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Open Institute for Human Resources

The OIHR is the one stop for HR Professionals looking to get connected with new update. This program could be the best move for your HR career. It gives you the chance to rise above the competition by proving that you are staying in touch with current issues and the constant changes in the industry.

HR Workshop Program

Employee Relations & Performance

The term 'employee relations' refers to a company's efforts to manage relationships between employers and employees. An organization with a good employee relations program provides fair and consistent treatment to all employees so they will be committed to their jobs and loyal to the company. Such programs also aim to prevent and resolve problems arising from situations at work.

Performance:-

Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results.

Recruitment

Recruitment is the process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening in a timely and cost-effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee into the organization.

Rewards & Recognition Programs

A combination of monetary and non-monetary rewards can work wonders and drive employees to perform well continuously. A proper and efficient employee reward and recognition program can establish harmonious relationships between employees and employer.

Talent Management

Talent management is an organization's commitment to recruit, retain, and develop the most talented and superior employees available in the job market. So, talent management is a useful term when it describes an organization's commitment to hire, manage and retain talented employees.

Workforce Planning & Management

The planning process undertaken to ensure an organization has the right People, with the right skills, at the right time. It is simply a methodical process that documents the directions in Which a work area is heading and provides managers with a tool for making human resource decisions now and into The future.

Audits & Legal risks

Human resources are the people in an organization, so a human resources audit is a look at those people and the processes that put them in place to make sure the system is working efficiently. An HR audit also goes beyond looking at the hiring process into areas like employee retention, budgeting, training, employee compensation, management/employee relations and virtually any process or practice within the company that affects its people.

Risk Management

Risk management is the process of minimizing or mitigating the risk. It starts with the identification and evaluation of risk followed by optimal use of resources to monitor and minimize the same.
Risk generally results from uncertainty. In organizations this risk can come from uncertainty in the market place (demand, supply and Stock market), failure of projects, accidents, natural disasters etc. There are different tools to deal with the same depending upon the kind of risk.

Compensation

Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.

Payroll

Payroll refers to the process by which employees receive their salary. Functions involve balancing and reconciling payroll data and depositing and reporting taxes. The payroll department takes care of wage deductions, record keeping and verifying the reliability of pay data.

Health & Safety

Human resources professionals are assuming health & safety responsibilities within organizations. Such responsibilities include the identification of hazardous conditions and practices, exposure control and mitigation strategies, legal compliance, development of a safety culture, and measurement of health, safety and security program effectiveness.

Training & Professional development

Training and development is one of the key HR function. It is the responsibility of the human development department to take a proactive leadership role in responding to training and business needs.

These courses will help you:

  • Expand your knowledge and stay on top of the latest trends
  • Showcase your expertise
  • Be seen as an industry expert
  • Improve your earnings and be promoted
  • Elevate your status as an HR expert
  • Open job prospects

Employee Training and Career Development

  • Analyze the relationship between employee development and organizational development.
  • Describe the role of human resource management in career development.
  • Explain the role of training in an organization’s development.
  • Describe different employee development methods and their benefits

Sustaining Employee Performance

  • Analyze the advantages and disadvantages of various job evaluation approaches.
  • Describe the function of performance management systems.
  • Explain the importance of employee benefit plans.
  • Compare and contrast compensation plans.

Introduction to Human Resource Management

  • Describe the function of human resource management.
  • Explain the changing role of human resource management in response to trends in technology, diversity, globalization, and ethics.
  • Explain the role of human resource management in an organization’s strategic plan.

The Legal and Ethical Framework of HRM

  • Describe equal employment opportunity laws.
  • Evaluate the impact of equal employment opportunity laws on human resource management practices.
  • Describe employee rights legislation.
  • Evaluate the impact of employee rights legislation on human resource management practices.

Recruitment

  • Compare and contrast recruiting strategies.
  • Describe the role of human resource planning in the strategic planning process of an organization.
  • Determine the essential elements of a job position based on job analysis data.