Managers are often surprised to discover that a significant amount of their time is spent using skills they thought were mostly required by the HR team. This programme is designed for people with responsibility for recruiting and managing the performance of others.
HR for Managers begins with raising awareness of people management responsibilities and ownership of team performance. The key elements of HR follow: getting someone into the organisation, setting objectives, managing performance, and finishing up with a meaningful performance review.
The final section holds a hidden gem: knowing how to get feedback on your own performance as a manager (assuming this is the skill you want to develop and the reason for signing up to this programme).
HR for Managers is a perfect foundation programme to all our other management programmes, or a good refresher for managers who may need to re-charge or re-focus.
Part 1 – MANAGERS AS HR PROFESSIONALS
HR responsibilities that managers don’t have
Managers’ strategic, operational, and L&D people management roles
Characteristics of great people to work for
Part 2 – RECRUITMENT, SELECTION, AND ONBOARDING
Recruiting and the selection process – minimise the risks
Interviewing skills – current thinking
Onboarding – a year-long plan
Building affective commitment from the start
Part 3 – PERFORMANCE MANAGEMENT
Defining the four factors that contribute to performance
Setting objectives and KPIs
Developing knowledge, skills, confidence to perform
Motivating others – working on building affective commitment
Recognising when things go wrong – tough conversations and following the process
Knowing when to contact the HR team
Part 4 – PERFORMANCE REVIEWS
Choosing a constructive attitude towards performance reviews :)
Establishing a system that works for you
Communicating the benefits of the process and how the system works
Conducting a meaningful review
Part 5 – KEEPING IT REAL AND RELEVANT
Getting feedback on how well you’re doing
“The Four Keys of Great Managers: (1) When selecting someone they select for talent, not simply experience, intelligence or determination. (2) When setting expectations, they define the right outcomes, not the right steps. (3) When motivating someone they focus on strength, not on weakness. (4) When developing someone they help him find the right fit, not simply the next rung on the ladder!” Marcus Buckingham