HUMAN RESOURCES TRAININGS
Purpose of the Training
To inform the participants about the competencies and competency types that form the basis of Human Resources management, to transfer the knowledge and skills that the participants can transfer to their jobs regarding the competency-based interview process, which is also referred to as “behavior” oriented interview in terms of recruitment interviews, preparation, producing and asking competency-based questions, the things to be considered for the effective execution of the process, and evaluation.
Duration of Training
1 Day / 8 Hours
Education Content
Interview Description
Types of Interviews by Purpose
Interview Methods
Interview Process Planning
Effective Question Asking
Competence
Competency Inquiry
How to Observe Behavioral Indicators?
Mistakes Made During the Interview
Role-Play “Sequential Interview Call”
Considerations in the Evaluation Process
Target Audience
Human Resources Employees and All Managers
Purpose of the Training
Performance management system is one of the most important management tools used by companies today. With the awareness that implementing a correct system is as important as defining it, it is aimed to provide participants with information about the installation of a performance management system as well as introducing the systems with practical examples.
Duration of Training
2 Days / 16 Hours
Education Content
Concepts Related to Performance Management
Performance, Performance Evaluation, Performance Planning, Monitoring and Performance Management
Coaching in Performance Management
Organization and Individual Performance Relationship (Strategic Management and Performance)
Performance Evaluation
Measurement Methods, 360 Degree Method
Management by Objectives
Critical Performance Criteria, Goal Setting Technique, Management by Objectives System, and Measurement of Goals
Measurement of Competencies
Behavior Indicators, Measurement according to Competencies
Creating the Evaluation Scale
Evaluator Errors and Precautions
Performance Interview-Feedback
Use of Performance Evaluation Results
Target Audience
Human Resources Unit Employees, Managers in the position of ‘Evaluator’ in Performance Management Systems.
Job analysis is a method that provides important data to many human resources systems. Job evaluation forms the basis of compensation systems in particular. The remuneration system is an important tool used by companies today for effective management. These methods provide a systemic approach to human resources management. The aim of the training program is to explain job analysis, job evaluation and compensation system in detail and supported by sample applications.
Duration of Training
2 Days / 16 Hours
Education Content
What is business analysis?
Why is job analysis needed?
When should job analysis be done?
How to create a job analysis form?
What are the methods of business analysis?
What are the critical elements of business analysis?
In which areas are the results of job analysis used?
What is job evaluation?
How is job evaluation done?
What are job evaluation factors and weights? How are they determined?
What is a job evaluation scale?
What are the critical elements of job evaluation?
How to create a scale of job groups?
In which areas are job evaluation results used?
What is Wage?
Objectives of Wage Management
Factors Determining the Wage Policy of the Business
Causes of Wage Dissatisfaction
Wage Systems
Wage Level
Factors Affecting Wage Level
Wage Structure
Formation of the Individual Fee
How to Ensure Individual Wage Satisfaction?
Remuneration in Collective Labor Agreements
Target Audience
Human Resources Department employees[/vc_column_text][/vc_tta_section][/vc_tta_section title="Personnel Personnel Procedures Training According to Labor Law Legislation" tab_id="1595927000743-e6634b82-3bac"][/vc_column_text][/vc_tta_section
It is aimed that the employees who are interested in personnel personnel transactions acquire technical knowledge about the activities of personnel personnel transactions within the framework of Labor Law No. 4857 and legal legislation and to support this information with practical examples.
Duration of Training
2 Days / 16 Hours
Education Content
Personnel Transactions and Scorecard
Personnel procedures, filing system
Consequences of deficiencies in the personnel file
What are the types of paid and unpaid leave?
Transition from payroll to payroll
Wages and types of wages
Payroll and the information required by law to be included in the payroll
Income tax brackets, what is the cumulative income tax base, and gross to net wage calculations, examples and applications
Employer cost calculations and cost reporting techniques
Variables that should be included in the cost report
How to use costs and reporting when preparing a labor budget
Legal Notifications and E declaration and employer incentives
Severance Pay, Notice Pay, Annual Leave, Premiums and Bonuses
Target Audience
It is aimed to transfer the necessary information practically in order to ensure that the experts and staff dealing with personnel issues in the human resources unit, personnel unit, accounting units of the companies complete their deficiencies in labor law and personnel practices and to ensure that they do business in accordance with legal requirements.[/vc_column_text][/vc_tta_section]
This program, specially prepared for Human Resources employees, aims to offer and provide both coaching and mentoring skills in areas of need.
Duration of Training
2 Days / 16 Hours
Education Content
Coaching and Mentoring in Human Resources
What is Coaching? What Is Not Coaching?
What are the Types of Coaching?
Practical Coaching Interview Example
Difference between Coaching and Mentoring
Implementation of Coaching and Mentoring in Companies and its Benefits for Companies
Mentoring Principles
Modeling and Coaching Conversations
Target Audience
Middle and senior managers[/vc_column_text]