28 Human Resources Management courses in Sheffield

Often your recruitment and induction processes determine whether you retain your staff and volunteers. A poor induction often leads to a lack of productivity and motivation. This half day course is designed to help participants ensure that new staff receive a comprehensive and welcoming induction so that they can settle into their job or role quickly and with confidence. The course can be run as a one-off session or can be incorporated into a series of sessions on managing staff.

This half day course is designed to help managers and supervisors to develop or hone their interviewing skills and ensure that your organisation’s recruitment processes are rigorous but fair. It will cover how to develop an efficient recruitment process, how to read a CV or application form to ensure that you choose the right candidates for interview, how to organise and conduct the interview process and the follow-up procedures. It can be adapted to cover the needs of organisations, statutory agencies or small businesses. Although scheduled as a half day course, it can be extended to cover a whole day to include some role play interviews.

Introduction: “Co-ordinating the temporary works process” This two day course is designed to assist those on site who have responsibility for managing all forms of temporary works. It is also designed to give confidence to senior management and those who engage contractors have reached an assessed standard of knowledge. The course has the support of a number of organisations: Temporary Works Forum CECA, UKCG, HSE and FMB. The support of these organisations offers transferability of the course within industry.Temporary works are usually safety and business-critical and require careful co-ordination. An accepted way of achieving this is through the adoption of the management process outlined in BS5975, which introduces the temporary works co-ordinator (TWC) as a key figure. This course explains the role and the overall management context within which it sits.High risk can occur on small as well as larger sites hence understanding the essentials of good safety risk management, as outlined in BS5975, is relevant for projects of all sizes. This course will give the delegate thorough knowledge of the Temporary Works Co-ordinator role however this does not alone make a delegate competent, as this requires other attributes e.g. experience. Aims and Objectives: This course is not a temporary works awareness course. It is only concerned with the process of co-ordination of temporary works, commonly expressed through the role of the Temporary Works Co-ordinator. Attendance does not confer competency as a Temporary Works Co-ordinator.The course gives emphasis, throughout, to: – The importance of communication, co-ordination, co-operation and competency. The ‘4Cs’. – Risk management: safety and also business relatedAllowing the Temporary Works Co-ordinator (TWC) to: – Understand the need for and duties of a TWC – Understand the role of others – Have a detailed knowledge and understanding of BS5975 in respect of this role. Assessment: The method of assessment will be by multiple-choice questions at the end of the course as well as being expected to be interactive during the course.Course Attendance:Delegates are required to attend both sessions, since without full attendance and achievement in the examination the Temporary Works Co-ordinator Training Course cannot be made.Delegates must attend the days in order and, where not on consecutive days, must complete the course within two weeks. Delegates unable to attend both days due to extenuating circumstances (e.g. certificated sickness) will need to enrol onto a new course in order to maintain continuity of learning outcomes and attend both days again. It is expected that experienced and competent Temporary Works Co-ordinators will attend this course. Competence comes from a mixture of education, training and experience and should be judged by an appropriate senior individual, usually referred to as the Designated Individual (DI). Training is considered an essential element of Temporary Works Co-ordinator competence. Background Publications: This course, including its group work and exercises, is constructed around BS5975:2008 +A1:2011. For Open Courses Delegates should bring a copy with them in order not to be significantly disadvantaged. For in house courses it is expected that the Tutor will tailor the course around the organisation procedures,providing they are comprehensive and follow the philosophy of BS5975. In these cases delegates will need a copy of their own procedures. In the absence of adequate procedures delegates will need a copy of the BS itself.Although the following is not mandatory, delegates may find the following useful– BS EN12811-1:20031 Temporary works equipment. Scaffolds. Performance requirements and general design– BS EN12812:2008. Falsework ‐ performance requirements and general design– BS EN12813:2004. Temporary works equipment. Load bearing towers of prefabricated components. Particular methods of structural design– NASC TG20/13 plus supplement 1– NASC TG9:12

QA Level 2 Award In Principles Of Risk Assessment (RQF) Face to Face: One-day course Virtual Classroom: Spread over 3 sessions of 2½ hr duration Don't run risks with the safety of your people - it will cost you a lot more when things start to go wrong... Risk Assessments are vital for Health and Safety, and vital for the whole process Course Contents: Main causes of Work-related Fatalities, Injuries and ill health Moral, Legal and Economic Reasons for Preventing Accidents and ill health at Work Key Terms associated with Risk Assessments in Health and Safety at Work:AccidentNear MissAccident TriangleHazardRiskRisk AssessmentSuitable and SufficientCompetence The Role of Risk Assessments in Accident and ill Health Prevention Legal Requirements for Risk Assessments Importance of Personal hygiene Basic Process for Undertaking a Risk Assessment The Five Steps of a Risk Assessment Benefits of this course: In 2020/21, a whopping 1.7 million people suffered from a work-related illness 441,000 of those sustained an injury 142 People, plus 60 members of the public, lost their lives... The estimated cost of injuries and ill health was £15 billion 28.2 million working days, or 108,045 working years, were lost due to work-related illnesses and injuries It is an employer's duty to protect the health, safety and welfare of their employees and other people who might be affected by their business. This includes providing sufficient information, instruction and training of employees, so they can work in a way that does not put themselves or others at risk Our QA Level 2 Award in Principles of Risk Assessment (RQF) course is ideal for all employees, helping them to create a better understanding of health and safety issues and risk assessments Accredited, Ofqual regulated qualification: QA Level 2 Award in Principles of Risk Assessment (RQF) training course is a nationally recognised, Ofqual regulated qualification accredited by Qualsafe Awards.This means that you can be rest assured that your Principles of Risk Assessment certificate fulfils the legal requirements and is a very good way to make sure you and your employees are trained appropriately.The Ofqual Register number for this course is 603/0857/9

Overview A specialised and effectual Human Resources function is an important part of an organisation, providing the resources for a productive workforce. In this competitive world to provide the right resources to the organisation, HR Professionals need to enhance their skills to understand the effective way of recruitment.

Overview Understanding the roles and responsibilities of HR and Training specialists is very important as they play a very important role in any business. It acts as a bridge between all the departments of the work and holds many responsibilities to manage issues, and problems, making sure work is progressing efficiently, resolving disputes and many more which becomes a core part of HR. Human Resources (HR) plays a crucial role in all sizes of businesses. It is an essential part of making success along with the development of the organization. The main focus of HR is to train employees, retail talent and implement employee motivation programs The development and preparation of training specialists and HR programs are designed for individuals who are seeking a future in this field. The topics are related to the working of training specialists and HR like teamwork, motivation, recruitment and performance appraisal.

About this Virtual Instructor Led Training (VILT) The energy industry has started its journey to be more data centric by embracing the industry 4.0 concept. As a result, data management - which was considered until recently as a back-office service to support geoscience, reservoir management, engineering, production and maintenance - is now given the spotlight! To become an active stakeholder in this important transition in E&P data management, it is necessary to understand the new technical opportunities offered by the Cloud, Artificial Intelligence and how data governance can pave the way towards more reliable and resilient processes within E&P domain. Several key questions that need to be addressed: Why place more focus on data assets? Is data management just about serving geoscientists or engineers with fresh data? What is the value of data management in the E&P sector for decision making? How to convince the data consumers that the data we provide is reliable? Is the data architecture of my organization appropriate and sustainable? The purpose of this 5 half-day Virtual Instructor Led Training (VILT) course is to present the data challenges facing the energy organizations today and see how they practically solve them. The backbone of this course is based on the DAMA Book of Knowledge for Data Management. The main data management activities are described in sequence with a particular focus on recent technological developments. Training Objectives Upon completion of this VILT course, the participants will be able to: Understand why the data asset is now considered as a main asset by energy organizations Appreciate the importance of data governance and become an active stakeholder of it Understand the architecture and implementation of data structure in their professional environment Get familiarized with the more important data management activities such as data security and data quality Integrate their subsurface and surface engineering skills with the data managements concepts This VILT course is unique on several points: All notions are explained by some short presentations. For each of them, a set of video, exercises, quizzes will be provided to help develop an engaging experience between the trainer and the participants A pre-course questionnaire to help the trainer focus on the participants' needs and learning objectives A detailed reference manual A lexicon of terms for data-management Limited class size to encourage the interactivity Target Audience This VILT course is intended for: Junior/new data managers Geoscientists Reservoir engineers Producers Maintenance specialists Construction specialists Human resources Legal Course Level Basic or Foundation Training Methods The VILT course will be delivered online in 5 half-days consisting 4 hours per day, with 2 breaks of 10 minutes per day. Course Duration: 5 half-day sessions, 4 hours per session (20 hours in total). Trainer Your expert course leader is a geologist by education who has dedicated his career to subsurface data management services. In 2016, he initiated a tech startup dedicated to Data Management using Artificial Intelligence (AI) tools. He is heavily involved in developing business plans, pricing strategies, partnerships, marketing and SEO, and is the co-author of several Machine Learning publications. He also delivers training on Data Management and Data Science to students and professionals. Based in France, he was formerly Vice President, Sales & Marketing at CGG where he was in charge of the Data Management Services strategy, Sales Manager at Spie O&G Services where he initiated the Geoscience technical assistance activities and Product Manager of interactive seismic inversion software design and marketing at Paradigm.       POST TRAINING COACHING SUPPORT (OPTIONAL) To further optimise your learning experience from our courses, we also offer individualized 'One to One' coaching support for 2 hours post training. We can help improve your competence in your chosen area of interest, based on your learning needs and available hours. This is a great opportunity to improve your capability and confidence in a particular area of expertise. It will be delivered over a secure video conference call by one of our senior trainers. They will work with you to create a tailor-made coaching program that will help you achieve your goals faster. Request for further information about post training coaching support and fees applicable for this. Accreditions And Affliations

A powerful program for teams to participate in together in order to: Develop high-performance teamwork Work together to achieve team goals Assume responsibility and accountability Handle challenges through team communication Create mutual trust, support, and collaboration

This training day will help managers explore what they need to do to create a motivating environment at work and learn some theory, tools and ideas to inspire motivation at individual and team level. Motivation is a key factor in effective people management and successful team performance. It involves engaging and inspiring your people and developing them in such ways as to improve their effectiveness and thus have a greater benefit to customers. It can also involve having tough conversations with those who do not seem to be motivated. By the end of the workshop participants will be able to: Identify key motivating factors at work and learn and create ideas to better engage staff Learn a conversation tool to use for challenging discussions Explain their role in motivating staff and understand a range of techniques and approaches to use in the workplace Review learning and have an action plan to take back and implement at work 1 Welcome, housekeeping, objectives Breaking the ice Setting personal objectives 2 Group work: identifying personal motivators and where they come from 3 Defining motivation The characteristics of a motivated team Input and group discussion 4 Factors impacting on motivation at work Using pre-work to identify challenges, hotspots and obstacles Feedback in plenary Exploring the benefits of motivation that address current challenges and agreeing outcomes for change 5 Commitment vs. compliance - organisational engagement and the manager's approach to buy in 6 Team challenge task using a theory about motivation Trainer input and review in plenary 7 Group task - complete a plan for individuals identified in pre-workshop task 8 Skill / will - a motivation tool: trainer input, followed by tasks that are assessed and discussed in peer groups 1-2-1 feedback task on approaches and plans to be taken back and used at work Feedback and plenary review 9 DEAL - a conversation tool: how to construct a conversation plan about motivation with an individual Peer professional 1-2-1s to practice the discussion planned and gain feedback 10 Review, evaluation and action planning

This practical, enjoyable day will give you the tools to go and do your job effectively and the opportunity to practise using them in a safe and supportive environment before putting them into practice for real back in the workplace. To inspire, you need to be inspired!Having the right set of skills, tools and techniques helps us to manage in a productive and beneficial way. Above all, the workshop will inspire you with the determination to engage with the people you manage to produce greater levels of achievement. This workshop will enable you to: Understand what the role of the manager is Engage and inspire a team to perform Recognise the range of styles appropriate for different situations and how your communication style impacts Provide clear direction on your team's purpose, role and responsibilities Understand how to create a motivating environment for those who report to you Hold them accountable for delivery Hold performance conversations Review and evaluate your learning and have a plan to take back and implement at work 1 Bringing the role to life Starting the day with sharing your current ideals and approaches using the pre workshop task Understanding what you bring to your role and your objectives for the day 2 The role and responsibilities of a manager: an overview Responsibility and accountability Producing results Managing teams Developing individuals 3 Communication excellence The model of a team communicator What type of communicator are you and what about your team? Practical interactive group exercise 4 Your role as a team leader - shaping how we work using the organisation's values Your role Your team's role Enabling your team to deliver in a changing mindset 5 Engaging and motivating your team Exercise: using a leadership model to explore how you are enabling your team to engage with current change, what's getting in the way and how you will manage this in your organisational context Peer and group task and discussion 6 Addressing motivation at team and individual level in times of change Exercises:Identifying approaches to motivating people at work based on a work based model of motivation: team taskExploring a behavioural model of motivation: team discussion Review in plenary 7 Holding people accountable The work cycle model of team performance: Agree purposeSet objectivesMonitor performanceProvide feedbackCompliance vs. commitment Professional discussion in small groups Exercise: Practising short conversations using peer coaching support 8 Review of learning and action planning Personal review and action planning Group review of learning Evaluation