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Modules
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All four modules are essential components of the program.
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Learning Outcomes
1. Recruitment Reward and Retention
Recruitment and selection procedures and practices, performance management and appraisals, training and development, job evaluation and market research, Knowledge and development management, staff retention techniques.
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Learning Outcomes:
Competences:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. An understanding of the different types of training and development models and how to apply them in the workplace.
2. Ability to assess employees’ needs and identify appropriate training and development methods.
3. Understanding of the different types of learning theories and how to apply them in the workplace.
4. Techniques to effectively measure and evaluate the effectiveness of training and development initiatives.
5. Knowledge of the latest relevant laws and regulations related to training and development initiatives.
6. Understanding on how to use technology to deliver effective training and development programs.
7. Ability to create a learning climate and culture in the workplace.
8. Techniques to promote and encourage staff development and organizational learning.
9. Knowledge on techniques for maintaining a good relationship between the trainer and participants during the development program.
10. Understanding on how to design and deliver an effective training and development program.
Knowledge:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. An understanding of the different types of training and development models and how to apply them in the workplace.
2. Ability to assess employees’ needs and identify appropriate training and development methods.
3. Understanding of the different types of learning theories and how to apply them in the workplace.
4. Techniques to effectively measure and evaluate the effectiveness of training and development initiatives.
5. Knowledge of the latest relevant laws and regulations related to training and development initiatives.
6. Understanding on how to use technology to deliver effective training and development programs.
7. Ability to create a learning climate and culture in the workplace.
8. Techniques to promote and encourage staff development and organizational learning.
9. Knowledge on techniques for maintaining a good relationship between the trainer and participants during the development program.
10. Understanding on how to design and deliver an effective training and development program.
Skills:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. An understanding of the different types of training and development models and how to apply them in the workplace.
2. Ability to assess employees’ needs and identify appropriate training and development methods.
3. Understanding of the different types of learning theories and how to apply them in the workplace.
4. Techniques to effectively measure and evaluate the effectiveness of training and development initiatives.
5. Knowledge of the latest relevant laws and regulations related to training and development initiatives.
6. Understanding on how to use technology to deliver effective training and development programs.
7. Ability to create a learning climate and culture in the workplace.
8. Techniques to promote and encourage staff development and organizational learning.
9. Knowledge on techniques for maintaining a good relationship between the trainer and participants during the development program.
10. Understanding on how to design and deliver an effective training and development program
2. Legal Aspects Realted to HR
Employment Law within the Maltese and European context, conditions of employment & Disciplinary issues.
Learning Outcomes:
Competences:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
a) Able to apply law to specific HRM scenarios.
b) propose action points for avoiding industrial dispute.
c) develop a checklist for reviewing contracts.
d) able to effectively handle a grievance case.
Knowledge:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
a) study laws specific to employment and HRM. This is not a basic overview. Attendees will already have a basic knowledge of employment law and will give HR professionals additional theoretical knowledge.
b) comprehensive, specialised factual and theoretical knowledge about the EIRA.
c)Understand the necessary clauses in a contract.
d) Understand the legal obligations and requirements in terminating a contract.
Skills:
At the end of the module/unit the learner will have acquired the following skills:
a) identify which parts of the law are applicable to the HR Function.
b) identify the obligations of employers and employees in specific scenarios.
c) identify scenarios where a definite contract of employment is preferable to the organisation over indefinite.
d) identify tactics to develop a culture of equity
3. HR Strategy
The changing roles of HR Professionals, Organizational and HR Strategies – formulations and implementation, Key business issues and factors affecting organisations and their impact on HR, Identifying and coping with changes in the external and internal environments and assessing the impacts of these factors on the HR Department, The thinking performer- occupational psychology.
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Learning Outcomes:
Competences:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
a) Able to see how the individual should evolve in the HR role to cope with changes.
b) develop and implement HRM strategies that are in line with company goals.
c) demonstrate competence in identifying key factors affecting their industry.
d) analyze how to cope with change.
e) cope with standard problems and common situations and Alyse how to collaborate with different departments.
Knowledge:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
a) Understand how the HR function developed and evolved over time.
b) identify key components is developing strategies and understand how the HRM strategy should support overall organisational strategies.
c) identify and understand the specific impacts of business issues on the HR function.
d) Understand how the role of occupational psychology in improving the work place.
Skills:
At the end of the module/unit the learner will have acquired the following skills:
a) identify which parts of the law are applicable to the HR Function.
b) identify the obligations of employers and employees in specific scenarios.
c) identify scenarios where a definite contract of employment is preferable to the organisation over indefinite.
d) identify tactics to develop a culture of equity.
4. HR Operations
Organisational design/organogram, HRM Tool (payroll, recruitment, data systems) Policies and Procedures, Effective communication, Health and Safety, and employee wellbeing.
Learning Outcomes.
Competences:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
a) create an effective organogram.
b) critically assess various leave systems.
c) Develop HRM policies and procedures.
d) identify the appropriate skills and tools required for various HRM scenario.
e) Demonstrate how to effectively conduct a companywide communication.
f) develop a H&S policy for the organisation.
g) Determine how the HRM function can positively impacting employee well being.
Knowledge:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
a) Develop understanding of an effective organisational design.
b) review of latest tools available for HRM.
c) understand what policies are required for an effective work environment and how to create them.
d) have specific theoretical knowledge on effective communication.
e) understand specific H&S obligations of an employer.
f) Theoretical knowledge of factors impacting employee well-being and their benefits to the organisation.
Skills:
At the end of the module/unit the learner will have acquired the following skills:
a) demonstrate the core considerations of organisational design.
b) identify core requirements and consideration when implementing HRM tools.
c) Analyse key considerations when creating policies and procedures.
d) Analyse their own level of expertise in various HRM skills and identify ways to improve these.
e) Identify which communication styles are most appropriate for various HRM scenarios.
f) demonstrate the effects of not having an appropriate H&S policy.
g) understand various concepts in employee well-being and their benefits to the organisation.