In this dynamic learning journey, we will delve into the intricate realm of human resource management policy and strategies and explore the crucial process by which organizations design and implement HR policy decisions. HR policy plays a crucial role in shaping organizations human resource decisions such as recruitment and selection, training and development. employee retention and motivation, reward decisions, managing grievances and discipline, occupational health and safety, employee wellness and staff separation. Understanding how HR policy designed and then translated from theory into Practice is essential for any organization seeking to build, maintain and manage her human resource / talent.

This Course is designed to equip human resource practitioners, employees and managers with knowledge, and skills in the design and implementation of HR Policy and Strategies.

By the end of the training, Participants will be able to:

1. Gain a general understanding of Human Resource Management practices, functions and roles
2. Appreciate the importance of developing sound HR Policies
3. Distinguish between different types of HR Policies
4. Design a comprehensive HR policy and programs that enhance the quality of employees
5. Design appropriate HR Strategies for achieving HR objectives and meeting the needs of employees
6. Develop HR Code of Ethics relevant to HR Practices
7. Identify the labour laws that govern the design and implementation of HR Policies
8. Identify the emerging challenges faced in the design and implementation of HR Policies
9. Design incentive program that can motivate employees
10. Apply relational database in the design and implementation of HR Policies
11. Identify the global factors influencing HR Practices today.

Implementing the course within an organization can yield a range of benefits that contribute to both individual and collective growth. Some of the organizational benefits include:

• Enhanced HR Decision-Making
• Improved awareness of HR functions
• Stronger HR Analysis
• Optimized Risk Management in HR such as high labour turnover and voluntary resignation of key staff
• Better Strategic HR Planning
• Enhanced Communication and interpersonal relations among staff
• Talent Development and Retention
• Cross-Functional Collaboration
• Creating an employer-of-choice organization through HR

The course is designed to cater for a wide range of individuals interested in understanding how to develop HR policy and in practice apply the policy. The course is particularly beneficial for:

• HR practitioners in general
• HR Managers in Central Banking and Private Banks
• HR Policy Makers and Government Officials serving in the HR department
• Researchers and Academicians in HR
• Employees interested in having an understanding of HR Functions
• Consultants assigned the design of HR Policies/ HR Manuals
• and Business Leaders
• Any individual interested in gaining a deeper understanding of HR functions

10 days

Module One: Introduction to HR Management

• Understanding the human resource management Polices, Role, Duties and Functions
• Why is strategic   human resource management critical in the modern practice?
• Objectives and purposes of HR Policy and Strategies
• Models that guide in the development of HR Policies and Strategies
• Types of HR Policies that each HR practioner must design
• Practum- Participants should use case studies from similar organisations’ HR Policies

 Module Two: HR Responsibilities and Roles in the design and Development of HR Policy

• The competencies, duties and responsibilities of HR Officers and employees, and other parties in the HR Design and Implementation
• Engaging consultants in the design and Implementation of HR Policy
• Establishing management commitment towards policy implementation
• Linking HR Strategies to strategic objectives of your organization
• Understanding HR Policy implementation stages
•  Sharing experiences, challenges in HR Policy Design and Implementation
• Mitigating against such challenges

Module Three: Ethical, Legal and Regulatory Framework

• Labour laws relating to HR Policy design and Implementation
• Considering Ethical aspects- Equity. Equality, equal opportunity. Nondiscrimination, fairness among others in the design and development of HR Policy
•  Code of Conduct relevant in HR Practices
• Legal issue related to HR Functions- recruitment and selection, pay, retention, Leave, health and safety, harassment, discipline and dismissal termination

Module Four: Designing HR Policy

• Key component of HR Policy
• Linking HR Policy with   HR Manual
• Design of Recruitment and selection Policy, – external and internal recruitment policy,
• Designing competitive advertisements
• Receiving applications
• Selection interviews
• Psychometric tests
• Employee screening
• Offer and Contract letters
• Practicum

Module Five: Design of HR Policy

• Pay Polices-Destemming the types of rewards, pay structures, incentive payment, pay relativities, competitive pay strategy, bonus pay, productivity gains’ Advantages and disadvantages, Deciding on what to pay
• Retention Policy –determining who should be retained, retrenchment strategy, downsizing and retention strategy
• Leave policy- types of leave, leave procedures, annual, special leaves and statutory leave

Module Six: Design of HR Policy and Strategies

• Developing health and safety policy- understanding health and safety hazards, risk assessment and analysis, risk management strategies, organization of health and safety
• Harassment Policy-forms of harassment, sexual harassment, bullying policy, discrimination policy, preventive measures
• Discipline Policy- disciplinary procedures, forms of discipline, disciplinary actions, progressive discipline, Appeals

Day Six: Design of HR Policy

• Design of training and development policy: staff development policy, employee development programs,
• Induction training,
• on-the-job training,
• capacity building and Leadership training programs
• Promotion policy: promotion on merit or seniority,
• Transfer Policy
• Coaching and Mentoring programs

Module Seven: Designing Welfare Policy

• Statutory and Non-statutory
• Direct / Indirect
• Health insurance, Dental insurance, Vision insurance
• Short- and long-term disability
• HIV/ AIDS Policy
• Drug and Substance Abuse
• Employee wellness Policy
• Employee Counselling

 

Module Eight: Performance Management Policy

• Establishing Performance management principles and procedures
• Use of Performance Appraisal tools, techniques, 121 techniques, 360-degree feedback, mid-year appraisal annual appraisals.
• Appraisal process. Setting SMART goals and objectives. Review meetings,
• KPI and performance appraisal outcomes
• Performance Appraisal Process
• Guidelines for managing Performance throughout the year
• Feedback mechanisms
• Dealing with unsatisfactory performance
• Appeals in case of disputed performance appraisal results

Module Nine: Separation Policy

• Separation policy; Types and forms of separation, Termination, Retirement, resignation, dismissal,
• Gratuity and pension benefits
• Severance pay
• Serving Notices in lieu
• Pre-retirement planning
• Exit interviews
• Legal considerations

 

Module Ten: HR Policy Manual

• Harmonizing the HR Policies into a manual
• Effective implantation of HR Manual
• Motivating staff towards adherence
• Monitoring and evaluating the success

 

Facilitation Methods

• Powerpoint presentations
• Case studies
• Group discussions
• Practicum