Human Resource Management Course in Singapore
Human Resource Management Course in Singapore
Managing all the people working in an organization is the main duty of a company’s human resources department (HRD). More than that, they are also responsible for the well-being of every employee and making sure that they fulfill the work their jobs describe. An outstanding HRD manages in a people-centered way.
This Human Resource Management workshop is ideal for anyone who would like to gain a strong grasp and improve their Human Resource Management.
All Staff Within An Organisation
The ideal group size for this Human Resource Management course is:
Minimum: 5 Participants
Maximum: 15 Participants
The duration of this Human Resource Management workshop is 2 full days. Knowles Training Institute will also be able to contextualised this workshop according to different durations; 3 full days, 1 day, half day, 90 minutes and 60 minutes.
2 Full Days
9 a.m to 5 p.m
Below is the list of course benefits of our Human Resource Management course
- Learn why the human resource team must exist in each company and how it can benefit the company’s development
- Gain the qualities of to become a respectable human resource management member
- Be equipped to deal with the common problems that are encountered when part of the human resource management team
- Formulate employee relations programs that can strengthen your company and build comradery
- Become expert coaches and be able to teach and correct employees
- Orient how changes in policies should be delivered and presented to the employees
- Be ready in assessing employee performance and how to provide constructive criticism
- Formulate strategies to maximize recruiting plans and proper retaining actions
- Be prepared to perform change management actions and execute the right steps
- Have the right knowledge on what the salary brackets are on each level of employment
- Know how to resolve conflicts dealing with employees with poor performances
- Achieve professional level of communication and be an effective presenter
Below is the list of course objectives of our Human Resource Management course
- Impart the necessity of human resource management and why companies should invest on it.
- Present the qualities of the human resource management team that can make companies grow
- List the common challenges human resource team members encounter in any organization
- Describe how employee relations programs are vital in every organizations growth
- Model proper coaching and how to develop workers in the office
- Orient how changes in policies should be delivered and presented to the employees
- List the ways to assess employee performance and provide positive feedback
- Conceptualize the right ways to create proper recruiting plans and proper retaining actions
- Explore how to deal with changes in the organizational chart and how to do change management actions
- Inspect several contemporary salary structures for employees in different levels
- Explain how to resolve conflicts dealing with employees with poor performances
- Illustrate methods of presenting and conducting meetings to other employees
Below is the list of course content of our Human Resource Management training course
- The importance of Human resource management in any organization
- The qualities of an effective and approachable human resource management team
- Learning what the common challenges managers face in a workplace
- How Employee relations can strengthen company teamwork and make more profit
- The relevance of coaching and developing workers in the office to build a reliable and effective workforce
- Application of changes in policies and how to effectively cascade it to a team
- Defining the ways to assess employee performance and how to provide constructive criticism
- Training on proper recruiting plans and the benefits of retaining staff
- Addressing change management plans and how to deal with changes in the organizational chart
- Determining salary structures for employees across all levels and how to offer competitive salaries
- Resolving conflicts and how to deal with problematic or poor performing members in the team
- Proper presentation, communication and presenting of action plans to the organization
Each participant will receive the following materials for the Human Resource Management course
Human Resource Management Learner’s Guide
Human Resource Management Key Takeaways Notes
Human Resource Management Essentials Ebook
Human Resource Management Course Handouts
Human Resource Management 30-Day Action Plan
Human Resource Management MindMaps Pack
Human Resource Management PPT Slides Used During Course
Human Resource Management Long-Term Memory Flashcards Pack
Human Resource Management E-Learning Course
Human Resource Management Online Video Course
Human Resource Management Essentials Audiobook
Human Resource Management Infographics Pack
Each course participant will receive a certification of training completion
There are 3 pricing options available for this Human Resource Management training course. Course participants not in Singapore may choose to sign up for our online Human Resource Management training course.
Contact us for the latest Human Resource Management course schedules:
Phone: +65 6817 2530
Request for this Human Resource Management course brochure. Fill up the short information below and we will send it to you right away!
Post Training Support: A vast majority of training does not have any effect beyond 120 days. To work, training has to have a strong pre- and post-training component. Post-training reinforcement helps individuals to recall the understanding and ask questions.
Blended Learning: Learning does not occur in the classroom. Virtually everybody prefers distinct ways of learning. Successful learning should have a multi-channel, multi-modal strategy.
We Understand The Industry: We’ve got a profound comprehension of the business, business design, challenges, strategy and the that our participants are in and have designed the courseware to cater to their professional needs.
Course Content: Knowles Training Institute’s material is relevant, of high quality and provide specific learning results. Participants will leave the training course feeling as they have gained a strong understanding and will also be in a position to execute what they have learned sensibly.
Course Development — The workshop modules follow a systematic and logical arrangement. This structure helps to ensure that the course material allows the facilitators to deliver the course in a logical arrangement. Consider the subjects as building bricks into learning, our facilitators slowly build towards a comprehensive picture of this entire topic.
HR needs to acquire a skillful workforce to provide their company with a competitive advantage in an ever-changing industry scene.
7 (Seven) functions of HR
- Talent Acquisition/Recruitment
- Compensation Management
- Benefits Administration
- Training and development
- Performance Appraisal and Management
- Employee and Labor Relations
- Compliance Management.
On an exclusive level, HR’s purpose is to control the employee involvement during the employee’s time in the company. They are required to develop the best employees.
Human resources also play a crucial role in coming up with a company’s plan as well as managing the employee-focused activities of an organization. The department is also responsible for designing, executing and supervising policies between workers and the management unit of the business.
These human resource requirements in a small business may not be exciting, but they are crucial if you want to have friendly, productive workers and also to avoid legal problems down the road.
- Keeping people safety – Health & Safety Regulations
- Know The Law – e.g., Workers’ rights
- Keep good records – e.g., training records, payroll details, employee handbook
Stress can come to anyone at all levels of the business, and work-related is widespread, not limited to any specific industries or jobs. HR is known to be a complicated and challenging job. According to what Human Resources Online wrote, a new report from Perkbox surveying some 16,000 respondents in the United Kingdom, 79 percent of HR professionals say their job negatively impacted them. Behind HR, 63 percent of legal workers and 54 percent of retail, catering, and leisure workers said the same.
The highest level of HR positions is the director of human resources. Some human resources managers at large companies move into an executive role with their company or corporation. The highest level of HR employment makes decisions that can influence the employment practices of the whole business.
A company works within a structure or specific guidelines. These guidelines are produced by the top directors and various departments of the company, including the HR department entirely depending on the type of HR policies and procedures that needs to be executed.
- Choose a suitable title for the policy
- Understand the motive the policy
- Use straightforward and clear language
- Your policy and procedure should reflect the company’s image
- The HR policies need to have a clear outline
- Make the HR policies easy to read
The contents of your company’s handbook will depend on several parts. These are vital policies you should include:
- At-will employment
- Anti-harassment and non-discrimination
- Employment classifications
- Leave and time-off benefits
- Meal and break periods
- Timekeeping and pay
- Safety and health
- Hiring forms
- Receipt of company property
Your business’s HR department is more powerful than you think. It does not matter if your organization has only two or fifty employees. The HR department is a crucial element of your business. Here are the first four actions to take to set the HR department.
- Think about the culture you want your organization to embody first
- Establish employee files
- Healthcare benefits
HR policies are fundamental in any company. They’re required to be regularized between the employees of the company, to avoid all negative issues that might arise.
The primary duty of any employee is to get synced with the work culture of the company. HR policies help show them the dos and don’ts one must follow. Human resource policies consist of,
The solution to a successful HR strategy is to identify what unites and drives employees and to form a strategic plan around that knowledge. A successful HR strategy can often set the tone for the way a company functions and how the world views it.
There are many different kinds of strategies, but ultimately, they start with the same basis: to create a working environment with engaged, productive, and faithful staff.
For many employers, a universal human resource strategic objective is to guarantee that the organization’s workforce can meet future staffing requirements. In order to achieve this goal, human resources and managers frequently operate together in evaluating the current workforce skills and abilities.
An HR department that establishes clear goals for controlling its company’s workforce will make excellent strides towards the company’s success.
- Maintain Productivity with Workforce Planning
- Develop Evaluation Processes and Training Programs
- Increasing Employee Engagement
- Policy Creation and Education
Human resources managers prepare and coordinate the administrative duties of a company.
Their job scope entails of:
- Attract talent
- Hire resources
- Professional development
- Maintaining work culture
- Resolving conflicts
- Employee relations
- Rewards and incentives
- Legal knowledge
If you consider yourself a keen problem solver who is thorough, unbiased, and fair – plus you interact well, then a career in human resources might be for you. If you have no experience or qualifications, you can consider:
- Focus on education and training (relating to HR)
- Gain experience in HR – e.g., internship
You will start to question if it’s time to bring HR into the company at one point. While a business of a few people might not need HR yet, it is an essential unit for any business. However, there’s no standard number of employees when HR staff should be hired.
While about two HR staff for every 100 workers might be the standard for numerous organizations, it might fall short if the organization is experiencing growth and change.
The majority of us believe we should only go to human resources when there is a significant problem. However, there are numerous cases where workers legally need to inform HR about what is going on.
- Discrimination or harassment
- Emotional and physical outbreaks
- Medical issues
- In-office romantic relationships
- Questionable social media content
- When management won’t step in
No. Your boss legally cannot stop you from going to HR if you want to.
They could get in trouble if they tried. Every working person should have the right to work in a non-hostile work environment.