Events Search | Liquid Learning Group

HR Essentials toolkit for Non-HR Professionals Workshop

Cliftons Melbourne

Hide Section - About the Event
DAY ONE:
Session One: Implementing, Educating and Measuring Effective Workplace Policy
Session Two: Acquiring Effective Recruitment Techniques to Minimise Bad Hiring Decisions


DAY TWO:
Session One: Human Resource Employment Law: The Fundamentals
Session Two: Recognising, managing and resolving conflict in the workplace


DAY THREE:
Session One: Performance Management: Implementing Effective Processes to Cultivate a High Performing Team
Session Two: Developing Leadership and Coaching Skills to Optimise Employee Engagement and Performance
Hide Section - Explore Points
Hide Section - Who will attend
Established and emerging leaders, in a variety of different industries and sectors spanning roles including:

Executives and Managers
Directors
General Managers
Team Leaders
Branch / Division / Section or Line Managers
Project Managers



21 March 2017


09:00 - 17:30


Masterclass

Day One:

SESSION ONE:
9.00 - 12.30: Implementing, Educating and Measuring Effective Workplace Policy

Due to the rapid changes to Human Resource regulations, legislation and business operations, organisations need to implement a systematic and well-considered approach to policy development, implementation and management. However, for many organisations policies are only developed when necessary, resulting in outdated, inconsistent and inaccurate policies. Ensuring processes are managed effectively, it is essential to implement policies that will guide employee behaviour and aid decision making, ultimately decreasing confusion, lack of ownership and an insufficient level of compliance amongst both employees and management alike.

In order to be effective, employees must be consulted throughout the entire workplace policy change. Ultimately achieving a stronger awareness and understanding of the overall changes, employees will be allowed to feel a sense of ownership for the final outcome. Writing clearly defined policies means that organisations are able to begin operating with less confusion and increased efficiency, generating a decrease in potential lawsuits. Through attending this workshop, delegates will be provided with the following talking points and key takeaways:

- Making a case for policy: Differentiating between the want and need for change
- Incorporating the values of the organisation into the policies
- Establish a step – by –step process for workplace policy development and implementation
- Differentiating between policies, procedures and guidelines and understanding the importance of each
- Educating a diverse workforce on the workplace change and utilising the appropriate communication channels for both updating and introducing new and existing policies
- Gauging the success of new policies
- Developing a life-cycle for managing policies

SESSION TWO:
1.30 - 5.30: Acquiring Effective Recruitment Techniques to Minimise Bad Hiring Decisions

Effective workplace policy gives longevity to the strong values and priorities of an organisation. Beyond maintaining core values through policy, organisations maintain their value and integrity from the people who represent them. Therefore, the ability to identify a potential employee that possesses aptitude, knowledge, core competencies and natural attributes, is key to sustaining the organic growth and success of an organisation. Seeking alignment of values between the prospective employee and the organisation is also a pivotal factor that may underpin long-term success in a role. However, making a bad recruitment decision will ultimately prove costly and time-consuming, impacting on the business's day-to-day operation and distract team members from core tasks. Through developing the confidence to conduct extensive and in-depth interviews, management will acquire the natural skills needed to engage with potential candidates optimising the success of new hires and the ability to justify hiring decisions.

Through practical exercises, this afternoon session will provide non-HR managers with key engagement strategies that will allow for identification of strong candidates. Building confidence to believe in their decision-making ability, delegates will understand the role they play in forging a new employee’s career pathway, identifying that they are responsible if a recruitment decision is unsuccessful. Through expert facilitation, delegates can expect the following key outcomes:

- Implement recruitment and retention strategies to ensure sustainability of your team
- Dealing with bad hiring decisions and learning from your mistakes
- Techniques that will enable employees to forge their own career path
- Generating return on investment through having a greater focus on recruitment of high-calibre people
- Building confidence to effectively conduct interviews, enabling for better evaluation of potential candidates
Ushma Dhanak - HR Consultant
Collaborate HR


22 March 2017


09:00 - 17:30


Masterclass

Day Two:

SESSION ONE:
9.00 - 12.30: Human Resource Employment Law: The Fundamentals

The expectancy on managers from both senior leaders and the HR department, to understand HR policies and processes is substantial. HR skills, as a function of the non-HR manager, are a standard requirement of the role and the ability to manage people appropriately is often equally as important as the specialist function the manager performs. All managers have an obligation to protect their employees, yet through lack of training; the basics of Human Resource Law are often overlooked leading to poor handling of legal, safety and compliance standards.

Dealing with significant grievances, infringements, bullying and harassment, redundancies, union unrest, and many other organisational issues, are often part of the day to day duties of a non-HR manager. In order to both manage and maintain your team effectively, it is imperative to understand the fundamentals of employment law to ensure internal staffing issues do not escalate. Through interactive discussion and theoretical examples, delegates can expect the following key discussion points and vital takeaways:

- Development of a strategic toolkit that will aid management of sensitive employee issues
- Recognise the power of combining hard skills and soft skills to increase Human Resource leadership capability
- Dealing with issues of contention to prevent unnecessary organisation exposure in the form of tribunals, court cases and negative press
- Understanding the correct administration and record keeping requirements for all legal, safety and compliance issues
- Implementing the correct procedures to reduce exposure to undue risk


SESSION TWO:
1.30 - 5.30: Recognising, managing and resolving conflict in the workplace

Maintaining grounding in the fundamentals of employment law will be instrumental to understanding the boundaries and constraints of managing workplace conflict. However, it is through the development of effective practical tools such as communication techniques and strategies that will be pivotal in aiding in the management of conflict in the workplace. As someone who deals with a wide variety of personalities on a daily basis, it is important for management to understand that conflict is inevitable and unavoidable, yet healthy for the development of both individual and employee skill sets.

Resolving conflict is a task best dealt with from management. The existence of conflict is not the issue but rather the inability to proactively respond, manage and resolve the conflict before developing into an unresolvable issue with far-reaching negative consequences, impacting at an individual, team and organisational level. Developing clear procedures in which to administer disciplinary processes will provide executives with the confidence to manage staffing issues appropriately.

Throughout this session, participants will develop the soft skills needed to resolve conflict effectively and identify techniques to avoid the difficult process of disciplinary procedures. Delegates can expect the following key outcomes:

- Understanding conflict in the workplace is both expected and unavoidable: Conflict is not the problem, the inability to resolve it is
- Identify potential conflicts and understand common causes to solves staff issues
- Learning to listen with intent, empathy and without assumptions
- How to communicate openly and honestly without further fuelling the conflict through blame, criticism and personal attack
- Effective tools and strategies for resolving conflicts
- Gain an awareness around disciplinary processes for escalating conflicts
Ushma Dhanak - HR Consultant
Collaborate HR


23 March 2017


09:00 - 17:30


Masterclass

Day Three:

SESSION ONE:
9.00 - 12.30: Performance Management: Implementing Effective Processes to Cultivate a High Performing Team
 
Performance Management (PM) can be defined as an advanced appraisal process that uses a proactive system for managing employee performance. Internal PM strategies derive from HR; however, it is important for leaders to reinforce and coach their employees to take ownership of organisational performance and management processes. Cultivating a high performing team will ultimately increase the success of any organisation and aligning core competencies with organisational objectives will enable the effective delivery of both employee and business wide, strategic and operational goals.

Dependent on size, structure and nature of business, many organisations will differ in terms of their approach to performance management. Whether using a formal PM approach of documentation or informal approach of mutual agreement – each organisation must fulfil its duty to enable all employees to succeed. Through attending this workshop, delegates will understand the obligations they have to their employees by implementing effective PM processes, whilst developing key approaches to maintaining and managing this. Interactive discussion, along with theoretical examples will provide participants with strategic techniques that will optimise performance, ultimately developing a high performing team achieving both individual and organisational wide objectives. Key outcomes:

- Ensuring your performance management strategy meets business requirements
- Working with HR to understand the key benefits of Performance Management and reinforcing this within your team
- Techniques to incentivise and recognise performance to optimise employee success
- Understand the importance of feedback and how to effectively communicate this to both individuals and teams on a whole
- Discuss performance management systems that can heighten employee potential and is proven to increase chances of promotion 

SESSION TWO:
1.30 - 5.30: Developing Leadership and Coaching Skills to Optimise Employee Engagement and Performance
 
Developing a high performing and successful team utilises and supports core leadership abilities. In order to succeed as a leader in the dynamic workplace that exists today, it is important to build a genuine relationship with your team and encourage them to make decisions, problem solve, listen and engage; thus demonstrating potential leadership capability that will allow them to grow within their careers. Through effective coaching and mentoring, employees will begin to take more responsibility, gaining the confidence to exhibit an autonomous working nature and enhance their productivity, ultimately leveraging your team’s capabilities.

Through attending this workshop delegates can expect to understand the importance of developing and exercising emotional intelligence to enhance individual ability, whilst allowing it to strengthen leadership. This workshop aims to highlight the key benefits of implementing a pivotal mentoring program, that will benefit both employees and the organisation through sustaining retention and allowing for growth and engagement. Delegates can expect interactive discussion and theoretical examples of successful and unsuccessful leadership stories, ultimately gaining the following key outcomes:

- Leading through periods of change: Strategies to prepare employees and maintain momentum
- Understanding the importance of emotional intelligence and how to apply it
- Encourage employees to accrue responsibility and independently problem solve
- Developing sustainable leadership skills
- Encouraging individual engagement through periods of organisational change or transition
Ushma Dhanak - HR Consultant
Collaborate HR
Ushma Dhanak
HR Consultant
Collaborate HR
Cliftons Melbourne
http://www.cliftons.com/melbourne
Phone: +61 3 9993 9999
Level 1, 440 Collins Street
Melbourne, VIC
Australia
CONTACT DETAILS
Booking Contact is Delegate

DELEGATE DETAILS
Hide Section - Delegate1