Course in Developing Human Resource Management Systems and Employee Motivation Programs

In today’s rapidly evolving work environment, human resource management has transformed from a traditional administrative function to a strategic partner in achieving organizational success. A key element of this transformation lies in the development of comprehensive HR systems and effective motivation programs. These systems help attract, retain, and enhance the performance of employees, contributing directly to institutional growth and stability.
This training program Developing Human Resource Management Systems and Employee Motivation Programs , presented by Geneve Institute of Business Management, aims to equip participants with advanced strategies for building dynamic HR systems and designing motivation structures that foster productivity, loyalty, and continuous improvement in the workplace.

Target Group

• HR managers and specialists in talent development.

• Administrative professionals in public and private institutions.

• Personnel involved in designing compensation and motivation programs.

• Department heads responsible for performance management.

• Professionals seeking to enhance organizational structures and workplace culture.

• Consultants in organizational development and administrative efficiency.

Objectives

• Provide participants with practical tools to build advanced HR systems.

• Enable participants to design and implement integrated motivation plans.

• Enhance skills in attracting and retaining top talent.

• Improve participants’ ability to evaluate job performance and identify gaps.

• Foster understanding of the link between motivation and organizational success.

• Offer strategies to create agile HR systems that adapt to changing environments.

Course Outline 

• Modern Concepts in Human Resource Management

  • The evolution of HR roles in dynamic workplaces.

  • Transitioning from administrative to strategic HR roles.

  • Contemporary challenges in human capital management.

  • The role of HR in driving institutional competitiveness.

• Building Integrated HR Management Systems

  • Core components of institutional HR frameworks.

  • Aligning HR systems with strategic goals.

  • Developing internal policies and procedures.

  • Key performance indicators for HR operations.

• Job Analysis and Career Path Planning

  • Methods for accurate job analysis and description.

  • Designing career paths that support long-term development.

  • Mapping career progression across departments.

  • Integrating job analysis into HR planning.

• Competency-Based Recruitment and Selection

  • Tools for assessing competencies during hiring.

  • Modern criteria for employee selection.

  • Building effective interview evaluation frameworks.

  • Ensuring candidate compatibility with company culture.

• Performance Appraisal and Organizational Impact

  • Models and systems for performance assessment.

  • Linking appraisal results to professional development.

  • Using evaluations to support promotions and rewards.

  • Minimizing bias in performance reviews.

• Designing Motivation and Incentive Programs

  • Types of incentives: financial and non-financial.

  • Connecting rewards to performance targets.

  • Ensuring fairness and transparency in rewards.

  • Evaluating the psychological impact of motivation programs.

• Training and Employee Development Planning

  • Identifying precise training needs.

  • Aligning training programs with company strategy.

  • Measuring training effectiveness and outcomes.

  • Utilizing digital tools for professional development.

• Career Path Management and Talent Retention

  • Planning personalized career development paths.

  • Creating opportunities for internal advancement.

  • Implementing mentorship and coaching initiatives.

  • Reducing employee turnover through engagement.

• Work Culture and Institutional Motivation

  • Fostering a motivating and inclusive workplace culture.

  • Creating a supportive and productive environment.

  • Strengthening employee engagement and ownership.

  • Promoting creativity and innovation within teams.

• HR Policy Review and Development

  • Updating outdated HR policies and practices.

  • Adapting HR regulations to legal and digital shifts.

  • Drafting comprehensive policy and procedures manuals.

  • Involving staff in shaping and revising HR policies.