KEY ISSUES IN HUMAN RESOURCES DEVELOPMENT AND PLANNING

6^th-7^th April, 2026                                                                                                                11^th-12^th June, 2026

11^th-12^th August, 2026                                                                                                         30^thNovember -1^st December, 2026

Introduction:

 Human resource development (HRD) is defined as the cultivation of an organization’s employees. It entails providing workers with skills and relevant knowledge that may help them to grow in the workplace. That makes human resource development an integral part of human resource management. Human resource development helps organizations improve employee performance and ability. 

The main functions include employee training, performance management and sourcing and acquiring the best talent. Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization’s employees. HRM is often referred to simply as human resources (HR).

Human Resources manages 5 main duties: talent management, compensation and employee benefits, training and development, compliance, and workplace safety . HR therefore, is no doubt the greatest assets of any organization. Invariably, every manager manages people and therefore requires the basic HR skills. The job placement, recruitment, job specification, control and evaluation etc are major function of HR officers.

Objectives:
The course will enable participants acquire the required skills to effectively manage people through an appreciation of the use of specialized HR techniques to ensuring professionalism within function.

• Strategic Human Resource Planning (HRP): This module covers the process of analyzing an organization’s current and future human capital needs to ensure the right people are in the right place at the right time.
  • Key Issues:
    Accurate forecasting of demand and supply, aligning HR strategy with overall business objectives, managing workforce fluctuations (surplus/shortage), and dealing with data inaccuracies.
• Job Analysis and Design: This involves systematically identifying the duties, responsibilities, and the necessary skills for specific jobs.
  • Key Issues:
    Translating job demands into accurate job descriptions, adapting job roles to technological changes, and ensuring the analysis supports effective recruitment and performance management.
• Talent Acquisition: Recruitment and Selection: This module focuses on attracting and selecting qualified candidates.
  • Key Issues:
    Intense competition for skilled talent, choosing appropriate and legally compliant selection techniques (e.g.,interviews, tests), and effective onboarding of new employees.
• Training and Development (HRD): This covers the systematic process of enhancing employee skills, knowledge, and
  capabilities for current and future roles.
  • Key Issues:
    Identifying actual training needs versus performance problems, accommodating diverse learning styles, measuring the effectiveness and return on investment of training programs, and managing development in a hybrid work model.
• Performance Management and Appraisal: This involves defining, measuring, and fostering employee performance.
  • Key Issues:
    Developing objective appraisal methods (e.g., 360-degree feedback), providing effective feedback and coaching, linking performance to rewards, and managing poor performance.
• Compensation and Benefits Management: This module addresses designing fair and competitive reward systems to attract and retain employees.
  • Key Issues:
    Ensuring pay equity and legal compliance, managing compensation costs, designing flexible benefits packages, and the impact of the gender wage gap.
• Legal and Ethical Frameworks in HRM: This focuses on the legal compliance and ethical standards governing employment practices.
  • Key Issues:
    Navigating complex labor laws and anti-discrimination legislation, managing workplace safety (OSHA compliance), and fostering ethical decision-making to avoid legal liabilities.
• Contemporary and Future Trends: This section examines emerging challenges and the evolving role of HR.
  • Key Issues:
    Managing a diverse and global workforce, leveraging HR analytics and information systems (HRIS) for data-driven decisions, leadership development and succession planning, and promoting employee wellness and
    engagement. 

Duration: Two (2) days                                                                                                           Fee: N180,000

For Whom:   HR  Managers, Line Managers / Supervisor