BEGIN:VCALENDAR VERSION:2.0 PRODID:-//wp-events-plugin.com//7.2.3.1//EN BEGIN:VEVENT UID:1984@x8ti.com DTSTART;TZID=Africa/Casablanca:20250922T090000 DTEND;TZID=Africa/Casablanca:20250926T130000 DTSTAMP:20250210T102558Z URL:https://x8ti.com/event/hr-administration-training-course-3/ SUMMARY:HR Administration Training Course DESCRIPTION:Introduction\n\n \;\n\nHuman Resource administration is all about striking a balance between the employees and the organization by do ing what is best in the interest of the organization and at the same time meeting employee needs. HR personnel must implement systems that meet empl oyee needs to achieve the bottom line.\n\nHR duties tend to fall under a v ariety of roles depending on the company’s needs. It starts from mapping the people needs of the organization basis the skills required to perform the duties efficiently and then recruiting\, retaining\, developing\, man aging change\, and keeping people engaged enough to thrive and lead to org anizational growth.\n\nThe primary job of HR administrators is to maintain a healthy positive relationship with people (staff\, leaders\, vendors\, Stakeholder-Internal and external) as they are the first point of contact for any needs of human resources who collaborate and interact with an orga nization.\n\nThis Xcelerate training course will empower you in setting up a new HR department from scratch with every aspect of human resource admi nistration is taken care of or establishing an old one that needs some rew ork in some areas of how human resources are managed in the organization.\ n\nThe revival of HR policies and administration is imperative with changi ng goals\, the scale of business\, a number of people employed\, and as a response to the political\, economic\, social\, and technical environment. \n\nLearning Objectives\n\n Learn how to set up an HR function/ departmen t in an organization\n Devise people policies customized to their organiz ational culture\n Embrace the ever-changing needs of HR in the global eco nomic environment\n Determine various processes and functions that an HR administrator must know and implement in the organization\n Manage the en tire employee life cycle end to end\n Define competencies for each job an d hire the right talent\, train\, and provide feedback for growth\n Attra ct\, motivate\, and retain talent in the organization by designing fair co mpensation and benefits program\n Learn the techniques of communicating e ffectively with internal and external human resources\n Manage various fu nctions of HR by collaborating with leaders and stakeholders\n Document e very critical incident in the organization\n Assess and revise policies t o match the National laws removing any discrepancy\n Handle conflicts and grievances effectively\n Make exit process streamlined by learning emplo yee experience and work on areas of improvement\n\nTraining Methodology\n\ nXcelerate training institute has designed this training program on the Ce rtificate in HR Administration Course for individuals at junior to manager ial levels\, this course will especially benefit the HR personnel’s.\n\n Interactive sessions are designed for participants to share their own offi ce experiences and challenges. Customized modules can be arranged for orga nization specific learning requirements. This program involves group discu ssions\, case studies\, and role-plays.\n\nBenefits for Your Organization\ n\n Enable personnel to set up HR department from scratch or renew the ex isting one\n Empower HR administrators to map the people needs of the org anization\n Define competencies and skills required to perform the jobs t hat would lead to success\n Develop the capability to align your organiza tional policies to National laws\n Hire the right talent right staffing p olicies and approach\n Formulate retention policies that reward employees \, ensure a good relationship\, and provide a safe and healthy work enviro nment\n Develop and preserve competence by improving knowledge\, skills\, and capabilities strategically\n Customize training interventions to add ress the specific needs of your human capital\n Proactively manage change by enhancing organizational capability\n Proactively anticipate and resp ond to the development in a political\, economic\, social\, and technical environment\n Enhance communication skills of key HR administrators for c rucial conversations with internal and external stakeholders\n Ensure tim ely and updated documentation of HR policies\n Maintain and update person nel files for engaging and motivating your people\n Put the best people t o work\, nurture them and gain an edge in the competitive market\n\nBenefi ts for You\n\n Set up HR department from scratch\n Build capabilities to formulate staffing policies to recruit\, select and promote right talent\ n Get sensitized to and formulate right compensation and benefits policy for employees\n Map the manpower needs of organization proactively and re cruit people with right skills\n Design right job description by analysis and reach out to the right talent\n Develop and preserve competence by i ncorporating training and development\n Stay abreast with the development in policies and procedures related to Human Resources\n Create complianc e handbook uniquely designed for your organization adhering to National la ws\n Communicate effectively with employees throughout their life cycle\n Maintain documentation for absolutely everything that happens around peo ple\n Revise policies to meet the global and local standards\n Assist ma nagers to record and keep a track of any critical incidents\n\nTarget Audi ence\n\nHR Generalist\, HR Administrators\, Office Managers\, HR Managers\ , Independent HR Consultants\, Organization Development Consultants\n\nCou rse Outline\n\nOverview of HR \n\n Definition and scope of HR Administrat ion\n Role and duties of the HR administrator\n Who can be an HR adminis trator?\n\nDuties of an HR Administrator:\n\n Administering Company Benef its\n Updating corporate policies\n Ensuring compliance with HR-related laws\n Managing the end-to-end employee life cycle\n Assisting managers with managing performance issues\n Maintaining documentation\, performing operational duties and be a support function\n\nClassification of Employe es: \n\n Classification of employee- basis the skills they offer\n The t ime for which we need their services\n How we pay them for the services t hey render?\n\nCompensation and Benefits:\n\n Compensation is the most cr itical aspect in attracting\, motivating\, and retaining the right talent pool\n While planning employee compensation review\n\n Organization cult ure: Standard pay vs. Special pay across levels &\; duties\n Workforce needs: personalization/ customization of benefits as per people needs\n Matching industry standards – competitive pay\n Internal equity – cle arly defined criteria and fair pay structure for similar roles\n\n\n\nComp any Policies:\n\nMust be provided to every employee of the organization an d changes\, if any\, must be communicated regularly\n\n Leader’s addres s/ letter from the CEO\n Vision\, mission\, and values of your organizati on\n Code of conduct\n Performance Management\n Disciplinary Procedures \; Acceptable &\; Unacceptable behaviors\n Keep adding to\, revisiting \, and improvising the handbook with the ever-changing global environment\ n\nCompliance &\; Record keeping \n\n Record keeping of employee perfo rmance\, advancement\, career development\, absolutely everything around w hat is happening with the people in the organization\n Maintain an indivi dual file for each employee\n HR to record the entire journey starting fr om the hiring of an employee\; resume\, feedback\, background check\, prom otion\, pay\, etc.\n Immediate supervisor and peers to consistently recor d critical incidents (good or bad)\n\nRecruitment and Selection\n\n Defin ing a Job Description\n Recruiting\n Interviewing\n Hiring the right ca ndidate: Maintain Diversity and avoid any sort of discrimination\n On boa rding of an employee\n\nEmployee Performance\n\n Understanding performanc e expectations according to culture and goals\n Define core competencies\ , performance evaluation criteria and conduct the same regularly\n Traini ng and Development\n Discipline around acceptable behaviors\, consequence s of non-compliance\, support for corrective measures\n Grievance redress es and conflict resolution\n The exit of an employee: steps\, exit interv iew\, knowledge transfer\, resignation Vs. termination\n\n \; ATTACH;FMTTYPE=image/jpeg:https://x8ti.com/wp-content/uploads/2025/02/HR-A dministration.jpg CATEGORIES:Human Resources Management (HRM) LOCATION:http://online END:VEVENT BEGIN:VTIMEZONE TZID:Africa/Casablanca X-LIC-LOCATION:Africa/Casablanca BEGIN:STANDARD DTSTART:20250406T030000 TZOFFSETFROM:+0000 TZOFFSETTO:+0100 TZNAME:+01 END:STANDARD END:VTIMEZONE END:VCALENDAR