Course on Advanced Strategies for Managing and Developing Personnel Affairs Systems

In today’s fast-paced work environments, Personnel Affairs Management has evolved into a critical and complex function within modern institutions. No longer confined to routine tasks like payroll processing or leave tracking, the function has become a strategic pillar for achieving organizational objectives, enhancing human capital efficiency, and maintaining harmony between institutional regulations and employee well-being.

The Advanced Strategies for Managing and Developing Personnel Affairs Systems program, offered by Geneve Institute of Business Management, has been carefully designed to address these transformations. It presents a structured and in-depth approach to modernizing and optimizing HR administrative frameworks through systems, tools, and policies that align with best practices and technological advancement. The program focuses on empowering HR and personnel departments to become strategic contributors to organizational growth through innovation, automation, and performance-oriented practices.

Target Group

• HR and personnel officers seeking to upgrade their administrative competencies to align with the modern workplace.

• Human resources managers aiming to develop comprehensive strategies for managing employee affairs more effectively.

• Professionals in corporate planning departments responsible for structuring or auditing personnel policies and systems.

• Administrative and recruitment staff looking to deepen their understanding of advanced employee affairs systems.

• Department heads and supervisors involved in managing daily employee-related operations and administrative performance.

• Anyone interested in fostering a productive, fair, and technology-enabled work environment.

Objectives

• To introduce participants to advanced personnel management concepts and their strategic role in organizational performance.

• To enable the design and implementation of structured systems for managing employee records and personal data.

• To strengthen capabilities in drafting internal policies and procedures governing labor relations and compliance.

• To provide tools for evaluating employee performance and managing rewards aligned with institutional goals.

• To enhance participant proficiency in applying HR technologies that improve department operations.

• To build practical competence in resolving workplace issues professionally and within legal frameworks.

Course Outline

• Introduction to Modern Personnel Affairs Systems

  • Evolution of personnel functions in contemporary institutions

  • Differences between HR management and personnel administration

  • Organizational placement of personnel departments

  • Strategic and operational roles of employee affairs management

• Designing HR Policies and Administrative Procedures

  • Key principles for creating internal employee-related policies

  • Structure of procedural manuals and administrative workflows

  • Importance of timely policy updates based on organizational changes

  • Linking institutional policies with workplace culture and dynamics

• Employee Data and Record Management

  • Structuring both digital and physical employee files

  • Managing contracts, payroll data, and evaluations securely

  • Ensuring privacy and confidentiality of employee information

  • Utilizing HR systems for smart record keeping and retrieval

• Recruitment, Onboarding, and Employment Procedures

  • Role of personnel affairs in executing hiring decisions

  • Documenting and formalizing employment agreements

  • Orientation steps for integrating new employees

  • Coordination with departments for smooth onboarding

• Attendance, Timekeeping, and Leave Management

  • Creating smart schedules using HR systems

  • Developing leave and absence tracking frameworks

  • Connecting attendance metrics to discipline and performance

  • Generating analytical reports for HR decision-makers

• Payroll, Allowances, and Financial Entitlements

  • Core components of salary and payroll systems

  • Calculating entitlements, deductions, and adjustments

  • Administering various types of bonuses and allowances

  • Ensuring compliance with legal and tax regulations

• Performance Evaluation and Incentive Alignment

  • Establishing regular performance appraisal methods

  • Developing KPI systems linked to strategic objectives

  • Implementing continuous feedback and development loops

  • Creating rewards models that reflect employee value

• Workplace Discipline and Conflict Resolution

  • Addressing routine workplace issues per HR policies

  • Handling grievances and conducting internal investigations

  • Drafting legal reports related to violations or misconduct

  • Promoting fairness and transparency in workplace discipline

• Automation and Digitalization of HR Operations

  • Integrating administrative software for task automation

  • HR systems integration with finance and compliance tools

  • Benefits of using cloud-based HRIS platforms

  • Monitoring performance via data and AI dashboards

• Strategic Development of Personnel Systems

  • Identifying performance gaps and enhancement opportunities

  • Leading change initiatives in administrative processes

  • Enhancing job satisfaction through modern personnel policies

  • Linking personnel strategy to organizational excellence