LECTURE NOTE ON
HUMAN RESOURCES FOR HEALTH (CHE255)
OBJECTIVES:At the end of the unit, the learners should be able to:•Decribe the concept
of human resources training
•Decribe how to plan training activities targeted at Human Resources
*Discuss the concept of burget
*Demonstrate how to make presentations in a seminar.
CONCEPT OF HUMAN RESOURCES TRAINING
Human Resources (HR) training refers to the process of educating and developing
employees within an organization to enhance their skills, knowledge, and competencies
related to HR functions. This training can cover various aspects, such as:
Recruitment and Selection – Learning how to attract, assess, and hire the right talent.
Employee Relations – Understanding workplace policies, conflict resolution, and
communication strategies.
Compliance and Legal Issues – Ensuring adherence to labor laws, workplace ethics, and
company policies.
Performance Management – Training on setting goals, conducting evaluations, and
employee development.
Compensation and Benefits – Learning about payroll, benefits administration, and
incentives.
,Workplace Diversity and Inclusion – Promoting an inclusive work environment and cultural
competence.
Leadership and Development – Preparing HR professionals for managerial roles and
strategic planning.
HR training is essential for both HR professionals and managers to foster a productive,
compliant, and engaged workforce.
TYPES OF TRAINING FOR HUMAN RESOURCES
Here are the main types of training for Human Resources (HR) professionals:
Pre-Service Training – Training provided before an employee starts their job, often for new
HR professionals or graduates. It includes foundational knowledge about HR policies, labor
laws, and organizational practices.
On-the-Job Training (OJT) – Practical training that occurs while an employee is performing
their job. It includes mentoring, shadowing, and real-time problem-solving.
In-Service Training – Continuous training provided to employees who are already in service
to enhance their skills and keep them updated on HR trends and policies.
Off-the-Job Training – Training conducted away from the workplace, such as workshops,
conferences, and seminars, to help HR personnel gain new insights and industry best
practices.
Induction/Orientation Training – Training given to new employees to familiarize them with
the company’s culture, policies, procedures, and expectations.
, Compliance Training – Focuses on legal and ethical requirements, including labor laws,
workplace safety, diversity, and anti-harassment policies.
Leadership and Management Training – Designed for HR professionals moving into
leadership roles, covering strategic management, decision-making, and team leadership.
Soft Skills Training – Includes communication, conflict resolution, negotiation, and
emotional intelligence, which are crucial for HR professionals.
Technology Training – Training on HR software, data analytics, payroll systems, and digital
tools used in human resource management.
Diversity, Equity, and Inclusion (DEI) Training – Helps HR professionals promote and
manage diverse and inclusive workplaces.
Crisis Management Training – Prepares HR staff for handling emergencies, employee
conflicts, and organizational crises.
Succession Planning Training – Focuses on identifying and developing future leaders within
an organization.
Each type of training serves a specific purpose and helps HR professionals improve their
effectiveness in managing people and organizational goals.
IMPORTANCE OF HUMAN RESOURCES TRAINING
Human resource (HR) training is crucial for both HR professionals and employees within an
organization. It helps improve efficiency, compliance, and overall workplace culture. Here
are some key reasons why HR training is important:
1. Compliance with Laws and Regulations
HUMAN RESOURCES FOR HEALTH (CHE255)
OBJECTIVES:At the end of the unit, the learners should be able to:•Decribe the concept
of human resources training
•Decribe how to plan training activities targeted at Human Resources
*Discuss the concept of burget
*Demonstrate how to make presentations in a seminar.
CONCEPT OF HUMAN RESOURCES TRAINING
Human Resources (HR) training refers to the process of educating and developing
employees within an organization to enhance their skills, knowledge, and competencies
related to HR functions. This training can cover various aspects, such as:
Recruitment and Selection – Learning how to attract, assess, and hire the right talent.
Employee Relations – Understanding workplace policies, conflict resolution, and
communication strategies.
Compliance and Legal Issues – Ensuring adherence to labor laws, workplace ethics, and
company policies.
Performance Management – Training on setting goals, conducting evaluations, and
employee development.
Compensation and Benefits – Learning about payroll, benefits administration, and
incentives.
,Workplace Diversity and Inclusion – Promoting an inclusive work environment and cultural
competence.
Leadership and Development – Preparing HR professionals for managerial roles and
strategic planning.
HR training is essential for both HR professionals and managers to foster a productive,
compliant, and engaged workforce.
TYPES OF TRAINING FOR HUMAN RESOURCES
Here are the main types of training for Human Resources (HR) professionals:
Pre-Service Training – Training provided before an employee starts their job, often for new
HR professionals or graduates. It includes foundational knowledge about HR policies, labor
laws, and organizational practices.
On-the-Job Training (OJT) – Practical training that occurs while an employee is performing
their job. It includes mentoring, shadowing, and real-time problem-solving.
In-Service Training – Continuous training provided to employees who are already in service
to enhance their skills and keep them updated on HR trends and policies.
Off-the-Job Training – Training conducted away from the workplace, such as workshops,
conferences, and seminars, to help HR personnel gain new insights and industry best
practices.
Induction/Orientation Training – Training given to new employees to familiarize them with
the company’s culture, policies, procedures, and expectations.
, Compliance Training – Focuses on legal and ethical requirements, including labor laws,
workplace safety, diversity, and anti-harassment policies.
Leadership and Management Training – Designed for HR professionals moving into
leadership roles, covering strategic management, decision-making, and team leadership.
Soft Skills Training – Includes communication, conflict resolution, negotiation, and
emotional intelligence, which are crucial for HR professionals.
Technology Training – Training on HR software, data analytics, payroll systems, and digital
tools used in human resource management.
Diversity, Equity, and Inclusion (DEI) Training – Helps HR professionals promote and
manage diverse and inclusive workplaces.
Crisis Management Training – Prepares HR staff for handling emergencies, employee
conflicts, and organizational crises.
Succession Planning Training – Focuses on identifying and developing future leaders within
an organization.
Each type of training serves a specific purpose and helps HR professionals improve their
effectiveness in managing people and organizational goals.
IMPORTANCE OF HUMAN RESOURCES TRAINING
Human resource (HR) training is crucial for both HR professionals and employees within an
organization. It helps improve efficiency, compliance, and overall workplace culture. Here
are some key reasons why HR training is important:
1. Compliance with Laws and Regulations
