Management Association of Nepal (MAN) Presents
HUMAN RESOURCE MANAGEMENT AND EVOLVING ROLES
June 19-20, 2017 (Ashadh 5-6, 2074) Monday and Tuesday
Objectives
§ To define which HR approach is most suitable for your organization
§ To assess and improve your performance management system
§ To give the ideas to conduct your HR
§ To give tools and techniques what goes wrong in HR and what can we do
§ To define personal competencies and role maps
§ To give depth knowledge on STOT the HR function
§ To give the techniques on HR problems
§ To give the depth knowledge on designing and assessment of HR
§ To motivate your staff by using your improved HR handling skills
§ To meet the dynamic work expectations by expanding your proactive capabilities and way ahead
§ To give the overall insight of HR
Contents
Ice-Breaking, Climate Setting and Introduction
Guest Speech on HR by the Senior Leader
Module ONE: HR in Modern Organizations
§ Background of the HR and HRM
§ Human Resource Management in the Present Nepalese Context
§ Best practice of HRM in selected organizations in Nepal
§ Common issues of Environment, Mission, HR Leadership and Culture
§ What is happening to convert HR in to modern HR PRACTICE and Way Forward?
§ An Assessment of HOW DO YOU CONDUCT YOUR HR
Module TWO: The Evolving Role of HR as a Business Partner
§ Human Resource Job at a Glance
§ Risk taking and Risk Minimizing Tools in HR
§ Tools of High Quality of Working Life and Productivity in HR
§ Expectations and Tools to mitigate expectations in corporate HR practice
§ Preparation of HR Plan and Basis of Planning
Module THREE: Changes of Work Attitudes and the Psychological Contract
§ Team Building and Problem Solving tools and techniques in HR
§ Creative thinking and Decision Making tools and techniques in HR
§ Clock Leader and Leadership skills in HR
§ Psychological contracting in HR Relationship
§ Psychological contracting in HR Communication
Module FOUR: Human Capital Management
§ Strategic and tactical approaches to manage HR performance (Small, Medium and Large Organizations)
§ Strategic and tactical approaches to manage Workforce (Small, Medium and Large Organizations)
§ Strategic and tactical approaches to workforce analytics and ROI analysis
§ Strategic and tactical approaches to keep High-Performing HR Organizations in changes
Module FIVE: Integrated Performance Management
§ Overview of Integrated Performance Management
§ How to define sustainable performance management system for YOUR ORGANIZATION
§ Finding techniques the most suitable approach for organization (Small, Medium and Large Organizations)
§ Techniques of updating goals, objectives and measures based on changes in direction, policy or priority
§ Key benefits from the integrated approach
Module SIX: Motivation Skills in HR
§ Tools and Techniques to motivate staffs in HR roll
§ Techniques to identify what motivates staffs and what does not
§ How motivation fits together with leadership and management
§ Self-analysis TECHNIQUES on are you really a motivator in your team?
Module SEVEN: The Talent War in Recruitment
§ Different approaches in Private Sector and Characteristics of HR
§ Different approaches in Public Sector and Characteristics of HR
§ Different approaches in Government Sector and Characteristics of HR
§ Different approach in INGOs Sector and Characteristics of HR
§ Different approach in NGOs Sector and Characteristics of HR
§ Different approach in Third Sector's and Characteristics of HR
Module EIGHT: Emotional Capital and Stress Management
§ What is emotional capital
§ Understand positive stress
§ Identify symptoms of burnout and overload
§ Identify the sources of stress in your work life
§ Ideas to develop strategies to prevent feeling overwhelmed
§ The sources of stress – emotional, mental, physiological, behavioral, personal, social and religious
§ Identifying our personal stress map
§ Stress management techniques (stress reduction, relaxation and self-care)