Head of HR service: advanced training - free course from the Russian School of Management, training, date: December 6, 2023.
Miscellaneous / / December 09, 2023
If you want to know how the HR department should work, what processes need to be established to organize the work of department employees or company, how to correctly and without negative consequences for the business formalize the hiring, transfer and dismissal of personnel, then this course is for you. The program covers the process of working with personnel at different stages - from developing an HR strategy, assessing remuneration before calculating complex motivational payments, developing a personnel reserve and painlessly introducing unpopular changes.
Consultant on organizational development, strategic and operational management, personnel training. Expert in setting up business processes.
Ph.D., consultant on management, training and personnel development. Has practical experience in the development and implementation of HR technologies in retail business.
01
HR strategy: human resource management strategy
Human capital of the company. HR function audit.
Human resource management strategy and its connection with business strategy.
Cost leadership strategy.
Service leadership strategy.
Innovation leadership strategy.
Satisfaction, loyalty, engagement and their impact on business results.
HR trends.
Levels of HR analytics.
Key HR metrics.
Automation of the HR function: selection of a solution, preparation for implementation.
Automation of the HR function: examples of solutions
02
Personnel cost management (budgeting)
Budget process. Stages of personnel planning and budgeting.
HR budget in times of crisis. Budgeting trends.
Personnel budget structure.
Calculation and protection of the operating budget.
Calculation and protection of the investment budget / project.
An example of calculating ROI for projects in the field of human resource development.
Plan-factual analysis.
Payroll budget management.
Budget management for personnel training and development.
Budget management in the field of personnel selection and adaptation.
03
Development of competency models. Hiring system. Adaptation system. Personel assessment
Development and application of a competency model.
Competency structure. Examples of competencies in Russian and international companies.
Competency assessment and potential assessment.
Organization of a system of recruitment and adaptation of personnel. Recruitment technology.
Position/vacancy profile.
Sources and methods of personnel search: social networks, head hunting, executive search, targeted selection, mass recruitment, referral bonus program.
Interview and competency assessment at the candidate selection stage.
Adaptation. Types of adaptation: corporate, social, professional adaptation.
Employee adaptation program for the probationary period. Introduction to the position. Mentoring and the role of the mentor.
Factors that hinder employee adaptation: different values and priorities, disappointed expectations, poor personal contact, working conditions, volume of tasks.
04
Technology for implementing an assessment center in a company
Goals, objectives and areas of application.
Main stages of the project.
Development of competencies.
Formation of an assessment matrix.
Administrative issues.
Conducting Assessment Centers.
Integration and reporting.
Feedback for the participant.
Building an individual development plan.
05
Development of employee potential. Talent-management. Knowledge Management
Principles of “Talent Management” in recruiting and selecting employees. Creating a motivational environment. Application of coaching and mentoring technology for talent development.
Knowledge management and core competency management. Planning for the development of key competencies. Assessment of the level of intellectual capital. Relationship between human resource management strategy and knowledge management strategy. Creation of a knowledge management system based on corporate training.
06
Change management when working with personnel
Corporate culture as an environment of change.
Focus of change: people and system. Cascading changes.
Research methods: surveys and questionnaires.
Expert groups and development methods.
Focus groups and discussion methods.
Conflicts when developing and implementing changes.
Resistance to change.
Implementation of changes.
Sustaining change.
Internal communications
07
HR marketing. Creation and promotion of an HR brand. Professional internal and external PR
What is personnel marketing? Marketing information.
Features of working with different generations.
Marketing tools for promoting employer branding.
Employer value proposition.
Promoting the employer brand on social media. networks: how and what to research.
Internal research: the procedure for conducting research and its processing.
Satisfaction/loyalty/engagement: separate tools.
Events, competitions, videos.
Speeches by authorities.
Gamification.
08
Employee performance management. Material and non-material motivation
Concept of efficiency and KPI.
What is motivation?
Theories of motivation that managers should know about.
Material incentives: reward system and compensation package structure.
Construction of a remuneration system based on the grading approach.
Balanced scorecard and scorecards for departments and employees. Examples of four types of KPIs.
Development of KPIs at the position level.
Personal motivation, motivational profile and employee psychotype. Gerchikov's typology.
Assessing employee satisfaction and engagement. Engagement as a KPI.
Non-material motivation.
09
Legal regulation of labor standards and remuneration
Main risks regarding wages. Categories of court cases regarding payment, analysis of judicial practice. What should an employer do if the Labor Code of the Russian Federation does not have answers to all questions? Responsibility of the company in case of violations in the field of remuneration.
Local regulations on wages - how and what we write. Typical errors regarding remuneration in LNA and employment contracts. Examples of correct wording.
Changing the wage system. Possible options and associated risks. Risks for employers when changing wages.
We pay the salary correctly. What is included in the minimum wage? Deadlines for payment of wages and its part(s) - how and where to register.
Allowances and surcharges. Increased payment for “harmfulness”. "Travel" allowance. “Northern surcharge” and regional coefficients. "Shift allowance." Night and overtime.
Peculiarities of remuneration for overtime work and work on days off. How to properly pay overtime work in a consolidated accounting system.
Employer risks when formulating bonus conditions, successful formulations. Will the employee be able to recover the bonus? All judicial practice on bonuses.
Remuneration for downtime, marriage and other unfavorable situations Deduction from wages. Is it possible to deduct amounts for work clothes, telephone expenses, and an unreturned laptop?
Legal regulation of labor standards. In what cases and for what purpose do organizations carry out labor standardization.
Photography of working time is a tool for standardization. Procedure and stages of implementation. Legal documents for taking photographs of the working day. Examples.
10
Building a wage system based on grades
Building a grading system in the company.
Job evaluation methods.
Job descriptions.
Conducting an assessment based on factors.
Comparison with the market.
An approach to remuneration reform.
Choice of compensation policy. Cases.
Construction of salary ranges.
Revision and indexing.
Introduction of a grading system.
11
Development of a bonus system. Performance management system. BSC Balanced Scorecard
Management by objectives, MBO, KPI and BSC.
PM's general approach to defining goals and key performance indicators (KPIs).
Determination of performance criteria for employees and the department as a whole.
A system for evaluating departments and employees based on performance indicators.
Systematization and effective implementation of the KPI assessment process in business processes.
Features of using the KPI system.
Effective financial incentives for results.
Bonus and bonus policy, integration with KPI.
Project to develop and implement a results-based management system.
Workshop and ready-made solutions.
12
Compensation and benefits. Social package. Non-material motivation system
Approaches to the formation of a social package.
Physical well-being.
Financial well-being.
Social and mental well-being.
State guarantees and compensation.
Taxes and business benefits.
Theories of motivation and reward.
Non-material motivation.
Corporate culture.
The role of the manager in motivating employees.