The British Academy for Training and Development offers a course in Personnel and Human Resources Management with the aim of providing trainees with the necessary and distinguished experience in this field. The curriculum has been carefully prepared and designed, because human resources represent the beating heart of modern management. They perform functions and tasks that enhance their position in the organizational structure of the institution and make them a means of survival and continuity in activity and success. Therefore, there is no successful institution without human resources management. The functions of this department always come at the forefront of functions in institutions, as they lead to achieving harmony and balance between all elements of the administrative process, in addition to the remarkable success achieved by this department in institutions, and proving the efficiency of its employees in helping institutions overcome hardships, by placing the foundations of the institution in their correct places, which ensures achieving balance in the work institution.

Who Should Attend?

• All administrative and supervisory leaders in government and private sectors.
• Employees, supervisors and managers of human resources departments and administrations.
• Employees, supervisors and managers of administrative development departments and administrations.
• Employees, supervisors and managers in administrative affairs departments and administrations.
• Employees, supervisors and managers in personnel affairs departments and administrations.
• Employees, supervisors and managers of workforce planning departments and administrations.
• Consultants in training, human resources and institutional development.
• Graduates and those interested in this field.

Knowledge and Benefits:

After completing the program, participants will be able to master the following:

• Working to achieve the greatest possible production efficiency, by planning the organization's needs for human resources in terms of quantity and quality through the use of scientific methods in general and statistical and mathematical methods in particular.
• Increasing the level of human element performance, by focusing on increasing individuals' ability to work and increasing their desire to perform work, by developing their capabilities through training and providing the appropriate work environment materially and psychologically.
• Raising the level of loyalty and belonging, by establishing a fair structure for wages and incentives and clear policies for promotion, and paying attention to human relations and working to support them from time to time. Working to establish an objective system for measuring and evaluating the performance of employees, so that this ensures that everyone is given his due right, whether in promotion, rewards, exceptional allowances, or material and moral incentives.

• Professional Approaches to the Study of Human Resources Management
• Strategic Planning for Human Resources Management
• What are the tools used in the process of strategic planning for human resources HRSTs?
• What are the analytical models in the process of strategic planning for human resources?
• Identifying the characteristics of work and its impact on the company's workforce.
• Strategic planning for the career path of employees
• Job Analysis:
  • Studying methods of job analysis and job description based on practical experiences in global companies.
  • The extent to which companies need job analysis
  • Complete and partial job analysis
  • Outputs of job analysis and how to deal with them
  • Identifying effective means of job analysis
• Recruitment:
  • The recruitment process as a basic process in human resources management
  • What are the sources of recruitment of the workforce?
  • Alternatives available for recruitment in the company
  • The role of effective recruitment in achieving profitability and reducing expenses
• Selection and appointment process:
  • How to design the selection and appointment process to achieve the efficiency of the company
  • Approaches used in achieving the effective selection and appointment process
• Personal interview:
  • What are the types of personal interviews?
  • Methods used in managing personal interviews
  • The role of the human resources manager in making personal interviews successful
  • What are the stages and procedures of personal interviews?
  • Some secrets of successful personal interviews from the experiences of professionals in Arab companies
• Recruitment tests:
  • What are the types of recruitment tests?
  • Characteristics of an effective recruitment test
  • Knowing the appropriate test for the job and the company
  • Recognizing the role of the recruitment test as an effective tool in recruitment processes
• Training, development and guidance:
  • Guidance and guidance programs
  • Programs for guiding and directing new employees
  • Designing guidance and guidance programs and the role of human resources management in them
  • Adapting new employees to the work environment and team members
• Training and development:
  • What is the difference between training and development?
  • Identifying the company's training needs
  • What is the role of human resources in choosing training packages?
  • Designing an effective training program
  • Working on developing an effective training program
  • Procedures for implementing an effective training program
  • Some modern methods of training evaluation
• Employee performance evaluation:
  • What is meant by job performance evaluation
  • What is the relationship between performance evaluation and performance management?
  • What are the methods and techniques for evaluating employee performance?
• Motivation and Compensation (Allowances):
  • Learn about the theory of employee motivation
  • Learn about methods of motivating employees
  • What are the types of compensation (allowances)?
  • Justice in allocating employee allowances
  • Competitiveness of allowances and benefits
• Salary scale (wage structure):
  • Work on designing the salary scale
  • Justice in the salary scale
  • Evaluating employee salaries