Opportunities Preloader

Please Wait.....

Event Details

TITLE:  Hr Dkasdlfj

01/12/2017 - 02/21/2017


they have human resources. Regardless of the size of an organization or the extent of its resources, the organization survives -- and thrives -- because of the capabilities and performance of its people. The activities to maximize those capabilities and that performance are necessary regardless of whether the organization refers to them as Human Resource Management, Human Resource Development or Human Resources -- or has no formal name for those activities at all.


Lecture interaction , Individual dialogue ,One to One Session, Group Exercise, Handouts, Participant Learning by Providing Multiple, Flexible Methods of Presentation, Expression and Flexible Options for Engagement, Video Exercise / Exposure, Video Posture related to Human Resources, Question and Discussion.

Contents of Training:

Day 1: Strategic Planning for Human Resources 

o Introduction to HR Planning 
o Forecasting Demand and Supply 
o Labor Shortage 
o Labor Surplus 
o Career Development 
o Succession Management: Planning for the Future 
o Human Resource Planning and Technology 
o International Human Resources: Planning for Resources in a Global Economy 
o Mergers and Acquisitions
o Specific Applications in HRMS 
o Future Developments in the Field of HR Planning
o Building Strategic Partnerships

Day 2: Job Analysis & Design

o Concept of Job Analysis
o Process of Job Analysis
o Job Analysis Methods
o Job Description 
o Job Specification 
o Uses of Job Analysis
o Issues in Job Analysis
o Concept of Job Design
o Modern Management Techniques

Day 3: Employee Sourcing and Socialization 

o Recruitment Process 
o Sources of Recruitment: Internal vs. External 
o Job Circular & Selection Criteria 
o Selection Methods: Interviewing and Testing 
o Employee Socialization 
o Importance of Induction and Placement

Day 4: Performance Appraisal Systems 

o Management by Objectives
o Forced Distribution
o 360 Degree Feedback
o Performance Ranking
o Combined Manager-Employee Appraisal
o How to Administer an Effective Performance Appraisal System
• Announce when the performance appraisal process will begin.
• Distribute a self-evaluation to employees at the 30-day
• Require all managers to have their written evaluations,
• Review each manager's completed employee evaluation.
• Analyze the completed appraisal after the managers have their one-on-one meetings.
o What Are the Benefits of Performance Appraisals to the Organization?
• Improving Communication
• Providing a Career Path
• Encouraging Good Work and Improvement
• Improving Decision-Making Ability

Day 5: Compensation and Benefit 

o Compensation Program 
o Dimensions of a Compensation System
o Types of Compensation 
o Non Cash Benefits 
o Key Steps in Developing Compensation Strategy 
o Payroll System 
o Incentives for Motivating Employees 

Day 6: Bangladesh Labor Law (Part-1)

o Bangladesh Labor Act 2006: Special Features 
o Women and Children related Issue 

Day 7: Bangladesh Labor Law (Part-2)

o Health and Safety 
o Welfare 
o Termination of Employment and Dismissal

Day 8: Employee Rights and Man Management Relations 

o Industrial Relations 
o Importance of Workplace Employee Relations 
o Managing Conflict
o Employee Discipline 
o Employee’s Health and Safety 
o Grievance Handling 
o Employee Separation

Day 9: Training and Development 

The Context for Training and Development 
1 Introduction to Employee Training and Development 
2 Strategic Training
Designing Training 
3 Needs Assessment
4 Learning and Transfer of Training 
5 Program Design 
6 Training Evaluations
Training and Development Methods
7 Traditional Training Methods 
8 Technology-Based Training Methods 
9 Employee Developments and Career Management
Social Responsibility and the Future 
10 Social Responsibilities: Legal Issues, Managing Diversity, and Career Challenges
11 The Future of Training and Development 

Day 10: Best Practices in Career Path Definition and Succession Planning 

• Career Path Advancement
• Succession Planning to Meet Specific Corporate Needs
• Career Path Definition and Succession Planning Management
• Identifying Candidates for Succession Planning
• Employee Development
• Planning for Individual Development Success
• Resources for Leadership Development
• Evaluating, Reviewing and Refining
• Individual
• Corporate

Day 11: Human Resource Information System (HRIS)

o Designing a HR Information Systems
o HRIS life cycle/HR responsibility in each phase of HRIS development
o Pre implementation stage of HRIS.
o HRIS Planning
o Productivity through HRIS
o HRIS Cost-benefit value analysis
o Getting management support for HRIS
o Limitation of computerization of HRIS
o Emerging trends in HRIS, Networking, Internet, intranet, technology implications, etc. 

Day 12: - Managing People in Changing Contexts

o Modern HR Concepts
o Talent Identification and Management 
o Organizational Structures 
o Organizational Development 
o Translating Business Strategy into Action 
o Why make HR as Organizational Strategic Partner 
o Requirement of HR to become a Strategic Partner


saiful islam

bangladesh university