All entrepreneurs have a vision of success built on organisational growth and wealth. However dreams of empire are built upon the labours of others - but only if they are valued and motivated. To achieve long term business success organisations need to successfully address human issues not just because of their legal responsibilities but because it makes sound commercial sense to do so.

This HRM management training programme is a natural extension of a strategic review and works well as part of a business trilogy with marketing and financial management development programmes.

The trilogies effectiveness can be enhanced by including modules covering a computerised business simulation and action centred learning.

Programme Introduction

The broad aim of our programmes is to provide a high level generic introduction to the key activities of HRM by both line managers and HRM professionals.

This HRM management training programme deals with many of the basics and therefore could be incorporated within a general business course.

We will however be delighted to work with you to design a programme to satisfy your specific learning requirements, culture, working practices, etc.

Maintaining a positive change and learning based culture, possibly based on empowerment and self realisation, is central to all managers aspirations. However, at an individual level it may not always be achieved. Situations can and do arise when a manager/supervisor must know how to deal with both Discipline and Grievance.

Disciplinary procedures are designed to protect an organisation against those who, within their responsibilities, knowingly fail to contribute to their potential, or those who do not adhere to laid down policies and procedures. Discipline is a process that is designed to correct rather than punish and the procedure governing it should be carried out in a manner that is equitable and consistent. It is essential each stage is carried out and recorded accurately as insurance against an unfair dismissal claim.

In a grievance situation an individual has a problem with an aspect of the organisation's operation or representatives. A grievance procedure ensures that such issues arising between staff and management can be considered and resolved. It is in their mutual interest to resolve these problems as speedily as possible to prevent any industrial action being taken.

This HRM course looks at good practice in both these situations and focuses on the need for sound interviewing techniques, evidence, documentation/record keeping.

The characteristics and cost of absence is examined together with methods for measuring, analysing and monitoring. The different areas of long term absence, short term absence, unauthorised absence and persistent lateness are considered and tactics for dealing with each of them. Finally much as we would like to we cannot retain all our employees as some will leave for a variety of reasons. Therefore the procedures that must be followed upon termination and the benefits, structure and conduct of exit interviews are examined. The benefits of feeding back this information into the recruitment and training aspects of the organisation are explored.

Other HRM management training development programmes can cover:

• Organisational Development
• The Employment Relationship
• Resourcing
• Reward Management
• Performance Management
• HR Development
• Employee Relations
• Selection Interviewing