human resource development training (sabpp certificate)

Ilanga Protea TrainingConsultants

In collaboration withThe South African Board for People Practice

HUMAN RESOURCE DEVELOPMENT

BOOTCAMP FOR HR PROFESSIONALS 2015/16

HIGHLIGHTS

• INTRODUCTION TO HUMAN RESOURCE DEVELOPMENT• ASSESSING HRD NEEDS• IMPLEMENTING HRD PROGRAMS• Special Mention: HR STANDARDS AND METRICS (NATIONAL HR COMPETENCY MODEL)• HRD AND DIVERSITY: DIVERSITY TRAINING AND BEYOND• MANAGEMENT DEVELOPMENT

Part 1

6 CPD Points

Dates: 25th – 27th February 2015Venue: Protea Wanderers Hotel Johannesburg South Africa

Date: 25th – 27th March 2015Venue: Protea Wanderers Hotel Johannesburg South Africa

Date: 20th – 22nd May 2015Venue: Protea Wanderers Hotel Johannesburg South Africa

Part 2

6 CPD Points

Dates: 17th – 19th June 2015Venue: African Pride Melrose Arch HotelJohannesburg South Africa

Date: 22nd – 24th July 2015Venue: African Pride Melrose Arch HotelJohannesburg South Africa

Date: 26th – 28th August 2015Venue: African Pride Melrose Arch HotelJohannesburg South Africa

WHO SHOULD ATTEND

• Human Resource or Personnel staff atmiddle to senior management level wishingto progress

• Senior Managers who wish to consolidate,refresh and reinforce their knowledge andskills

• Managers wishing to develop their HRthinking and understanding to work moreeffectively with HR specialists

• It will be ideal for candidates who areintending to move into the highest levels ofmanagement or onto a Board and thereforeneed to refine their management skillsquickly and efficiently

ILanga Protea Training Consultants structuredHuman Resource Development to serveprimarily as a comprehensive text in business,management, public administration,educational administration, and other fieldsthat prepare individuals to train and developother people. As such, the training:

• Covers the field of HRD (as defined bySABPP), from orientation and skillstraining, to career development andorganizational development

• Provides a clear understanding of theconcepts, processes, and practices that formthe basis of successful HRD

• Shows how concepts and theories can andhave been put into practice in a variety oforganizations

• Focuses on the shared role of linemanagement and human resourcespecialists in HRD

• Reflects the current state of the field,blending real-world practices and up-to-date research

• Discussion on the HR STANDARDSAND METRICS (NATIONAL HRCOMPETENCY MODEL)

INTRODUCTION

Employee skills and motivation are critical fororganizational success. This has always beentrue, but the pace and volume of modernchange is drawing increased attention to theways that human resource development(HRD) activities can be used to ensure thatorganization members have what it takes tosuccessfully meet their challenges. While thereis solid evidence that HRD works, it is not amagic bullet. The challenges manyorganizations face are complex, and newdimensions, such as globalization and anincreasingly diverse workforce, make it moredifficult to ensure HRD efforts will succeed.Unless those responsible for training anddevelopment make informed choices about thecontent of a developmental experience and themethods of delivering it, the results of manyHRD efforts will fail to meet expectations.Fortunately, there is a growing base of theory,research, and practical experience to supportHRD efforts. We structured this bootcamp tohelp HR Personnel, HRD professionals, andmanagers at all levels take advantage of thisknowledge and experience.We firmly believe that if they do so, they willincrease their effectiveness, along with that ofindividuals with whom they work and theorganizations of which they are a part.

TRAINING METHODOLOGYThe methodology is based on interactivelearning. i.e. learning through exercises.Furthermore, learners will use examples fromtheir own organization, thus ensuring thatlearning is anchored at their workplace.As with all our programmes, we strive to effect

actual change back at the workplace througheffective and practical outcomes based training

HUMAN RESOURCE DEVELOPMENT PART 1 OBJECTIVES

1. INTRODUCTION TO HUMANRESOURCE DEVELOPMENT

LEARNING OBJECTIVESAfter this topic, you should be able to:1. Define human resource development(HRD)2. Relate the major historical events leading upto the establishment of HRD as a profession3. Distinguish between HRD and humanresource management (HRM)4. Identify and describe each of the majorHRD functions5. Describe how HRD can be linked to thegoals and strategies of an organization6. Recognize the various roles andcompetencies of an HRD professional7. Cite some of the contemporary challengesfacing HRD professionals8. Identify the major phases of the training andHRD process

2. INFLUENCES ON EMPLOYEEBEHAVIOR

LEARNING OBJECTIVESAfter this topic, you should be able to:1. Identify the major external and internalfactors that influence employee behaviour2. Describe two primary types of outcomesthat may result from behaviour and tell howthey may influence future behaviour3. State how a supervisor’s leadership andexpectations can affect employee behaviour4. Recognize the impact that co-workers andorganizations themselves have on employeebehaviour5. Define motivation and describe the mainapproaches to understanding motivation atwork6. Discuss how knowledge, skill, ability, andattitude influences employee behaviour

3. LEARNING AND HRD

LEARNING OBJECTIVESAfter this topic, you should be able to:1. Define learning and list at least threelearning principles2. Describe the three broad categories of issuesthat should be considered to maximizelearning3. Identify and discuss several personalcharacteristics (such as ability, personality) thataffect trainee learning4. Identify and discuss the training designissues that can be used to maximize learning5. Identify and discuss the factors that affectthe transfer of training, and how these can beused to maximize learning6. Discuss how various individual differencesaffect the learning process7. Discuss the value of adult learning theory toHRD interventions8. Describe the role that learning styles,learning strategies, and perceptual preferencesplay in learning9. Cite recent perspectives from instructionaland cognitive psychology that have importancefor HRD

4. ASSESSING HRD NEEDS

LEARNING OBJECTIVESAfter this topic, you should be able to:1. Discuss the purpose and advantages ofconducting a needs assessment2. State the purpose of conducting astrategic/organizational analysis, and describethe four issues it is intended to address3. Discuss the five steps that can be used toconduct a task analysis4. Conduct a task analysis for a job of yourchoosing5. Explain the importance of identifyingindividual performance deficiencies anddevelopmental needs in planning anddeveloping training and HRD programs6. Discuss the pros and cons of using multiplesources to collect data for person analysis7. Explain the importance of prioritizingtraining and HRD needs


5. DESIGNING EFFECTIVE HRDPROGRAMS

LEARNING OBJECTIVESAfter this topic, you should be able to:1. Write training objectives for a specificprogram or HRD intervention that contain allthree qualities for useful objectives (describedby Marius Meyer)2. Identify several sources outside one’s ownorganization where HRD programs could beobtained3. Compare the relative merits of developingan HRD program in-house versus purchasingit from an outside source4. List the activities involved in employer-designed HRD programs5. Compare various types of training materialsand describe how they are prepared6. Point out some of the constraints toscheduling HRD programs and suggest ways ofdealing with them

6. IMPLEMENTING HRD PROGRAMS

LEARNING OBJECTIVESAfter this topic, you should be able to:1. Describe three broad approaches to trainingdelivery and the advantages and disadvantagesof each approach2. Describe five primary categories ofclassroom training and the advantages anddisadvantages of each one3. Describe the advantages and disadvantagesof self-paced training approaches to trainingdelivery4. Determine when various training techniquesare more or less effective in different situations5. Develop expertise as a facilitator of atraining topic or module6. Describe ways technology is used to provideand improve HRD programs7. Develop greater expertise in effectively usingtechnology to deliver training content8. Understand and explain the activitiesinvolved in implementing an HRD program

7. EVALUATING HRD PROGRAMS

LEARNING OBJECTIVESAfter this topic, you should be able to:1. Define evaluation and explain its role inHRD2. Compare different frameworks for HRDevaluation3. Discuss the various types of evaluationinformation available and compare themethods of data collection4. Explain the role of research design in HRDevaluation5. Describe the ethical issues involved inconducting HRD evaluation6. Identify and explain the choices available fortranslating evaluation results into rand terms7. Calculate a utility estimate for a targetorganization8. Discuss how technology impacts HRDevaluation

HUMAN RESOURCE DEVELOPMENT PART 1 Presenter: G. Mc Intyre

Section 1 Foundations of Human ResourceDevelopment

Topic 1 Introduction to Human ResourceDevelopment• The Progression toward a Field of Human

Resource• Development• The Relationship between Human

Resource Management and HRD/Training• Human Resource Development Functions• Roles and Competencies of an HRD

Professional• Challenges to Organizations and to HRD

Professionals• A Framework for the HRD Process• Organization of the Text

Topic 2 Influences on Employee Behaviour• Model of Employee Behaviour• External Influences on Employee Behaviour• Motivation: A Fundamental Internal

Influence on• Employee Behaviour• Other Internal Factors That Influence

Employee Behaviour

Topic 3 Learning and HRD• Learning and Instruction• Maximizing Learning• Individual Differences in the Learning

Process• Learning Strategies and Styles• Further Contributions from Instructional

and Cognitive Psychology

Section 2 Framework for Human ResourceDevelopment

Topic 4 Assessing HRD Needs• Strategic/Organizational Analysis• Task Analysis• Person Analysis• Prioritizing HRD Needs• The HRD Process Model Debate

Topic 5 Designing Effective HRDPrograms•Defining the Objectives of the HRDIntervention• The “Make-Versus-Buy” Decision:

Creating or Purchasing HRD Programs• Selecting the Trainer• Selecting Training Methods and Media• Preparing Training Materials• Scheduling an HRD Program

Topic 6 Implementing HRD Programs• Training Delivery Methods• On-The-Job Training (OJT) Methods• Classroom Training Approaches• The Lecture Approach• The Discussion Method• Audiovisual Media• Computer-Based Training (Classroom-

Based)• Self-Paced/Computer-Based Training

Media and Methods• Some Final Issues Concerning Training

Program Implementation• Arranging the Physical Environment• Getting Started

Topic 7 Evaluating HRD Programs• The Purpose of HRD Evaluation• How Often Are HRD Programs Evaluated?• The Evaluation of Training and HRD

Programs Prior to Purchase• Changing Evaluation Emphases• Models and Frameworks of Evaluation• Other Frameworks or Models of Evaluation• Comparing Evaluation Frameworks• A Stakeholder Approach to Training

Evaluation• Data Collection for HRD Evaluation• Data Collection Methods• Choosing Data Collection Methods• Types of Data• The Use of Self-Report Data• Research Design• Ethical Issues Concerning Evaluation

Research• Assessing the Impact of HRD Programs in

Monetary Terms• How Technology Impacts HRD Evaluation


8. ON-BOARDING: EMPLOYEESOCIALIZATION AND ORIENTATION

LEARNING OBJECTIVESAfter this topic, you should be able to:1. Discuss the content, outcomes, and processof organizational socialization2. State the challenges faced by new employeesentering an organization and the things theyneed in order to be successful3. Describe the realistic job preview approachto recruiting, and explain how it can benefitorganizations and new employees4. Define and explain the goals of employeeorientation/on-boarding5. Identify the characteristics of an effectiveorientation/on-boarding program6. Learn the key elements necessary to design,implement, and evaluate an effectiveorientation/on-boarding program

9. SKILLS AND TECHNICALTRAINING

LEARNING OBJECTIVESAfter this topic, you should be able to:1. Identify and describe basic workplacecompetencies2. Explain the need for remedial basic skillstraining programs3. Explain the role of apprenticeship programsin today’s work environment4. Describe a typical technical skills trainingprogram5. Describe a typical interpersonal skillstraining program6. Understand the professional developmentand education practices common in manyorganizations

10. COACHING AND PERFORMANCEMANAGEMENT

LEARNING OBJECTIVESAfter this topic, you should be able to:1. Define coaching and performancemanagement, and explain the need for suchactivities in organizations2. Explain how to analyse employeeperformance to set the stage for a coachingdiscussion3. Describe the steps involved in coaching toimprove poor performance4. Explain how coaching can be used tomaintain effective performance and encouragesuperior performance5. Identify the skills necessary for effectivecoaching6. Identify the critical elements in aperformance management system7. Discuss the evidence supporting theeffectiveness of coaching and performancemanagement

11. EMPLOYEE COUNSELLING ANDWELLNESS SERVICES

LEARNING OBJECTIVESAfter this topic, you should be able to:1. Explain the need for employee counsellingand wellness efforts in organizations, and whycounselling is an HRD activity2. Describe the typical activities included inemployee counselling programs3. Describe the focus and effectiveness of threetypes of employee counselling programs:employee assistance programs, stressmanagement interventions, and employeewellness/health promotion programs4. Describe the role of supervisors in thevarious types of employee counsellingprograms5. Explain the legal and ethical issues raised byemployee counselling, assistance, and healthand wellness programs


12. CAREER MANAGEMENT ANDDEVELOPMENT

LEARNING OBJECTIVESAfter this topic, you should be able to:1. Define the term career, and explain the rolesinvolved in career management anddevelopment2. Explain the effect that the “new” (orchanged) employment relationship is havingon career management3. Describe how models of life and careerdevelopment enhance our understanding ofcareers4. Explain what is involved in, and describeseveral models of, career management5. Describe five career management practices6. Describe four issues that affect careermanagement7. Understand what is involved in designing acareer management program

13. MANAGEMENT DEVELOPMENT

LEARNING OBJECTIVESAfter this topic, you should be able to:1. Define management development anddescribe the extent to which it is used in SouthAfrican organizations2. Describe the approaches that have beentaken to describe the managerial job3. Explain specific ways that managementdevelopment can be linked to organizationalgoals and strategies4. Describe the options and trends inmanagement education5. Explain how training and on-the-jobexperiences can be used to develop managers6. Describe the components of two approachesfrequently used in management developmentprograms: leadership training and behaviourmodelling training7. Use the HRD process model to design,implement, and evaluate managementdevelopment programs

14. ORGANIZATION DEVELOPMENTAND CHANGE

LEARNING OBJECTIVESAfter this topic, you should be able to:1. Define organization development (OD)2. Understand the basic theories and conceptsof OD3. Describe the planned-change model4. Explain the roles of a change agent,manager, and people within a system indeveloping an intervention strategy5. Understand the basic steps involved indesigning an implementation strategy6. Explain the different types of interventionstrategies: human-process based, techno-structural, sociotechnical, and organizationaltransformation7. Describe the role of HRD practitioners inOD interventions

15. HRD AND DIVERSITY: DIVERSITYTRAINING AND BEYOND

LEARNING OBJECTIVESAfter this topic, you should be able to:1. Understand how the changingdemographics of the labour market arechanging the cultural fabric of organizations2. Describe how organizational culture is beingaffected by having a greater percentage ofwomen and diversity in the workforce3. Describe how diversity issues (beyond raceand gender) are impacting organizations, aswell as HRD4. Become familiar with different forms ofdiscrimination and how HRD programs andprocesses can help to reduce these effects5. Describe the ways organizations attempt tointegrate women and cultural diversity into theorganization and the relative success of theseefforts6. Understand the purpose and methods ofcross-cultural training

HUMAN RESOURCE DEVELOPMENT PART 2Presenter: G. Mc Intyre

Section 3 Human Resource DevelopmentApplications

Topic 8 Onboarding: EmployeeSocialization and Orientation• Socialization: The Process of Becoming an

Insider• Various Perspectives on the Socialization

Process• The Realistic Job Preview

Topic 9 Skills and Technical Training• Basic Workplace Competencies• Basic Skills/Literacy Programs• Technical Training• Interpersonal Skills Training• Role of Labor Unions in Skills and

Technical Training Programs• Professional Development and Education

Topic 10 Coaching and PerformanceManagement• The Need for Coaching• Coaching: A Positive Approach to

Managing Performance• Coaching and Performance Management• Definition of Coaching• Role of the Supervisor and Manager in

Coaching• The HRD Professional’s Role in Coaching• Coaching to Improve Poor Performance• Defining Poor Performance• Responding to Poor Performance• Conducting the Coaching Analysis• Maintaining Effective Performance and

Encouraging Superior Performance• Skills Necessary for Effective Coaching• The Effectiveness of Coaching• Employee Participation In Discussion• Being Supportive• Using Constructive Criticism• Setting Performance Goals during

Discussion• Training and the Supervisor’s Credibility• Organizational Support• Closing Comments on Coaching and

Performance Management

Topic 11 Employee Counselling and WellnessServices• Overview of employee counselling Services• Employee Assistance Programs• Stress management Interventions• Employee Wellness and Health Promotion

Programs• Exercise and Fitness Interventions• Smoking Cessation• Issues in Employee Counselling

Topic 12 Career Management andDevelopment• Defining Career Concepts• Stages of Life and Career Development• Models of Career Development• The Process of Career Management• Roles in Career Management• Career Development Practices and Activities• Issues in Career Development• Delivering Effective Career Development

Systems

Topic 13 Management Development• Describing the Manager’s Job: Management

Roles and• Competencies• •Making Management Development Strategic• Management Education• Bachelor’s or Master’s Degree Programs in

Business Administration• Executive Education Programs• Management Training and Experiences• Examples of Approaches Used to Develop

Managers• Designing Effective Management

Development Programs

Topic 14 Organization Development andChange• Organization Development Theories and

Concepts• Model of Planned Change• Designing an Intervention Strategy• Types of Interventions: Human Process-Based• Types of Interventions: Techno-Structural• Types of Interventions: Sociotechnical

Systems• Types of Interventions: Organizational

Transformation• Whither Organization Development?

HUMAN RESOURCE DEVELOPMENT PART 2Presenter: G. Mc Intyre

Topic 15 HRD and Diversity: DiversityTraining and Beyond• Organizational Culture• Labour-Market Changes and

Discrimination• Adapting to Demographic Changes• Cross-Cultural Education and Training

Programs• Human Resource Development Programs

for Culturally Diverse Employees• Other Human Resource Management

Programs and Processes

GENERAL INFORMATION

REGISTRATIONBooking in the first instance can be made by:PHONE: +27- 11- 042- 7010FAX: +27- 86- 544- 1247 |EMAIL: [email protected] then by completing and returning the attachedregistration form to the address shown.Places on the course are limited, EARLYBOOKING IS ADVISED.

JOINING INSTRUCTIONSDetailed joining instructions, including a map, willbe sent to all participants 10 - 14 days prior to thecommencement of the course. While every attemptwill be made to ensure the material arrives in time,it is the participants’ responsibility to contactIlanga Protea Training Consultants Centre forProfessional Development if no information hasbeen received.

FEESThe fee covers facilitation, course notes, lunches,light refreshments, but does not coveraccommodation. Please note that all fees are plusTablet and must be paid before the event.In the event of a high participation, income fromthe registration fees will be used to contributetowards developing country participation andcapacity building.

DISCOUNTA 10% discount on the course fee (applicable attime of booking) is available if you book 5 or more.

VENUEThe course will take place at 2 locations for PART1 & 2,PART 1: Protea Wanderers Hotel, SandtonJohannesburg South AfricaPART 2: African Pride Melrose Arch HotelJohannesburg South Africa

TIMES FOR EACH DAY08:30: Registration & Refreshments08:45: Opening of Training10:45 Mid-morning Refreshments12:30: Lunch15:00 : Afternoon Refreshments16:00 : End of Day

CANCELLATION AND REFUNDSA 20% administration fee will be levied forcancellations made up to two weeks prior to thestart of the module.Cancellations thereafter will be liable to the lossof the full fee. Notice of cancellation must begiven in writing by letter or fax and action will betaken to recover, from the delegates or theiremployers, that proportion of the fee owing atthe time of cancellation.Ilanga Protea Training Consultants reserves theright to cancel an advertised course at shortnotice. It will endeavour to provide participantswith as much notice as possible, but will notaccept liability for costs incurred by participantsor their organisations for the cancellation oftravel arrangements and/or accommodationreservations as a result of the course beingcancelled or postponed. Ilanga Protea TrainingConsultants also reserves the right to postpone ormake such alterations to the content andpresenters of a course as may be necessary.

QUERIESQueries regarding registration and otheradministrative matters should be directed to:Joshua SolaniCentre for Professional DevelopmentIlanga Protea Training ConsultantsTel. +27- 11- 042- 7010Fax: +27- 86- 544- 1247Email: [email protected] on other professional developmentshort courses can be found at:www.ilangaprotea.co.za

©2015 Ilanga Protea training Consultants

REGISTRATION FORM

HUMAN RESOURCE DEVELOPMENTBOOTCAMP FOR HR PROFESSIONALS 2015/16

DELEGATE NOMINATIONS

1. Mr./Mrs./Miss: ………………………………………………………………………….Email: ………………………………………………………..…………………Tel: ................................................ Cell: ...................................................

2. Mr./Mrs./Miss: ………………………………………………………………………….Email: ………………………………………………..………………………….Tel: ................................................ Cell: ...................................................




DELEGATE APPROVAL (PLEASE REGISTER ME/US)

Signatory must be authorized to sign on behalf of contracting organization

Name: ………………………………………………………………………………………………….

Position: ……………………………………………………………………………………………….

Organisation: …………………………………………………………………………………………..

Tel:…………………………………………Email: ………………………………………………………

Physical Address: …………………………………………………………………………………..

Signature:…………… …………… ………… Order No: …………………………………………..

This booking form is invalid without a signature

METHOD OF PAYMENT (PLEASE TICK)

BANKING DETAILS

Bank: Standard Bank

Branch: Randburg

Account No: 220076405

Swift Code: SBZAZAJJ

HR Bootcamp Part 1

Price: R8 999.00

6 CPD Points

Dates: 25th – 27th February 2015Venue: Protea Wanderers Hotel Johannesburg South Africa

Date: 25th – 27th March 2015Venue: Protea wanderers Hotel Johannesburg South Africa

Date: 20th – 22nd May 2015Venue: Protea Wanderers Hotel Johannesburg South Africa

HR Bootcamp Part 2

Price: R8 999.00

6 CPD Points

Dates: 17th – 19th June 2015Venue: African Pride Melrose Arch HotelJohannesburg South Africa

Date: 22nd – 24th July 2015Venue: African Pride Melrose Arch HotelJohannesburg South Africa

Date: 26th – 28th August 2015Venue: African Pride Melrose Arch HotelJohannesburg South Africa

Discount: BOOK NOW for HRD PART 1 & PART 2 and only pay R 14 999.00Tick appropriate date/s

Contact Freddie For more Info

human resource development training (sabpp certificate)

Documents