Description

The Human Resources function is a strategic and evolving function, requiring real professionalism. This HR training cycle is a real accelerator of success insofar as all HR areas are covered (GPEC, recruitment, training, remuneration, evaluation, mobility and talent management). It also allows you to acquire the fundamentals of labor law and social relations to secure your practices, play an effective advisory role and promote quality social dialogue. After following this Human Resources training, participants will have acquired the essential technical skills and interpersonal know-how allowing them to make an effective and recognized contribution within their company. They will be able to build coherent HR systems aligned with the strategy, key factors in attraction, loyalty and competitiveness of the company.

Who is this training for ?

For whom ?

DRH, RRH taking up their functions. Executive or operational manager appointed as Human Resources Manager. HR experts wishing to broaden their scope of action or evolve into this function.

Prerequisites

None.

Training objectives

Acquire a global vision of the HR function to take charge of the strategic and operational aspects of the function.

Develop the business and relational know-how required for all HR processes.

Master the fundamentals of labor law and of social relations.

Strengthen the credibility of the HR function and become a key partner aware of the company's transformations.

Training program

• Before the face-to-face
  • A self-diagnosis.
• Acquire a global vision of the HR function and its challenges
  • Identify the challenges and impacts of the HR function.
  • Diagnose the HR practices of your company.
  • Identify the missions, roles and skills of the HRD and RRH.
• Recruit employees
  • Build an integration process.
  • Define the position and profile.
  • Expand sourcing with digital channels and tools.
  • Perfect the pre-selection.
  • Structure your recruitment interviews.
  • Master questioning and listening techniques.
  • Scenario - Practical workshops: simulations interviews to actively train.
• Remote activities
  • A training module "Practice active listening". Before part 2, a self-diagnosis of the GPEC issues and a first tool.
• Building a GPEC
  • Locate the issues and stages of the GPEC.
  • Know the legal framework and the key points of an agreement.
  • Develop a map of professions and a reference framework skills.
  • Identify sensitive and strategic professions.
  • Identify qualitative and quantitative gaps.
  • Develop an HR action plan.
  • Scenario - A common thread case study to master the GPEC approach from A to Z.
• Remote activities
  • To validate acquired knowledge and share feedback: an
  • expert "Accelerate the implementation of GPEC" and a virtual class. A sprint "Obtain the 'membership of your interlocutors".
• Training: component of the strategic plan
  • Link GPEC and training.
  • Know the legal framework following the 2018 reform.
  • Build a skills development plan.
  • Implement the plan, evaluate the training.
  • Innovate and digitalize the systems.
  • Scenario - Common thread to understand the different stages of the training note orientation to evaluation.
• Remote activity
  • A sprint "Build and manage an effective action plan".
• Set up annual and professional interviews
  • Situate the issues and the role of the different actors.
  • Identify the evaluation supports and benchmarks.
  • Evaluate objectively and prevent risky situations.
  • Distinguish between annual and professional interviews.
  • Explore motivations and professional plans.
  • Manage difficult cases in terms of mobility.
  • Scenario - Practical workshop: interview simulations.
• Identify and develop potential and talents
  • Have criteria for evaluating potential and talents.
  • Conduct "talent reviews".
  • Build succession plans.
  • Develop and retain talent.
  • Scenario - Practical workshop: simulate a "talent review" to work on questioning and posture.
• Remote activities
  • A sprint: "Manage objections". Before part 5, an application "Describe the link between evaluation and compensation".
• Manage the remuneration system
  • Components of overall compensation.
  • Analyze salary scales.
  • Individualize salaries. Create a variable portion.
  • Identify the peripherals of remuneration.
  • Scenario - Case studies: weighing a job, simulating a salary review.
• Remote activities
  • A sprint: "Negotiate win-win". To share feedback at the end of your training: a virtual class.
• Practicing individual social rights
  • Identify the applicable texts.
  • Identify new forms of work.
  • Manage the employment contract: choice, modifications and termination.
  • Manage working time and apply disciplinary law.
  • Scenario - Common thread case: evolution of an employee and contractual impact.
• Manage social relationships
  • Skills of PR, DS, CSE, CSSCT.
  • Identify the place of company agreements.
  • Master the issues of body meetings.
  • Scenario - Simulation of a CSE meeting and preparation for a negotiation.
• Remote activity
  • An expert "Economic dismissal procedure".
• After face-to-face - Implementation in a work situation
  • A strengthening program: "One challenge per week for 7 weeks".