Human Resources and Employee Affairs: From Workforce Planning to Performance Development
A practical course that introduces participants to the core functions of human resources and employee affairs, covering workforce planning, recruitment, job analysis, compensation, training, motivation, and performance evaluation.
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Overview
Human resources plays a direct role in how organizations structure work, select talent, develop employees, and connect performance to institutional needs. Employee affairs is no longer limited to administrative procedures. It is part of a broader people-management function that supports clarity, fairness, readiness, and accountability.
This course helps HR professionals, managers, and related stakeholders understand the full employee management cycle. It focuses on the essential practices needed to plan workforce needs, manage recruitment, analyze jobs, support training, motivate employees, and evaluate performance in a structured and practical way.
Course Outline
Unit 1: Core Concepts of Human Resources Management:
Definition of HR management, the HR function, HR objectives, its institutional importance, and the strategic stages of managing human resources.
Unit 2: Human Resources Planning:
Strategic HR planning, its connection to organizational strategy, its importance, and the HR functions that support workforce readiness.
Unit 3: Recruitment and Selection:
The concept of recruitment, sourcing methods, selection stages, hiring decisions, and employee onboarding.
Unit 4: Job Analysis and Job Evaluation:
Job analysis concepts, key elements, its role in organizing work, and preparing job descriptions.
Unit 5: Compensation and Benefits:
The importance of wages and salary structures, factors that influence compensation, and the basic principles of clear and fair pay policies.
Unit 6: Training and Performance Development:
Training and development concepts, success factors for training programs, training objectives for organizations and employees, and training needs analysis.
Unit 7: Employee Motivation:
The concept of motivation, motivation types, and practical approaches to supporting employee performance and professional discipline.
Unit 8: Performance Evaluation:
The purpose of performance evaluation, its objectives, main stages, and key dimensions used to assess employee performance.
What You Will Gain
- A clearer understanding of the role of HR and employee affairs within an organization.
- The ability to identify the main HR functions and how they connect to one another.
- Practical knowledge of recruitment, sourcing, selection, and onboarding stages.
- A working understanding of job analysis and job description development.
- Awareness of compensation and benefits principles and their link to people policies.
- The ability to connect training, motivation, and performance evaluation to employee readiness and organizational needs.
Who Should Attend
- HR and employee affairs managers and professionals.
- Recruitment and talent acquisition managers.
- Department managers responsible for people and team performance.
- Business owners and investors who need a structured understanding of HR fundamentals.
- Professionals seeking to strengthen their knowledge of modern HR practices.
Frequently Asked Questions
Yes. The course is suitable for managers, business owners, and professionals who need a structured understanding of HR functions, especially those involved in managing teams or employee-related decisions.
The course explains the essential concepts, while connecting them to practical HR activities such as recruitment, job analysis, job descriptions, training, and performance evaluation.
Yes. It covers administrative and organizational aspects of employee affairs, as well as workforce planning, development, and performance management practices.
The course may include assessment methods such as pre- and post-tests, group activities, and participant feedback forms, depending on the approved delivery approach.
The course helps build a shared understanding of HR functions and supports more structured people-related decisions aligned with workplace needs.
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