Description
This training in Human Resources management is a real accelerator for taking up a position. Indeed, being an HR manager in an establishment or an HR director in an SME requires going to the essentials without skimming over the fundamentals of the HR function. This 9-day cycle allows everyone to implement a quickly operational HR policy and tools, adapted to the requirements of their organization and in compliance with the legal framework. Participants will address all the key points that prepare them to take up their role or strengthen their current HR practices. They will be able to provide the company with effective tools and effective approaches to meet the needs of the SME or to implement HR policies defined centrally, in their establishment.
Who is this training for ?
For whom ?HR in establishment. HR Director of SMEs and VSEs taking up a position. Anyone accessing a first HR role. Head of establishment who is responsible for HRM.
Prerequisites
Training objectives
Training program
- Situate developments in the HR function and the role of HR
- Understand the role of HR in an establishment or SME: missions and activities; key skills required.
- Identify the expectations of internal customers.
- Identify the main HR process and equip yourself with key indicators
- Optimize your recruitment process
- Know how to describe the position and the candidate's profile.
- Know the legislation on non-discrimination.
- Search for candidates ('sourcing' strategy, new channels, etc.).
- Carry out the pre-selection stages.
- Structure your recruitment interviews.
- Know the key questioning and reformulation techniques.
- Conduct a recruitment interview
- Master the fundamentals of compensation
- Locate what a good remuneration system is.
- Know the components of remuneration: fixed, variable, peripherals.
- Understand the weighing mechanism of position.
- Analyze a salary scale.
- Grant salary increases in a relevant manner.
- Understand the impact of the different effects on the payroll.
- Anticipate changes in jobs and skills
- Define the interest of GPEC in your organization.
- Know the main legal obligations in GPEC.
- Know how to handle a GPEC case with the 'Scan method Emploi' Skills Campus: identify changes in the environment and the impacts on jobs and skills; analyze the quantitative and qualitative gaps in critical jobs;
- Propose HR action plans
- Evaluate performance and skills and develop mobility
- Integrate the challenges of the annual interview for all stakeholders: company, HR department, managers, employees.
- Use grids and supports for evaluating performance and skills.
- Differentiate between annual interview and professional interview.
- Build a professional project.
- Organize the follow-up of professional interviews.
- Develop internal mobility .
- Build a skills development plan
- Identify legal developments in terms of training.
- Find your way through the different training systems (CPF, CIF, VAE, professionalization periods, etc.).
- Develop a skills development plan: needs analysis; orientation note; key sections; consultation of the CE / CSE.
- Advise managers on the development of the skills of their teams.
- Master the key points of individual employment law
- Identify the key points of law to be mastered in an SME or establishment: the different contracts and their particularities; cases of suspension of the employment contract; cases of termination of the employment contract.
- Respect working hours.
- Develop legal reflexes to deal with operational situations.
- Master the key points of collective social law
- Develop the missions of the IRP towards those of the CSE.
- Understand the role and functioning of the representative bodies: staff delegates; union delegates; the establishment committee or CSE , central CSE; the CHSCT /CSSCT.
- Define the operational rules of the game in terms of social dialogue.
- Prepare and lead a PD meeting and body meetings.
