Each module represents an individual unit including over 20 hours of work; through workshops, preparation tasks, group activities and individual consultations. The entire “SELECTIO HR Academy” programme includes 160 hours of lectures and practical work in addition to 10 hours of individual consultation to support learning and professional growth.
Module 1: Human Resources Management processes I – Recruitment and selection
This module begins focusing on individual sub-functions of Human Resources Management – basic Human Resources processes. The first need faced by every employer with regard to personnel is how to find and select the right person for the right position. Workshop covers basic principles and predispositions for a successful selection of candidates, providing exacts steps needed to be taken before commencing any search for candidates, all the way through to the new employee’s first day at work in your company.
- Workplace analysis and job analysis
- Recruitment and pre-selection
- Post-selection process
- Psychological testing in selection
- Mobile Recruiting and social platforms
- Selection process and the employment of persons with disabilities
- Employer Branding
Module 2: Human Resources Management processes II – Performance management
Performance management is one of the weakest links in many organisations. Such organisations are under a silent threat to treat their best employees the same way they treat the average ones, if not even the worst employees. In this module you will gain knowledge how to correctly and practically set up an employee performance management system, create clear working standards and desired competencies, and get the answer to question how to distinguish a good employee from an average one. Content includes an overview of different work assessment models, as well as the advantages and risks each of them carries, followed by goal setting methods, as well as exercises on providing feedback on employees’ work.
- Competencies, expectations and work standards
- Work allocation
- Work assessment models
- Advantages and shortcomings of different assessment models
- Setting and evaluating goals
- Difficulties in introducing the process of performance management and how to avoid them – employees and managers
- The role of HR departments in introducing and implementing performance management
- Provision of feedback on employees’ work
Module 3: Human Resources Management processes III- Employee development
Employee development module focuses on innovative ideas and practices in developing employees’ potential, ways of building a “learning organisation”, and setting up a system and implementing procedures for employee development. When discussing different approaches to defining and creating individual employee’s career development plan, as well as the approach to organisational development, a special emphasis is given to practical experiences. The alignment of all different elements in the organization and non-discriminatory behavior in all processes and activities.
- Analysis of developmental needs
- Talent management
- 360° feedback
- Succession planning
- Learning organization
- The mentoring system
- Job introduction and on boarding
- Discrimination and diversity management in the organization
- Career counselling and outplacement
Module 4: Human Resources Management processes IV – Rewards, internal communication and organizational culture
One of the most challenging fields in Human Resources Management is rewarding and motivating employees. This module includes an overview of theories on motivation and their application in every-day work with teams of employees, establishment of a rewards system, as well as connecting rewards and bonuses to work performance monitoring system. This module will provide answers to your questions about what employees really appreciate the advantages and shortcomings of financial rewards on one hand, and other types of rewards on the other.
You will learn more about the necessary element in each retention programme, good internal communication towards employees, and contemporary practices in Croatia. Module also covers the subjects of organisational climate and culture, within which the attendees will be provided tools and knowledge on how to successfully carry out an employee satisfaction survey, and how to learn other important attitudes for long-term survival and the development of the company.
- Rewarding and motivating employees
- Employee retention
- Internal communication
- Organisational culture
- Measuring employee satisfaction – engagement
- Takeovers, acquisitions and changes in organizational culture
- Finance for non-financials: Salaries and bonuses, and how to read financial statements
Module 5: Managing HR function I – HR Audit and HRIS (Human Resources Information System)
HR Audit represents a comprehensive analysis of Human Resources Management process, with the aim of gaining detailed and structured insight into Human Resources Management, including clear indicators of blind spots and excellent practices. This module provides systematized knowledge how to analyse the quality of Human Resources Management, and includes working on a case study under the mentorship of experienced experts in this field.
- HR Audit
- HRIS (Human Resources Information System)
- Due diligence
Module 6: HR Strategy
After the fundamental HR processes that we deal with in the first four modules, this module handles the wide area of Human Resources Management. It includes HRM (Human Resources Management) as an individual unit, as well as a business function. Therefore it covers the basics of organisational management, as well as strategic approach to Human Resources Management. It provides an overview of current trends and demands faced by a contemporary Human Resources manager. It explores competencies necessary for successful Human Resources specialists, and presents basic sub-functions of HR and their relationship.
- Introduction to HR
- Strategic management
- Internal structure of HR function and organization of HR processes
- Balanced scorecard model
Module 7: Managing HR function II – Business ethics, laws and ordinances, internal consultant function
This module is focused on the entire HR function, that is, the knowledge necessary for holistic understanding of Human Resources Management. In the penultimate unit, the emphasis will be on the code of business ethics, socially responsible business, and relevant legal provisions covering this area (Labour Act and other relevant laws, ordinances). The unit will cover elements of employment contract, managerial contracts, basic personnel administration, etc. Within the scope of the seventh module, the role of Human Resources as an internal advisor in the organisation is included, so in that sense the emphasis will be on negotiating and coaching skills, knowledge on how to evade the so-called organisational games and generally raising awareness of different roles of HR managers.
- Business ethics
- Laws and ordinances
- HR business partnering (internal consultant function)
Module 8: Personal development – Leading self and leading others
Successfulness of a Human Resources specialist or manager greatly depends on personal maturity and developed communication skills. The entire module is dedicated to work focused on personal development, as well as raising the awareness about personal capacity and strengths that can be the foundation in further career development. Participants will have an opportunity to get to know some of the best known diagnostic and development tools in the world, such as Myers-Briggs Type Indicator and Belbin Team Roles. Through practice they will get to know personal preferences of different roles in business environment, basics of psychology of communication and group dynamics, and learn more about conflict resolution in the workplace.
- Leading self
- Leading others