to take.
Diana Penaflor
HR Officer
Financial Times Electronic Publishing, Philippines

I hope my institution sends more delegates to learn HRM.
Hersumeno, Manager
BPKP Financial Supervisory Board
Government of Indonesia

The instructor was very caring.
Tanusi, Head of Division
Moving & Employee Dismissal
BPKP Financial Supervisory Board
Government of Indonesia

Very interesting.
Sihoho, Manager
BPKP Financial Supervisory Board
Government of Indonesia

After attending this course, you may know more about HR as well as yourself.
Carol
Pearson (China)

Learned a lot of things which I haven’t been aware of.
Fathimath Nihaya
Director
Housing Development Corporation (Maldives)

I found the group exercises/discussions very valuable and useful for myself.
Hunar Gul
Associate Finance and Admnistration Officer
Asian Development Bank (Pakistan)

This course is very useful to systemize all aspects of HR.
Van Mai
HR Officer
HLHVJOCs
Vietnam

A very informative course to understand the concept of HRM.
Adrianna John
HR Staff
Brunei Methanol Company
Brunei

Informative. Graham’s presentations is clear.
Edmund Sumping
HRM
SHIKA S/B
Brunei

A very informative idea to implement in today’s HR system in Brunei.
Zuria Razak
Technical Clerk
Brunei Methanol Company
Brunei

Informative.
Nini Vidal
HRM
Financial Times Philippines

A well structured course arrangement and interactive discussions.
Annie
HR Executive
Financial Times (China)

Great learning experience.
Syma Iftikhar
Head, HR & Training
Sapphire Finishing Mills Ltd (Pakistan)

This course is really very well structured and covers most of the points of HRM. This is worth attending.
Jobaida Khanom
HR Officer
Tullow Bangladesh Limited

Inspiring. Worth attending and value for ROI.
Kamal Yousof
HR/Office Administrator
EMGS Asia Pacific (Malaysia)

Worth attending to learn new HR tactics.
Hina
HR Manager
Creative Associates (Pakistan)

As a new HR person, this was a great “Big Picture” of best practice overview. Very informative.
Fiona Terry
HR Manager – Employee Engagement
RMIT University (Vietnam)

Informative.
Fairos Bte Juhari
Human Resource Training & Development
Brunei Methanol Company
Brunei

The course has opened my eyes to the scientific aspects of HR.
Anonymous delegate

The content of the course is really informative. The instructor is really supportive and professional.
Anonymous delegate

Provides good coverage of basic issues and framework on HRM.
Anonymous delegate from Singapore

You will learn on HRM with good understanding.
Anonymous delegate from Malaysia