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Human Resources & Training

The Complete Seminar on Human Resources


This course covers the two most important and rapidly growing areas of today’s Human Resources. In this course, you will be given the new tools and models to enable you to excel in maximizing the best from the HR function and its contribution to Human Resource effectiveness. At the end of this engaging and practical course you will be able to:

  • Predict and value future trends in manpower
  • Master effective succession planning
  • Do business mapping and BPR
  • Be able to implement the new dynamic world-class manpower system
  • Have the skills and ability to transform HR from a cost to a profit center
  • Understand and be able to use the latest trends in leadership, teamwork, staff allocation, and pay and rewards
  • Master the full cycle of HR strategic planning

Those attending will be able to create a number of activities at no extra cost that will create added value


By the end of this course participants will be able to:

  • Use a strategic model for manpower planning
  • Master and be able to use methods to explore predictive trends
  • Be able to convert predictive data into a dollar value re-energize interviewing and appraisal systems
  • Be aware of organizational measurement tools and those that can be applied to individuals
  • Master the three approaches to succession planning
  • Master Business Process re Engineering and business process mapping
  • Understand and develop HR Strategy
  • Use of the new and advanced strategic model
  • Understand and implement HR Strategy Using Strategic action plans to be able to translate strategy into action
  • Understand how to transform HR from a cost to an added value activity
  • Be able to measure HR return on Investment
  • Manage and develop corporate culture and leadership skills
  • Using predictive skills for future trend analysis and long-distance planning

Target Audience
  • Manpower planning managers and supervisors, HR personnel, those responsible for forwarding planning, Succession planners and Emergency planners
  • Anyone who is specifically interested in maximizing the Human Resource, especially Professionals who are seeking to improve efficiency in strategic planning and manpower planning, as well as those who are interested in succession planning and improving processes through BPR, and those responsible for getting the manpower numbers right
  • HR personnel who need to future focus on providing the full range of new HR skills
  • Senior personnel

Human Resources & Training Outline

The course covers the following topics:

The new dynamic role of manpower organization

  • About the Courses and Course Outcomes
  • New HR model and future structure
  • The growing business importance of manpower planning
  • The changing shape of organizations and work requirement - the effect on today’s organization - video and exercise
  • Trends - downsizing versus right sizing: what’s appropriate
  • The three main areas of manpower planning - Strategic focus, Data and analysis, succession planning and development

The strategic focus of manpower (Area 1)

  • How to use a strategic template
  • Measuring organizational maturity - a trigger for manpower activity - questionnaire and video
  • Techniques for delivering on time and on budget

Manpower, forecasting and trend analysis

  • Understanding trends - examples and exercise
  • How to measure relationships and understand results - exercises
  • The need for using unit costs
  • Individual measurements, exactly how competencies are structured and measured performance

Manpower supply - succession planning and business process re-engineering

  • The -right- principal for manpower supply
  • The three approaches to succession planning
  • The use of pre-selection for key posts - the role of testing, assessment centers, agreements, and visual development maps
  • About the Course to Business process re-engineering - video Michael Hammer

Business process re-engineering in action

  • How to produce business process maps - exercise
  • Creativity needed
  • Making process improvements - exercise

Presenting added value results

Strategy and HR

  • Level four HR - About the Course to the concept and plotting current position
  • The need for strategy
  • New thinking - the role of creativity in a changing business world paradigm shifts
  • The new model for HR strategic formation 2008 - specialist handout
  • New activities in the 21st century HR function - group exercise

How to translate strategy into business action plans

  • From strategy into planning - The 7 S process
  • How to use strategic action plans to get results
  • Tools to make the strategy work - no plan – you will be in trouble with getting results
  • How to make time for strategy
  • The new shape and role of tomorrows’ HR – already in use in two major companies in the Middle East

Re-designing people to get a strategic advantage

  • The new method of working – the 21st-century model - employment trends - a global view
  • Measuring what’s needed in the organization
  • The creation of the dynamic leader - the transition from manager to leader
  • How to measure leadership style - questionnaire
  • Creating empowered teams 
  • The new ratios of management and supervision to employees

Key skills needed to produce strategic predictive trends

  • Predictive manpower planning (HRP) the new direction of HR
  • What existing data produces trends?
  • How to produce predictive information - practical examples - specialist handout
  • Helping the business by transforming existing data into management knowledge
  • Locking predictive trends into succession planning

How to evaluate and calculate the added value from HR

  • The concept - HR as a profit center
  • Use of the seven-step model to measure
  • The role of corporate culture from design to measurement
  • Making the case HR from a cost center to a profit center


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HRT02 Kuwait 8-3-2020 12-3-2020