A highly interactive 3-day participative program that on developing effective skills and tools in managing human resources functions in the organization.

In today’s fast-moving world, many managers and supervisors are expected to deal with some human resource issues. They may be asked to take part in developing job descriptions, take part in interviews, or take responsibility for discipline.

For any organization, be it small businesses, large conglomerates or public entities for that matter, the human resources or personnel function is a critical component of the organization’s survival. From the time an employee joins an organization, right up to the time he or she leaves, the administration and management of that employee, along with that of all his or her other colleagues, is a critical function.

In fact, human resources can be helpful for much more than simply processing payroll or handling the open enrolment season once a year. In essence, it plays an essential role in developing a company’s strategy as well as handling the employee-centered activities of an organization.

For small businesses or organizations needing to realign themselves, human capital is critical because so many smaller firms have employees who perform cross-functional duties. With a smaller workforce, if just one person leaves, it leaves the company with a huge gap to fill and a potential threat to the company’s profitability.

The sharing and diffusion of these tasks on those left behind throughout the organization has had an impact particularly on those that are not equipped with the skills or knowledge to deal with these issues.

This HR for Non-HR workshop will therefore give those taking over the basic tools to handle numerous human resource situations such as interviewing, orientation, safety, harassment, discrimination, violence, discipline, and termination. In addition, for experienced personnel, this workshop will provide participants some additional skills to assist them with certain Human Resource related responsibilities.

Human resources also curbs excessive spending through developing methods for trimming workforce management costs, which includes negotiating better rates for benefits such as health care coverage.