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Our Human Resources Management
Training Courses include:
(click on a course below to
view workshop objectives, outcomes and content)
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Change and
Transformation: Preparations and Actions Required in an
Organization
OVERALL OBJECTIVE
The Change and Transformation Management Workshop
aims to equip participants to play an active role in the
initiation and implementation of change within the organization. Gain skills
to be able to plan for and lead the change and to ensure that the change is
appropriate, strategically aligned and that others are assisted through the
transformation process so that the obstacles to change are dealt with, and
the implementation of the change is successful.
OUTCOMES
The participants will be able to:
 recognize the need for change and what it
entails
provide assistance to optimize the
effectiveness of the change process
align the strategy and change efforts
deal with paradox and uncertainty
become more flexible
ensure personal and team effectiveness
by
empowering self for action
empowering others for change
questioning effectively
organize or assist with the implementation of
change
facilitate change on an individual, team and
system level and garner support from the most
senior management and the informal leaders in their areas
CONTENT
Determining the Need for
Change
Understand the context (pressures in
the environment, external and internal)
Diagnose change needs, team needs, and personal
needs and conduct a credible action
oriented needs analysis
Explore the degree and impact of change on
performance and progression and strategies
to overcome any negative effects and harness the positive
impact
Optimally match skills and work
requirements
Use change cycles (phases) effectively
Dealing with Obstacles to
Change
Know what to avoid
Deal with resistance
Overcome standard objections to change
Work through, and help facilitate others,
personal transitions - cope with change
Activate second order change
Create an environment of participation
Monitor and adjust the change process
Implementing Strategies to
Change
Manage the change process through
paradigms, processes, routines, symbolic activity,
political activity, systems, and structures
Self-management techniques
Work through unfreezing, anticipating,
communicating, resourcing, experimenting and
refreezing
Take on the project leadership role during
change
Organize for throughout the change process -
before, during, and after change
Manage complexities
Bring about real changes in behavior
Take on all the required change roles -
liaising, transfer of current trends, organizing,
joint venture, design process facilitation, feedback,
organizational and human resource
development, mentoring, integration, and resource
Follow Through
Know how to implement a plan for
managing change within an organization or team
Suggestions to top management regarding actions
required
Monitor and feedback
Practical planning for the initiation of
change
 Change and Transformation
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Consulting
Skills
OVERALL OBJECTIVE
The Consulting Skills Module aims to
empower HR, IT, or any other service support practitioners to, in turn,
empower their own customers. Learn how to analyze, interpret and utilize
information from an interaction effectively, then take action and be able to
assist customers to independently do the same. Learn how to think
strategically and systematically, scan the environment, have insight into
self, then assess all the relevant information and make plans accordingly and
be able to transfer this ability to customers.
OUTCOMES
The participants will be able to:
Improve their listening skills
Obtain a brief from a customer
Improve their analysis and diagnostic
skills
Put forward recommendations verbally and in
writing
Assist with plan creation
CONTENT
Understanding the
Context
Analyze the environment
Identify key leverage players
Identify key interfaces to
consider
Know where to look for relevant
information
Understand the future strategy
and its implications
Understand the current and past
challenges and their implications
Practice methods to extract the
necessary information
Know how to meaningfully integrate the
information
Leading the
Conversation
Optimize the first point of
contact
Know the when, what, and how of
questioning
Enhance listening skills and
mirroring
Practice note taking during a
conversation
Understand different helping
styles
Determine the independence level of
the customer
Work through a conversation so
that progress is made
Empowering the
Customer
Utilize feedback to propel a
customer forward
Know how to work out what a
client needs to develop
What could a plan look like
Work on different examples of
recommendation reports
How to follow up and follow
through with a customer
How to ensure the customer understands
the value of the consulting received
Consulting Skills
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Counseling
Skills
OVERALL OBJECTIVE
The Counseling Skills Module aims to
equip participants with the ability to plan, conduct, and evaluate a counseling
session, to increase the effectiveness of each counseling relationship by creating
an enabling counseling environment and to actively listen, show empathy, respect,
genuineness, and congruence.
OUTCOMES
The participants will be able
to:
Increase the effectiveness of each counseling
relationship
Communicate and relate more effectively during
counseling service delivery
Actively listen, show empathy, respect,
genuineness and congruence
Give and receive feedback
appropriately
Determine the actions for creating an enabling
environment for counseling to effectively
take place
Use change concepts to advantage
Enable others to make it happen
CONTENT
Plan for a
Counseling Session
Gain self-insight and draw on own
strengths
Determine pre-work required
Construct pre-session
communications
Know how to create a counseling
outcome plan
Conduct a
Counseling Session
Formulate norms (optimum behaviors)
within a counseling relationship
Enhance feedback skills
Practice active listening skills,
empathy, and congruence
Learn how to bring in change concepts
when required
Use effective reponses and guided
questioning
Interface effectively with
different personalities
Enhance note taking
Know how to successfully bring a
session to conclusion
Evaluate a
Counseling Session
Conduct follow up with the counseled
individual
Keep records of sessions
Create a counseling evaluation
format
Go through the Do's and Don'ts of
counseling
Receive feedback on your practice
session
Counseling Skills
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Diversity
Management
OVERALL OBJECTIVE
The Diversity Management Workshop aims to
equip participants with the ability to position diversity from a personal and
a business case point of view. Learn how to contribute constructively to,
encourage, and value the cultural diversity of the workplace. Know how to
work with managers to increase their skills to manage diversity, and to work
with teams to improve their skills for dealing with diversity so as to create
sustainable positive change within the organization.
OUTCOMES
By the end of the
intervention, participants will:
Have a clear understanding of what is meant by diversity
Understand the business case for diversity
Understand the legal imperatives impacting on
the rationale for employment equity
Understand what it takes to retain, motivate,
and promote culturally and socially
diverse employees
Have explored the ways that culture impacts on
workplace behavior
Have had an opportunity to practise dealing
with typical situations of diversity in the
work place
Have developed a deeper understanding of their
own attitudes, values, beliefs,
and how these affect their response to other people
Know the different methods and tools used to
achieve employment equity through
maximising diversity in the work place
Have identified and examined issues around
diversity in their work place and developed
a draft plan for managing diversity in the work place
Make personal action commitments to
diversify
CONTENT
Understanding Diversity
Key components of diversity, both
primary and secondary factors
How to effectively use this diversity
Tapping into ones own diversity form values,
beliefs, attitudes to behaviors
Diversity at interaction interfaces
Communication with and across diversity
Exercises on diversity
Resistance to diversity
Understanding the differences between
affirmative action, equality, and employment
equity
Diversity in Context
Constructing a business case for
diversity
Being managed and managing others
Working through discrimination scenarios
A cultural delineation
a model of cultural learning
creating culture through socialization
people like us
What it feels like to enter an area as being
different
Dealing with a diverse customer base
Managing perceptions and assumptions around
differences within a framework of change
Using employment equity, affirmative action and
workplace transformation - when,
where and how
Link to team building
Integration
Diversity incidents
Apply non-discriminatory practices
Making choices
Behaviors that build a trust relationship
Creating a context of acceptance and
optimization of differences
Turn diversity into cohesion, not
"sameness"
Use the self-fulfilling prophecy and positive
reframing
Explore diversity process elements
Devise strategies that can assist in creating
space for diversity and ensuring integration
Diversity Management
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HR
Practitioner Expertise
OVERALL
OBJECTIVE
The Human Resource Practitioner Expertise
Workshop aims to equip HR practitioners with the necessary competence to
successfully deliver the HR function so there is maximum return for the
workplace; with confirmation that they are doing things right when it comes
to HR.
OUTCOMES
The participants will be able to:
fulfil the different HR roles
optimize the employee resource
apply training and development strategies
design and apply key HR knowledge areas
assist line managers in their HR
accountability
utilize a competency approach to
development
utilize organization, process, job and work
design
know who is accountable for the different HR
roles
distinguish between the specialist and
generalist HR function
understand compliance issues related to
attendance management, benefits,
compensation, employee relations, performance evaluations,
management, training,
staffing, and termination
CONTENT
HR Roles In The Organization
What roles need to be
fulfilled?
Tactical versus strategic
roles
Who is accountable?
Specialist (Design)
HR direction
HR guidelines
Employment equity
Manpower planning
Organization design
Organization culture
Career development
Competency profiling
Employee resistance
HR information system
Labor relations systems
Employment compliance
Organization separations
Organization development
Learning and development
Compensation and benefits
HR monitoring and evaluation
Human resource development
HR research and development
Policies, procedures,
processes
Recruitment, selection and
placement
Succession planning and career
pathing
Job evaluation, work profiling
and design
Generalist (Implementation)
HR audits
Facilitation
Orientation
Daily labor relations
Change management
Diversity management
Internal communication
Participating processes
Training and development
Performance management
Business and report writing
Consulting to line managers
Employer-employee relations
HR capacity building for line
managers
HR Practitioner Expertise
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Job
Descriptions
OVERALL OBJECTIVE
The Job Descriptions Module aims to equip
participants with the ability to create job descriptions and work profiles
that will remain relevant in the future work environment because they assist
recruitment efforts, integration, ensure ownership of work, clarify roles,
responsibilities and expectations, and can be used to measure the progress
made. Construct your own flexible, dynamic, performance based work
document.
OUTCOMES
The participants will be able to:
Design a master job description format for the
organization
Apply job descriptions to performance
management, recruitment, development, and
succession planning
Ensure relevancy of job descriptions to the
current and future work environment
Create job descriptions for specific jobs in
the organization
Facilitate others creating job descriptions
Edit job descriptions
CONTENT
Why Have Job
Descriptions?
What can job descriptions be used
for?
What are the benefits of having
job descriptions?
What are the legal compliance
issues?
How to ensure the application of job
descriptions in the organization?
A Master
Format
What are the components needed in
every job description?
Learn how to create a master
format that is suitable for the organization
Ensure
Alignment
Understand strategic alignment
Align strategy to individual
performance
Ensure a job description is aligned to
the job's, work area's, and organization's goals
Create a Job
Description
Learn the steps to create a job
description
Practice creating a job
description
Establish a process to help others
create job descriptions
Edit and Manage a
Job Description
Go through the prompts to edit a job
description
Determine the roles in, and
ownership of, each job description
Establish a process to dynamically
manage job descriptions in the organization
Job Descriptions
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Performance Management
Implementation
OVERALL OBJECTIVE
The Performance Management Implementation
Workshop aims to equip participants with the skills and knowledge required to
create a Performance Management process that fits with the organization's
culture and will ensure results when aligned to the organization's strategy.
Create a plan to get manager and employee buy-in. Learn to teach others how
to write compelling and measurable performance goals, prepare for different
performance discussions, conduct winning ongoing dialogues, and deliver
performance appraisals.
OUTCOMES
The participants will learn how to:
Keep the performance management as ongoing
rather than a once a year event
Employ effective performance management process
skills
Implement a performance management process in
the organization
Engage all staff in each step of the
performance management process
Utilize the technical aspects of performance
management in the organization's system
Train others on how to hold performance
discussions - the planning, the development,
and the review
Manage a performance management process
for their organization
CONTENT
A Performance Management
Process
The benefits
The barriers
The buy-in
Alignment to Strategy
Move strategy into performance
Create a fit with the organization's
culture
Engagement in the Performance
Cycle
Techniques for manager and employee
involvement
Techniques for gaining buy-in
A plan of action
Documentation
Required records
Construction of master templates
Empowering the Leaders
Technique for training others to write
targeted performance goals
Technique for ongoing coaching dialogues and
support
Technique for the delivery of performance
appraisals
Management of the Process
Stakeholders
Implementation plan
Monitoring plan
Adjustments
Communications
See The Sergay Group's Performance Management Discussions Workshop - an organization
wide training program for managers and employees, that is adjunct to this
development program.
Performance Management Implementation
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The Basics of HR
Management
OVERALL OBJECTIVE
The Basics of Human Resource Management Workshop aims to equip
participants to learn the basics of HR management, stay up to date with
employment compliance issues, and do what is required when managing people.
Learn what needs to be done when recruiting, staffing, compensating,
coaching, managing performance, handling separations and dealing with
employee relations.
OUTCOMES
The participants will learn how to:
Apply key HR knowledge areas
Make use of practical HR management skills
Optimize the employee resource so "no
potential" is lost
Identify staffing needs and the roles people
are to play, as well as ensure a supply of
personnel with the needed competence and that results are
achieved
Function within the parameters set by current
HR legislation impacting on the organization
Take up HR responsibilities as a line manager
or supervisor or assist the line manager in
this accountability
CONTENT
A Manager's or Supervisor's HR
Responsibilities
The impact of HR management on the
organization
Roles applicable to the organization
Competency checklist
Employment Compliance
Regulations that apply
Know what to do and what not to do
Health and safety to employees
Record Keeping
Policies
Personnel files
Attendance
Performance evaluations
Written warnings
HR information systems
Compensation and Benefits
The possibilities
The obligations
The do's and don'ts
Staff Planning
Link organization performance,
economic conditions, workloads, and current resources
Establish a staff plan
Recruitment
Advertising
Interviewing
Selecting
Promotions
Onboarding
Performance Management
The planning
The evaluations
Performance improvement interventions
Training and Development
Coaching
Development plans
Employee Relations
Employee handbook
Employer-employee relations
Internal communications
Termination
The process to follow when conducting
separations
How to cope
Manage a Team
Build a team
Motivate a team
Deal with conflict in a team
Recognize team members
The Basics of HR Management
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Training and Development From Strategy to
Implementation
OVERALL OBJECTIVE
The Training & Development: From
Strategy to Implementation Workshop aims to equip participants with the
skills to ensure the right training and development is delivered, in the
right way, at the right time, at the right investment level for maximum
impact.
The participants will learn
how to:
Formulate a training and development
strategy
Position training and development in the
organization
Align the T & D strategy to the HR strategy
and the organization's strategy
Adopt an approach suited to the current and
future external environment and the
organization's culture
Use T & D as a tool to positively impact
the organization's culture
Compare the organizations efforts to T & D
best practice
Plan for strategic T & D
initiatives
Include all required T & D components in
learning programs
Apply the concepts of adult learning and
development
Project manage T & D implementation
Create an evaluation checklist for the
development, design, delivery, administration, and
management of T & D
Ensure transfer of learning to workplace
performance and behaviors
CONTENT
Environmental Analysis
External factors
Internal factors
Organization core competence and competitive
edge
Impact on learning and development
T & D in tough economic times and in good
times
Training And Development Strategic
Plan
Why have T & D strategies?
Alignment to HR and organization's strategy
Establish assumptions
Create T & D vision, mission, goals,
objectives, initiatives and deliverables
Training And Development Approach
Options
Home grown vs. buy-in vs.
customized
Public vs. on site programs
Classroom vs. on-the-job
Mentorship
Experiential learning
Competency Modeling as a
Foundation
What is a competency?
Job specific competency requirements
Individual competency assessment
Gap analysis
T & D implications
Training And Development Implementation
Plan
Why have company-wide T & D
initiatives?
Types and prioritization of T & D
initiatives
Create a project plan
Deliver, monitor, and adjust a project plan
Complete a project plan
Accountabilities
Integration of development into performance
management
Organization culture development and individual
development
T & D communications
Awareness
Feedback
Logistics
Reporting on projects and results
Return on Investment
Driving forces
Impact required
Measurement
Marketing
Training and Development From Strategy to
Implementation
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Call The Sergay Group to schedule a free, no
obligation consultation to discuss your Human Resources Management Training Course
needs.
Results speak for themselves, read what some of our clients have
said...
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