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Align Human Resources

Organizational effectiveness requires the alignment of an organization's workforce and human resource capabilities with organisational objectives. These resources have been designed to provide the requisite capability to ensure the currency and sufficiency in knowledge and practices to meet the legal and organisational effectiveness function of your human resources.

3.  Professional Level ProgramTalent Management is an investment. Every company wants to have the best and brightest employees, and with Talent Management that can be achieved. The item that usually accounts for the highest cost for a company is its work force. With a company's workforce often being the highest cost to it, does it not make sense to invest in it? With Talent Management you are developing a more skilled workforce and attracting a higher caliber of new employee.

Talent ManagementWe all know that training and retraining costs money and Talent Management can reduce these costs. Recruiting the correct people, and keeping a talented workforce is a priority in today's business environment. Having a talented group of employees has always been a key to success; it will translate into cost savings and higher productivity. Talent Management is the investment that will pay dividends over the course of its use.

•    Define talent and talent management.
•    Understand the benefits of talent management.
•    Recognize performance management and ways to review talent.
•    Identify employee engagement.
•    Create assessments and training programs.
•    Learn how to improve employee retention.

Improve Your Selection Decisions

3.ProfessionalEffective selection of a new team member is a considerable investment of your organisational resources, both financial and personnel.  Behavioural interviewing is a system designed to maximise the potential of screening employees to ensure they Can and Will do the requirements of the role.    Behavioural interviewing has been shown to improve selection accuracy by substantially.

Behavioural Interviewing 1


  • Identify genuine talent and recognize when a candidate is faking
  • Construct behavioural interview questions that elicit what you really need to know
  • Refine your probing techniques to reveal the authenticity (or not) of the candidate's responses\Conducting reference checks with behavioural interview questions
  • Recognise red flags and screen potentially toxic behaviours
  • Controlling the interview to ensure you capture the data that will inform and improve your selection process
  • Interview recording, analysis and evaluating and comparing candidate responds.

2.  IntermediateParticipants in this practical Business Succession Planning program undertake a project in which they map and plan how their organization will identify, develop and retain capable and skilled employees in line with current and projected business objectives.


  • Set vision and mission of the organization
  • Succession PlanningImproved cost analysis skills
  • Build valuable mentors
  • Define and use a SWOT analysis to set goals.
  • Create a plan, assign roles, and execute the plan
  • Communicate to develop support and manage change
  • Anticipate obstacles, and evaluate and adapt goals and plans
  • Define business succession planning and its role in your company
  • Make individuals prepared to bring the change

3.ProfessionalThe key areas of HR policies and procedures are outlined so that you adopt best-practices to compete more effectively in the war to attract talent. You will learn how to improve employee engagement whilst developing trust and fairness for both parties in the employer-employee relationship.

This program guides participants to develop and implement "best practice” in their organisation. The program details how to ensure that employment contracts and HR manuals meet business requirements, whilst attracting, retaining, engaging and motivating employees.

Complete Human Resource ManagerOUTCOMES

  • Describe the implications of different aspects of Human Resource Management on their daily responsibilities
  • Define human resources terms and subject matter
  • Recruit, interview, and retain employees more effectively
  • Follow up with new employees in a structured manner
  •  Be an advocate for your employees' health and safety
  •  Provide accurate, actionable feedback to employees
  •  Act appropriately in situations requiring discipline and termination
  • Evaluate some of the strengths and opportunities for Human Resources in your own workplace
  • Identify three areas for further development within the Human Resources field as part of a personal action plan
  • Establish a systematic perceptive of Human Resource Management and its impact on your organization
  • Develop and Implement "best practice" in your organization
  • Find our how to develop and implement effective policies and procedures into your organization
  • Observe performance management and its links with improving organisational performance
  • Leam the importance of training and development and its impact on you organisation's bottom line
  • Participate in practical exercises to put your learning into practice

2.  IntermediateRelease your HR team to focus on the strategic elements of HR and build your operational staff ability to take up their role in leading and developing their people.


  • Role of the line manager in delivering added-value HR
  • Human Resources for Line ManagersDefine the implications of different aspects of Human Resource Management in their daily responsibilities
  • Recruit, interview, and retain employees more effectively
  • Follow up with new employees in a structured manner
  • Value and build employees' health and safety
  • Provide accurate, actionable feedback to employees
  • Better handling of situations requiring discipline
  • Early recognition and intervention for non-compliance issues


3.ProfessionalParticipants are provided an outline and practice in the process of conducting an ethical and legally sound investigation.  The program includes researching the scope of the investigation, determining investigation issues, planning and conducting the investigation, analysing and maintaining information/evidence gathered, compiling a report and handling complaints and appeals and resolution of different types of disputes together with models for real world application.


  • Establishing and applying enabling legislation
  • Prepare, conducting and recording interviews
  • Critical documentation and record keeping guidelines
  • Stakeholder management and preventing investigation sabotage
  • Communications with the parties ensuring privacy rights are respected
  • Addressing situations where there are no witnesses
  • Diversity issues that may impact perceptions and the investigation
  • Investigative interviewing - getting to the truth
  • Proven techniques for conducting interviews with hostile witnesses
  • Uncovering vital pieces of physical and documentary evidence
  • Authenticity, adequacy and sufficiency of evidence
  • Analysing the data and the "Balance of probabilities” test

AR3.ProfessionalIncreasingly the effectiveness of traditional selection processes including the unstructured interview is being questioned. Getting the right person with the right capability in pivotal roles saves time and money.  This workshop will widen the horizon beyond basic interview skills and introduce behavioural interviewing, assessment centre methodology and the use of psychometric assessments and competencies in selection.

Effective OnboardingOUTCOMES

  • Agree key steps in planning for and making an effective selection
  • Prepare a job description that works to help the selection process
  • Key techniques for ensuring a an aligned person specification
  • Identify and develop the most appropriate recruitment and selection strategies for your organizational environment
  • Apply and comply with relevant legislation requirements
  • Develop systematic selection interviewing and decision-making techniques
  • Evaluate the range of recruitment tools available, including psychometric tests, biodata, assessment centres and health questionnaires
  • Ensure professional and ethical standards and codes of practice are applied
  • Practice conducing in depth interviewing
  • Reviewing recruitment and selection outcomes

4.  MasterWorkforce planning is the process of strategically aligning the critical functions of an organisation with the talents of the individuals available to perform the work. ODR's comprehensive workforce planning approach considers and review how to map the direction that current trends and behaviours are taking the workforce, and discover techniques for describing the workforce required to achieve business strategy.

Workforce PlanningOUTCOMES

  • Identify and quantify workforce issues
  • Source, understand and interpret workforce information
  • Develop strategies and tools to overcome typical barriers to effective workforce planning
  • Develop workforce solutions in collaboration with managers
  • Raise the profile of workforce planning and integrate into agency planning process
  • Present a compelling business case.
  • Identify future demand requirements
  • Identify current capability and capacity and conduct gap analysis
  • Develop a strategy for maintaining sufficient capability and capacity
  • Review organisation design
  • Develop, implement and review organisational design strategies
  • Formulate strategic diversity priorities for the organisation
  • Influence organisational culture