ReSPA seminar - Training on The Application of HR Instruments PDF Ispis
Srijeda, 10 Veljača 2010 15:04

Krajnji rok za prijave: 26.02.2010.



Training on

The Application of HR Instruments

Zagreb, 16-19 March 2010




The ReSPA annual conference “Challenges of Human Resource Management” held in Sarajevo last

October confirmed the opinion that Human Resource management was increasingly important for the

region. Participants concluded that HR managers needed to have a sound understanding of the issue

and to develop their capabilities to apply “best practice” processes and techniques in an effective and

practical way.

Overall aim

To underline the importance of effective human resource management in Public Administration and

provide students with an improved understanding of the use of a variety of H R tools and techniques

and an opportunity to share experience and practice.


By the end of the training participants will be able to:

• Describe the stages and terms involved in manpower planning.

• Outline the type of information required as a basis of manpower planning.

• Understand the processes of job analysis and job evaluation in the H R function.

• Describe the typical components of a job description.

• Identify the aims and common principles of recruitment and selection

• Understand the roles of HR managers and others in the recruitment process.

• Identify and demonstrate appropriate skills required in the recruitment and selection process.

• Assess the strengths and weaknesses of the legislative framework for performance appraisal.

• Identify the role and responsibilities that HR managers have in performance appraisal within the

given legal procedures.

• Understand the main principles and expected outcomes of effective performance appraisal.


The programme will be implemented through a variety of training methods presentations, group work,

discussions, skills practice etc.


The programme will be organised in Zagreb (Croatia).

Working language


- 2 -


The programme is particularly appropriate for HR officers who are involved in and responsible for the

topics outlined in the programme.

Number of participants

The maximum number of participants is 21.


16-19 March 2010


Anne Harrison (UK)

Jens Motel (DE)

Harry List, EIPA (NL)

- 3 -



09.00 Introductions – participants and trainers

09.30 Aims and objectives - Expectations

10.00 Overview & discussion of HR functions – strategies, policies

10.30 Coffee break

10.50 Staffing – The process of manpower planning – its place in overall planning and

strategy – what is included in the process – examples

12.30 Lunch

14.00 Manpower planning – using the tools and techniques – practical group exercises

15.30 Coffee break

15.50 Manpower planning – using the tools and techniques – practical group exercises


16.30 End of the day’s programme


09.00 Job Analysis - The link to manpower planning – jobs as the basic units in the

organisation – how job analysis is carried out – group exercise

10.30 Coffee break

10.50 Job Evaluation – uses and applications of job evaluation e.g. pay & grading –

discussion of methods used & exercises

12.30 Lunch

14.00 Job descriptions – purpose of job descriptions – core information required –

sources of information – discussion of standard formats – group exercise

15.30 Coffee break

15.50 Bringing it all together – how the processes of job analysis, evaluation and job

descriptions fit within the whole – practically how to apply the methods and

techniques discussed

16.30 End of the day’s programme

- 4 -


09.00 Aims of recruitment & selection –importance of merit-based recruitment – roles of

HR managers and others in the process – practical elements of the process:

documentation; marking systems etc. group exercises

10.30 Coffee break

10.50 Identifying interpersonal skills required – group exercise

12.00 Preparation for practice interviews

12.30 Lunch

14.00 Interview role-play

15.30 Coffee break

15.50 Interview role-play (continued)

16.30 End of the day’s programme


09.00 In groups assess the performance appraisal system including legal framework

discuss and feedback to plenary group its strengths and weaknesses

10.30 Coffee break

10.50 Plenary discussion of effective performance appraisal – HR contribution to the

process and what could be improved

12.30 Lunch

14.00 Open forum – question and answer session

15.00 Course review and closure
Ažurirano Utorak, 16 Ožujak 2010 15:05

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