A.I. MIR LLC

Services Learning For HR Professionals

Training Programs for HR Professionals



Practical HR - Module I
Written by Azfar
Saturday, 05 March 2011 12:12
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Employment

Program available in-house, Request a Quote

Duration:

3 days

Program Overview:

Effective Recruitment, Selection, Hiring and Placement procedures are critical components of an organization’s human resource management process. After determining their staffing requirements, organizations must ensure that they have systems in place to attract, select and place the right candidates. Every time a manager makes a hiring mistake, the organization suffers consequences – job productivity loss, loss of time spent in employment, necessity of making tough and costly decisions, increased training and other costs as well as profit and emotion draining recruiting expenses.

ONE employment mistake can cost the company tens of millions of rupees

 

For more information about this service, please request a meeting with our team.

Last Updated on Friday, 28 October 2011 11:21
 
Practical HR - Module II
Written by Azfar
Saturday, 05 March 2011 12:12
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Job Evaluation - Compensation and Benefits

Program available in-house, Request a Quote

Duration:

3 days

Program Overview:

This workshop is based on a self developable point ranking system.

The participants will work hands on with the system and will be taken though the following steps enabling them to carry out a Job Evaluation exercise in their respective Organizations together with a in house Team.

. List out Positions for Review
. Prepare / Review Job Descriptions
. Study various International Methods (Hay, Inbucon, PA PAGE, Price Waterhourse, Wyatt and Arthur Young).
. Study various complexity levels of Job Evaluation
. Develop / Construct a criteria for evaluation in their organization(s)
. Evaluate Jobs Separately
. Discuss and Pre-finalize Individual Evaluations in a Team
. Present to groups and Finalize

They will also be made aware on how to:

. Match Evaluations with Existing Levels of Employees – Adjust to realities
. Re-do Slabbing, Levels, Facilities – the compensation system
. Review Job Grades Structure

 

For more information about this service, please request a meeting with our team.

Last Updated on Wednesday, 07 September 2011 11:31
 
Practical HR - Module III
Written by Azfar
Saturday, 05 March 2011 12:12
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Performance Management & Development

Program available in-house, Request a Quote

Duration:

3 days

Program Overview:

A working performance management system should aim at the development of the appraised.

Appraisals should be an exercise more in assessing strengths and area needing improvement; and rating performance against objectives set for the performance period; it should focus less towards increments and even lesser towards promotions.


Objective set should be SMART / SPIROC to begin with and even more importantly each objective should have a comprehensive action and activity plan outlined by the appraisees and discussed, improved and agreed with the supervisors.


The art of apprising has to be inculcated in the supervisors with all the nuances explained.


A company is only as good as its employees. On the other had employees are only as well developed and high performing as the company’s goal oriented performance appraisal and management system makes them.

 

For more information about this service, please request a meeting with our team.

Last Updated on Wednesday, 07 September 2011 11:32
 
Practical HR - Module IV
Written by Azfar
Saturday, 05 March 2011 12:12
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Training and Development

Program available in-house, Request a Quote

Duration:

3 days

Program Overview:

The Management of a training program is like producing a film. It requires a producer, a director, a music director, editor, cast and viewers. A film is a hit if the viewers get what they want and becomes a classic if the viewers get what they need. The same goes for a / any training program.

The various stakeholders involved, the company, the corporate management, the functional head, HR dept., training dept., employee, company’s customers, all need to be satisfied or to benefit from it, for a program to be really successful and not be just an exercise in futility.

We need TNA and a TWantsA based on which the program has to be outlined and designed. This is done through performance appraisals, job descriptions, 360 degree appraisals, recruitment selection gaps, psychometrics, in discussion with the individual employee and her supervisor.

Later come the phases of content determination, methodologies and actual delivery of the program and then its evaluation (Kirkpatrick!) at 4 levels.

This program is about all of the above – the management and administration of Training & development.

 

For more information about this service, please request a meeting with our team.

Last Updated on Wednesday, 07 September 2011 11:35