1. CENTER FOR HUMAN RESOURCES MANAGEMENT PROGRAM PROSPECTUS

2. Center for Human Resources Management Advanced Program in Human Resources Management Strategic Human Resources Planning Interviewing Techniques for Managers Strategies in Recruitment Setting Goals Performance Measurement and Appraisal

3. ADVANCED PROGRAM IN HUMAN RESOURCES MANAGEMENT CENTER FOR HUMAN RESOURCES MANAGEMENT Program Overview This intensive, program offers frameworks and tools to reinforce your role as a key strategic partner at the executive level and in the board room and delivers leading-edge content that will build and enhance competitive advantage—your firm's and your own. You will take away key lessons for your organization and gain the knowledge and confidence to guide your firm using innovative HR strategies as an equal partner to your firm's top executives. This Program will substantially enhance your knowledge and competence to perform dual roles as a member of your senior management team, and as a leader of the human resource function. Return on Investment Forge a leadership agenda and strategy for the HR function Implement practices that add value to key business decisions Concepts and frameworks that help you directly link human resources with your organization's vision and competitive strategy Sophisticated understanding of how to manage human resource policies and practices in ways that add the most value to your organization Knowledge of how to implement change and manage organizational transition as your firm adapts to new market conditions Who Should Attend? If you are a senior HR manager or executive or a general manager who realizes the importance of HR to your business success, you will find this program of tremendous value. HR professionals from large companies who are likely to have senior HR roles within three to five years are also appropriate candidates. This program also appeals to the top HR professionals from smaller firms. Program Focus Delivering Value through HR Changing roles for HR professionals Serving employees, line managers, customers and investors Developing Effective Business Strategy Creating and prioritizing strategic goals and agendas Defining business portfolios which add value to shareholders Driving Business Strategy through HR Amplifying HR’s impact on business results Concepts and tools for high impact HR Optimizing Global Competitiveness Organizing to enter global markets Balancing national and business cultures Building the Competitive Culture Becoming both the guardian of existing mindsets and the champion of new mindsets inside and outside the organization Envisioning Leadership Setting a vision for the function HR in the leadership role Organizing the HR Function Determining who does what and where they do it Sharing with line managers Ensuring Executive Succession Ensuring a talent pool for senior executives Managing the technical and political processes for executive succession Enhancing Board Relations Interacting with the board of directors on issues of compensation, development, and other initiatives

4. STRATEGIC HUMAN RESOURCES PLANNING CENTER FOR HUMAN RESOURCES MANAGEMENT Program Overview This program combines practical tools, cutting-edge best practices, powerful frameworks, and current research. You will learn to integrate your firm ’ s strategic challenges with human resource strategies and practices, and gain practice designing a human resource strategy that will result in value-added HR agendas and practices. You will also take away powerful tools for managing strategic change through the human resource function. The program ’ s focus on strategy makes it an ideal learning opportunity for teams. By engaging in active dialogue around real HR issues confronting your organization, your team will gain practical knowledge to help you develop and implement strategies that deliver value to your business. Return on Investment Position HR in the leadership role Integrate human resource strategy with business strategy Acquire a comprehensive framework for effective HR strategic development Identify and build competitive organizational capabilities Frame and execute powerful change initiatives Integrate your firm ’ s strategic challenges with human resource strategies Who Should Attend? This program is primarily intended for those professionals who are responsible for the design and implementation of human resource strategies. Program Focus HR as Fundamental to Business Success Importance of HR in today ’ s business environment High-value-added HR agendas Linking HR practices to the competitive marketplace Adding short-term and long-term competitive value through HR Logic and Process for Linking HR to the Business Strategy Trends and practices in corporate strategy formulation Interpreting the business environment from an HR perspective Best practices in building a business-driven HR strategy Transitioning HR from operationally reactive to strategically proactive Measuring HR ’ s strategic value added Creating the Competitive Human Organization The role of human resources in driving speed, productivity, service, innovation, and cost reduction Creating the customer-focused culture HR ’ s role in designing and implementing effective organizational structures Retaining and utilizing your best talent Making HR strategy happen Strategic Organizational Change Identifying and selecting alternative models of change Diagnosing and enhancing your company ’ s change capacity Increasing the likelihood of success in major change initiatives Partnership of management and HR in effective change

5. INTERVIEWING TECHNIQUES FOR MANAGERS CENTER FOR HUMAN RESOURCES MANAGEMENT Program Overview This program provides a comprehensive overview of the interviewing process, and looks at methods, techniques and cost/time factors involved. Participating in a highly practical program, you will practice role play interviews and consider different styles, techniques and approaches. You will also come away with a simple and robust scoring system for recording and comparing interview notes. This will improve your confidence in interviewing for any type of role. Return on Investment Plan and prepare for a selection interview Identify where you can improve your existing interview techniques and contribute to the interview process with increased confidence Project a professional image during the interview which puts the candidate at ease Use an effective questioning technique to elicit information from the interviewee Understand how to assess potential in a candidate Make effective decisions about each candidate based on the information gained during the interview Program Focus The Interview Structure What do you want to achieve at each stage Balancing the need for information exchange Motivations and their role in offer management Where to start and where to end Interview and Questioning Styles The merits and uses of open, closed, loaded and probing questions Competency-based interviewing questions – how to use them Diversity and overcoming cultural differences in communication Difficult candidates – how to handle them Selling your company and the role at interview The Interview Environment Preparing the interview room Selecting an appropriate interview time and venue Style of interview - one-to-one, board, panel, who should attend etc. Conducting Successful Interviews Establishing an open environment in which the candidate is encouraged to open up Overcoming barriers to communication Building rapport quickly Positive body language Keeping the interview on track Identifying candidate's qualities, attributes and skills The importance of employment legislation in successful interviewing What not to ask Interview simulation - delegates will be given opportunities to conduct an interview in a supportive and risk free environment Effective Questioning and Listening Questioning techniques - open and closed questions Developing active listening skills Probing questions - seeking clarification of answers Note-taking - recording information for future use Who Should Attend? Human resources and staffing professionals who interview job candidates and who need an organized approach to conducting interviews while improving their interviewing skills. Professionals who are required to take part in selection and interviewing, or who administrate recruitment, and need to have a good understanding of the recruitment and selection process.

6. STRATEGIES IN RECRUITMENT CENTER FOR HUMAN RESOURCES MANAGEMENT Program Overview This intensive program serves as a fast track introduction to the entire recruitment cycle. The program is designed as a highly practical workshop, to give new recruiters a real insight into the processes, issues and hurdles involved in running a successful recruitment and selection campaign. Return on Investment Exposure to the entire cycle, giving greater control and foresight A good framework for understanding timings, costing, and issues hurdles Understand common errors and develop a set of potential solutions Develop the ability to plan, brief and execute a basic recruitment campaign Practice taking and giving a brief Become better qualified to write a recruitment advert Have a better understanding of your employment brand. Who Should Attend? Hiring Managers and HR professionals who are part of an organization’s program to embrace and develop a diverse workforce. It is particularly relevant to those who are frequently responsible for attraction, recruitment and selection of employees. Program Focus Understanding the Complete Recruitment Cycle Overview – the entire process Timing and resources involved – who are the interested parties Motivations of the interested parties to a campaign Using Competencies What are competencies Simplifying the jargon Using competencies for recruitment and selection An easy and robust system The Job Brief and Person Specification The job brief – how is it derived? The person specification – how does this translate to market availability? The job grading and benefits Giving and Taking a Job Brief Briefing all relevant internal resources effectively Translating your brief to the marketplace Understanding who will communicate the message, how and when Creating the Pool of Candidates Different methods of attracting candidates Direct advertising vs. recruitment agencies Costs and timings involved The Candidate Filter How to judge what you are looking for How to ensure that everyone agrees Consistency and relevance in selection criteria A simple scoring system The Interview Lining up your resources Types of interview process Interview techniques A simple scoring system The Offer Exploring the motivations of interviewees Why do they reject offers? How to manage the process for greater success

7. SETTING GOALS CENTER FOR HUMAN RESOURCES MANAGEMENT Program Overview Setting objectives and performance management can be a daunting and challenging prospect for managers. This program is designed to help managers become more effective in developing, supporting, coaching and managing the performance of staff. Delegates will develop new skills and confidence through hands-on practice using proven people management tools, which apply to both teams and individuals. This program demonstrates how setting realistic goals, prioritizing tasks, and tracking milestones can improve performance and morale. Return on Investment Identify appropriate performance standards and competencies Define and communicate clear performance goals Hold clear and concise performance review discussions Develop individual development plans Monitor and measure performance Use coaching, mentoring and appraisal to enhance individual performance Use performance management to encourage individuals to take responsibility for their development Improve recruitment and retention of staff Who Should Attend? Managers, team leaders and supervisors who have people reporting to them and who are responsible for managing, and developing the performance of others. Program Focus Goal Setting: An Overview What is goal setting? Types of goals How goals are set What makes goals effective? Developing Unit Goals Identify potential goals Prioritize and select goals Developing Individual Goals Set goals for your team members Set goals for yourself Accomplishing Goals Pursue your goals Manage obstacles Monitor goal achievement Strategies for success Evaluating Goals How do I evaluate a goal after I’ve achieved it? Lessons learned The Importance of Performance Management - to the Team and to the Business The cost of poor people management Common barriers to good performance management Setting Objectives and Clear Expectations Creating and communicating the performance standards for all posts Using a competency framework Linking reward structures to performance change Reviewing Performance Developing appropriate appraisal systems Reviewing versus objectives Communicating clearly 360 degree feedback versus standard appraisal Encouraging self-appraisals/reviews On the Job Coaching and Feedback Motivating individuals and the team Handling difficult people Using coaching and mentoring Providing support and encouragement

8. PERFORMANCE MEASUREMENT AND APPRAISAL CENTER FOR HUMAN RESOURCES MANAGEMENT Program Overview Human resources departments today are being called upon to make greater, more measurable contributions to their organization's bottom line. Few HR initiatives are seen to contribute more to an organization's productivity and profitability than a comprehensive, effective performance management system. This program helps you prepare for, conduct, and follow up evaluations in ways that link performance to your company’s goals. Return on Investment Develop and implement a performance management system Select the most appropriate performance appraisal methods and forms Link the goals and performance of each employee to the company's strategic goals Provide a clear and credible basis for merit increases and incentive awards Train your managers on the elements of your organization's system Use informal performance assessments and feedback as part of your regular interactions with your employees Prepare for a formal performance meeting with a direct report Document a performance meeting Create a development plan with the employee. Who Should Attend? Human resources professionals and managers responsible for implementing or managing performance management and/or appraisal systems within their organizations Program Focus The Purpose of Assessing Performance What is assessing performance? Importance of formal performance appraisals Your employee’s role in the performance appraisal process Preparing for a Performance Appraisal Meeting Evaluating your employee’s performance Documenting employee performance Materials to develop and bring to the meeting Conducting a Performance Appraisal Meeting Getting off to a good start Discussing job performance Addressing a performance problem Recording the Meeting Creating a development plan Wrapping-up the appraisal meeting Following Up How to follow up Evaluating the performance appraisal meeting Steps Steps for Preparing for a Performance Appraisal Meeting Steps for Conducting a Performance Appraisal Meeting Tips Tips for Preparing for a Performance Appraisal Meeting Tips for Conducting a Performance Appraisal Meeting Tools Performance Appraisal Preparation Checklist Performance Appraisal Evaluation Checklist Individual Development Plan