HR FOR NON HR MANAGER
Don't study to be HR – study to develop your team!
- Do you agree that one of the most common reasons employees leave their jobs is dissatisfaction with their direct manager?
- Yet many managers are extensively trained in technical expertise—but receive far less guidance in managing people.
- Are you facing challenges in building an effective departmental structure, participating in recruitment, developing team members, conducting performance evaluations, or inspiring and motivating your staff?
Join AIMNEXT’s training course to gain practical, modern human resource management skills. Strengthen your leadership, build a high-performing team, and take your management career to the next level!
OBJECTIVES
- Develop an HR management mindset and acquire modern HR skills.
- Learn methods to design an optimal organizational structure with clear roles and responsibilities.
- Gain the ability to analyze recruitment needs, create strategic recruitment processes, assign tasks, and support employee development.
- Learn how to establish clear performance evaluation criteria and foster a motivating culture that drives engagement and retains talent.
TARGET
- Team Leaders, Managers, CEO, deputy CEO...
CONTENT
Part 1: Modern human resource management mindset & the role of department leaders
- Identify changes in modern human resource management
- Explore the strategic roles of department leaders in human resource development
- Align the departmental mission with organizational strategy
- Identify the value your department contributes to the organization
Part 2: Designing an effective organizational and work structure
- Develop an optimal organizational chart for your department
- Clearly define the roles, responsibilities, and authority of each position
- Create job descriptions (JDs) based on competencies and performance expectations
- Apply the RASCI matrix in job assignment
Part 3: Recruiting and attracting the right people
- Clarify the ideal candidate profile based on cultural fit and required competencies
- Design competency-based interview questions
- Implement a strategic and structured recruitment process
- Implement onboarding practices that speed up adaptation and improve retention
Part 4: Assigning tasks - Training - Developing employees
- Apply task delegation principles based on employee competency levels (Dreyfus Model)
- Define the career development path for each employee
- Create an individual development plan (IDP)
- Take an active role in on-the-job training (OJT) as a department leader
Part 5: Performance appraisal and feedback
- Establish performance evaluation criteria for individuals and teams (KPIs)
- Provide positive and constructive feedback through 1:1 coaching
- Build a transparent, fair and development-focused appraisal process
Part 6: Departmental culture and team inspiration
- Define and communicate the core values of the department
- Establish expected behaviors and beliefs within the department
- Apply the SCARF model to enhance engagement
- Measure employee engagement through using the Gallup Q12 survey
Part 7: Succession and retention planning
- Classify and assess employee capacity and potential using the 9-Box Grid
- Step 2: Breakdown the problem ~ Pareto, 4W
- Step 3: Set a target ~ SMART
Part 8: Action plan and continuous improvement
- Summarize key knowledge and tools covered
- Develop a 7-14-30 day action plan for departmental implementation
- Set up a monitoring mechanism to support continuous improvement through coaching
REFERENCE
Download “HR for non HR manager" pamphlet (PDF version) here.