Optimizing Organizational Objectives in line with Human Resources Strategies

Consulting and Advisory
Optimizing Organizational Objectives in line with
Human Resources Strategies (A 5 Pack Series of
Courses)
Much of what the Human Resource Managers and Supervisors do is
solve problems and make decisions. New managers and supervisors, in
particular, often solve problems and decisions by reacting to them. They
are "under the gun", stressed and very short for time. Consequently,
when they encounter a new problem or decision they must make, they
react with a decision that seemed to work before.
Augustus Hall Limited (RC. 912580)
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www.augustushall.com

www.augustushall.com | Augustus Hall Limited (RC. 912580) 2
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Table of Contents
Optimizing Organizational Objectives in line with Human Resources Strategies (A 5 Pack Series of Courses) .. 1
Leadership and Supervision (1 Day Course – October 14th, 2015)........................................................................................... 6
Business Strategy and Corporate Culture: The Role of the HR (1 Day Course – October 21st, 2015) ....................... 6
Creating Business Value through HR Function (1 Day Course – October 28th, 2015)...................................................... 6
Creating the Right Environment for Promoting Employee Engagement (1 Day Course – November 4th, 2015). 6
Strategic Human Resources Management (1 Day Course – November 6th, 2015)............................................................. 6
What You'll Learn .............................................................................................................................................................................. 7
Who Will Benefit ................................................................................................................................................................................ 7

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Optimizing Organizational Objectives in line with Human Resources
Strategies - (A 5 Pack Series of Courses)
Much of what the Human Resource Managers and Supervisors do is solve problems and
make decisions. New managers and supervisors, in particular, often solve problems and
decisions by reacting to them. They are "under the gun", stressed and very short for time.
Consequently, when they encounter a new problem or
decision they must make, they react with a decision that
seemed to work before.
It's easy with this approach to get stuck in a circle of solving the
same problem over and over again. Therefore, as a new manager or
supervisor, get used to an organized approach to problem solving
and decision making. Not all problems can be solved and decisions
made by the following, rather rational approach. However, the
following basic guidelines will get you started. Don't be intimidated
by the length of the list of guidelines. After you've practiced them a
few times, they'll become second nature to you -- enough that you
can deepen and enrich them to suit your own organization’s needs
and nature.
What Do Supervisors Do?
Supervision of a group of employees often includes:
1. Conducting basic management skills (decision making, problem
solving, planning, delegation and meeting management)
2. Organizing their department and teams
3. Noticing the need for and designing new job roles in the group
4. Hiring new employees
5. Training new employees
6. Employee performance management (setting goals, observing
and giving feedback, addressing performance issues, firing
employees, etc.)
7. Conforming to personnel policies and other internal regulations
Human Resource Management in Defining the
Organizational Problem
This is often where people struggle. They react to what they think the problem is. Instead, seek to
understand more about why you think there's a problem.
Ask yourself and others, the following questions:
Haven said that, there are several
interpretations of the term "supervision", but
typically supervision is the activity carried out
by supervisors to oversee the productivity and
progress of employees who report directly to
the supervisors. For example, first-level
supervisors supervise entry-level employees.
Depending on the size of the organization,
middle-managers supervise first-level
supervisors; chief executives supervise
middle-managers, etc. Supervision is a
management activity and supervisors have a
management role in the organization.
Course Theme: Optimizing Organizational
Objectives in line with Human Resources
Strategies – (A 5 Pack Series of Courses)
Course Date: See Respective Course Date
Course Time: 9am - 4pm
Course Fee: =N=50,000.00k per course /per
head
Course Venue: Augustus Hall Limited, Lagos
State, NIGERIA 234.
100% SATISFACTION GUARANTEED!
As always, your satisfaction is our #1 priority.
If for any reason you're dissatisfied, we'll
arrange for you to attend another seminar,
choose a different product, or receive a full
refund — hassle free!
A Roman general once said that in times of
peace, prepare for war, and I think that this
message is highly relevant today. The key is to
take control; get ready and build your
reputation by design rather than allowing it to
grow ramblingly by default.

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a. What can you see that causes you to think there's a problem?
b. Where is it happening?
c. How is it happening?
d. When is it happening?
e. With whom is it happening? (HINT: Don't jump to "Who is causing the problem?" When we're
stressed, blaming is often one of our first reactions. To be an effective manager, you need to address
issues more than people.)
f. Why is it happening?
g. Write down a five-sentence description of the problem in terms of:
"The following should be happening, but isn't ..." or
"The following is happening and should be: ..."
As much as possible, be specific in your description, including what is happening, where, how, with
whom and why. (It may be helpful at this point to use a variety of research methods.
Defining Complex Problems
If the problem still seems overwhelming, break it down by repeating steps a-f until you have
descriptions of several related problems.
Verifying Your Understanding of the Problems
It helps a great deal to verify your problem analysis for conferring with a peer or someone else.
Prioritize the Problems
If you discover that you are looking at several related problems, then prioritize which ones you
should address first.
Note the difference between "important" and "urgent" problems. Often, what we consider to be
important problems to consider are really just urgent problems. Important problems deserve more
attention. For example, if you're continually answering "urgent" phone calls, then you've probably
got a more "important" problem and that's to design a system that screens and prioritizes your
phone calls.
Understand Your Role in the Problem
Your role in the problem can greatly influence how you perceive the role of others. For example, if
you're very stressed out, it'll probably look like others are, too, or, you may resort too quickly to
blaming and reprimanding others. Or, you are feeling very guilty about your role in the problem;
you may ignore the accountabilities of others.

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Leadership and Supervision (1 Day Course – October 14th, 2015) – Course
Fee N50, 000 per head (Exclusive of VAT)
This guide is basic, yet comprehensive, in nature to be useful to managers and supervisors. Note
that many organizations struggle, not from lack of advanced information -- rather, they never really
master the basics. This guide will help you master the basics.
Business Strategy and Corporate Culture: The Role of the HR (1 Day
Course – October 21st, 2015) – Course Fee N50, 000 per head (Exclusive of VAT)
Strategy is the process of deciding how to best position the organisation in its competitive
environment in order to achieve and sustain competitive advantage
Creating Business Value through HR Function (1 Day Course – October
28th, 2015) – Course Fee N50, 000 per head (Exclusive of VAT)
HR Value vs. Business Goal: Contemporary HR Value had been self-centred and somewhat
disconnected from business goal orientated perspective. That’s why such output is not identified as
‘value adding result’ in corporate strategic outlay.
HR Thrust: Effective Business Alignment of HR Function implies every component of HR system,
structure, policy, procedures, initiatives, objectives and strategy must be focused on provisioning of
excellent enablement for achievement of organisational goals. This should be the HR Thrust.
Creating the Right Environment for Promoting Employee Engagement (1
Day Course – November 4th, 2015) – Course Fee N50, 000 per head (Exclusive of VAT)
In a world that is changing both in terms of the global nature of work and the diversity of the
workforce, engaged employees may be a key to competitive advantage. Companies that understand
the conditions that enhance employee engagement will have accomplished something that
competitors will find very difficult to imitate.
Strategic Human Resources Management (1 Day Course – November 6th,
2015) – Course Fee N50, 000 per head (Exclusive of VAT)
Strategic Role of HR: HR operates within a business environment that impinges on the organisation,
acceptability of output, performance, and expectation of stakeholders, that’s why a static response
to business is inadmissible.
Best Fit Vs. Best Practice: In alignment of HR business processes for optimal performance, best fit
surpasses best practice and emerge as the right choice, due to characteristic variation of the
business environments of organisations.
There’s need for proper identification of business implications in every environmental upturn, so as
to provide the right human resource input required for driving corporate strategy and attainment
of stated objectives. We will also look at the Internal Factors Impacting on HR such as;

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• Vision
• Objectives
• Mission
• Policies
• Strategies
• Culture
• Systems
• Structure
• Work Standards
What You'll Learn
 Identifying the essential elements of effective HR management — and use them to evaluate
the policies in place at your organization
 Ranking issues to help you prioritize and determine an effective and appropriate solution
strategy
 Gathering all information necessary to enhance effective HR strategy in line with the core
goals of the organization
 Motivating employees to buy-in, into organizational goal
 Addressing major pitfalls in HR
 Employing the best fit into your organization instead of best practice
 Matching your HR Department with the relevance it deserves; hence remaining relevant in
the scheme of things
 And more!
Who Will Benefit
Professionals in human relations, human resources, relationship management, business
development, administration, and operations, as well as managers, supervisors, vice presidents, and
small business owners will gain invaluable information concerning these “Optimizing
Organizational Objectives in line with Human Resources Strategies – (A 5 Pack Series of
Courses) for your organization.
For reservations, bookings and enquiries kindly contact us via: enquiries@augustushall.com or
Telephone: +234 (0)1-2170730, +234 (0)8029772849, +234 (0)7025347079
Sign up today, and get great training you can use to swiftly and safely drive and attract good
prospects and businesses. In just a 1-Day class, gain the insights you need to get a handle on
managing your HR Department — and start leveraging on your brand value today!

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