Description

This Human Resources training is essential for all members of the HR function or company stakeholders who wish to have an overall vision of the function and understand its role and essential contributions. This highly structured and equipped Human Resources management internship provides basic knowledge and know-how on the different HR processes.

Who is this training for ?

For whom ?

Anyone who needs to learn the fundamentals of Human Resources management and discover the different dimensions of the HR function.

Prerequisites

None.

Training objectives

Position the challenges and roles of the HR function.

Acquire the key know-how of each HR process and identify the interactions between the different areas.

Equip HR tools that can be directly transposed upon returning to the company.

Training program

• Before the face-to-face
  • - A self-diagnosis.
• Position the HR function
  • - Know the evolution and challenges of the HR function.
  • - Locate the 4 major roles of the HR function.
• Master the key stages of recruitment
  • - Have a recruitment interview structure.
  • - Describe the position and profile.
  • - Know the legislation regarding recruitment.
  • - Question to validate motivations/key skills.
• Know the basics of forward-looking employment and skills management (GPEC)
  • - Know the legal obligations regarding GPEC.
  • - Identify the different stages of the process.
  • - Clarify the GPEC vocabulary (position, typical jobs, professional families. ..).
  • - Making connections between skills gaps and HR processes.
• Make training a lever to develop skills
  • - Know the legislation on professional training and inform a colleague about existing systems.
  • - Develop a skills development plan: the steps.
  • - Analyze a need training and build appropriate solutions.
  • - Situate the role of the manager in the development of his teams.
• Organize and monitor performance and skills assessment
  • - Understand the benefit of setting up an appraisal system.
  • - Identify the steps and tools of an annual appraisal interview.
  • - Distinguish annual interview and professional interview.
  • - Understand the links with other HR processes.
• Acquire the basic principles of compensation
  • - Understand what an effective compensation system is.
  • - Identify the components of compensation (fixed, variable, peripherals).
  • - Make a decision to relevant salary increase.
• Identify the issues and actors of the social climate
  • - Know the tools for detecting the social climate.
  • - Understand the mechanisms of amplification of social tensions.
  • - Identify the role of social dialogue actors.
  • - Have indicators for monitoring the social climate and quality of life at work.
• After face-to-face - Implementation in a work situation
  • - A strengthening program: "One challenge per week for 7 weeks", tips and tricks.