Organizations are being forced to do more Human Resources planning due to continued pressure to reduce staff and restructure employment in order to lower operating costs to meet the demands of increased global competition. With consideration of government legislation, aggressive Human Resources planning is required to develop strategies for addressing people-related issues. It is also required for re-aligning and integrating staff functions and roles for optimal performance, networking and realization of organizational goals. Seminar Objectives: To define the Human Resources planning function as integral to business planning; to examine characteristics of a fully integrated planning process. Participants will discuss the Human Resources planning mission, process, activities and effectiveness measures, how the Human Resources planning function has become part of a collaborative team process.

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If people are the most important asset of the organization, then the practices adopted in attracting outside applicants and seeking them from within, need to be of value to an organization in achieving its aim. Recruitment and selection practices must reflect the culture and values of the organization. Effective recruiting and selection find people with knowledge, skill and interest in meeting or exceeding job criteria. Seminar Objectives: To discuss the role of the recruiting and selection functions, the recruiting activities and factors affecting them, as well as, the process of attracting and selecting applicants with certain skills and abilities to job vacancies in an organization. Participants will examine the process steps of the plan development, recruitment sources and methods, selection methods, and evaluation of recruitment and selection strategies.

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The interview is a vehicle for the exchange of information between a job applicant and the interviewer regarding suitability for and interest in a job. It also provides the interviewer with a sample of an applicant's behaviour in a one-to-one interaction situation. Given the continued use and resurging importance of interviews, efforts must be made to ensure that they are both job-relevant and non-discriminatory. Seminar Objectives: To examine the role of interviews in the sequential selection process, and the components of an effective interview plan. Participants will discuss factors that affect interview outcomes, interview problems and errors, Human Rights concerns, and interview improvement methods.

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Having recruited and selected suitable people to join the organization, it is imperative to integrate them into the company as effectively as possible. Orientation, training and development will add value by increasing motivation, ensuring adjustment and socialization, developing competency and responsiveness to rapid change in the business environment, and improving team and corporate performance. Seminar Objectives: To discuss training & development functions that ensure employees possess knowledge and skills to perform satisfactorily and advance in the organization. Participants will examine orientation and socialization processes that instruct new employees to the organizational culture, and will study training and development methods and aids that enhance employee job satisfaction and motivation.

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A good job description program can be the backbone of an Human Resources Department. However, writing a good job description is not a simple matter. A job description must be specific, complete, meaningful and readable to the employee. The writer of the job description, (the job analyst) manager or supervisor, must have an understanding of the job for accurate content, an employee-focused orientation for appealing job presentation, and an effective writing technique for a readable product. Seminar Objectives: To identify the importance of a well-written job description to all aspects of Human Resource and organizational performance management. Participants will examine components of effective job descriptions and their roles as staffing criteria, hiring guides, performance standards and bases for determining rates of pay.

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Effective management of the employment relationship focuses on the key stakeholders in this relationship, and the degree of influence each can exert in workforce management. With concepts of empowerment and high-powered work teams not at the forefront of the new organizational "democratic process", performance management must evolve into a flexible, accountable, fair and equitable process that rises up to meet increasing demands and competition in the marketplace. Seminar Objectives: To examine roles of management, of Human Resources processes of workers and of teams in workforce governance. Participants will discuss factors and methods that influence and contribute to effective management of the employment relationship and resulting organizational performance levels.

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Performance appraisals have long been regarded as one of the most critical yet troubling areas of Human Resources Management. It is an important mechanism for the communication and control of organizational goals and objectives, and for providing feedback, guidance, and motivation to employees. Information communicated during the performance appraisal can have long-term effects on employees' attitudes towards their job, their supervisors, and the organization. Seminar Objectives: To demonstrate the purposes of performance appraisals in relation to organizational goal accomplishment; to provide prescriptions for improving the appraisal system. Participants will discuss methods for enhancing the development, implementation and evaluation of performance appraisal systems, in light of operational processes, to create a customer-focused organization.

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The ultimate goal in guide preparation is for the finished product to be inspired by and useful to its readers. The purpose is to provide readers with a readable document including specific information, and to be readily understandable and applicable. Creating a guide that works, requires the writers' awareness of needs of potential readers, and an overriding commitment to creating a friendly product that is a functional work tool. Seminar Objectives: To examine components of user-friendly guides; to follow the development process in a logical, sequenced, practical manner. Participants will discuss techniques for efficiency and long-term maintenance practices that will keep information credible, reliable, and indispensable to users.

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