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HR Training


Gradually businesses are realizing that technology, as applied to business processes, is not enough: PEOPLE add the value and make the difference. Highly trained, motivated PEOPLE who are focused on providing excellent service to their customers are an essential ingredient in today’s business environment. This school of thought has aroused the interest in professionals to learn more about Humans and how to convert them into valuable resources.

Human Resource Management (HRM) is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations.

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

Human Resource Development (HRD) is the frameworks for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, succession planning, key employee identification, tuition assistance, and organization development.

More and more business graduates are now interested to develop their career in HR, but their academic knowledge mostly gained from books based on US or UK publications is not enough to help them in achieving success in the local context. At the same time partitioning HR professionals without the required background also need to learn how to link theories with suitable HR practices to develop policies, procedures and systems for making their organizations most effective in HRM.

So, in order to develop current and future HR professionals in Bangladesh, Bdjobs is offering a Certification Course on HRM and HRD to enhance the knowledge based in this field.


The training will be designed and managed by Ms. Parveen S. Huda and she will invite Guest Resource Persons who are subject matter specialists to take some of the sessions. - Question and answer session, interactive lecture, PowerPoint Presentation.

Contents of Training:

Day 1: HR Planning Cycle
The Whole HRM and HRD Cycles
Human Resource Planning
Forecasting for Future HR Demand & Supply
Establishing HR Needs & Planning
Implementing the strategic HR plan
Employment Arrangements and Regulations
Employee Separation and Exit Policies
Day 2: Job Analysis
Defining Job Analysis
Job Analysis Methods
Methods of Collecting Job Analysis Information
Characteristics of Good Job Analysis
Job Description, Job Specification and Job Evaluation
Job Description as a Strategic HR Tool
Day 3: Recruitment, Selection and Socialization

Recruitment Process
Sources of Recruitment: Internal vs. External
Internal vs. External Recruitment
Job Circular & Selection Criteria
Selection Methods: Interviewing and Testing
Employee Socialization
Importance of Induction and Placement

Day 4: Performance Appraisal Systems

Performance Management: Theory to Practice
Traditional Methods and Modern Methods of Appraisal
Steps in Performance Appraisal
Pre-requisites of an Effective and Successful Appraisal
Performance Coaching and Counseling
Feedback Model

Day 5: Compensation and Benefits

Compensation Program
Dimensions of a Compensation System
Types of Compensation
Non Cash Benefits
Key Steps in Developing Compensation Strategy
Payroll System
Incentives for Motivating Employees

Day 6: Bangladesh Labor Law (Part-1)

Bangladesh Labor Act 2006: Special Features
Women and Children related Issue
Day 7: Bangladesh Labor Law (Part-2)

Health and Safety
Termination of Employment and Dismissal

Day 8: Employee Rights and Relations

Industrial Relations
Importance of Workplace Employee Relations
Managing Conflict
Employee Discipline
Employee’s Health and Safety
Grievance Handling
Employee Separation

Day 9: Training and Development
Modern Approaches of Training and Development
Difference between Training and Development
Types of Training
Training Need Assessment
Setting Training Objectives
Designing Training Program
Evaluation of Training
Methods of Training

Day 10: Career Development and Succession Planning

Career Planning
Process of Career Planning and Development
Company’s Role in Career Management
Value of Career Motivation
Succession Planning
Why Succession Planning is Important

Day 11: Human Resource Information System

Designing a HR Information Systems
HRIS life cycle/HR responsibility in each phase of HRIS development
Pre implementation stage of HRIS.
HRIS Planning
Productivity through HRIS
HRIS Cost-benefit value analysis
Getting management support for HRIS
Limitation of computerization of HRIS
Emerging trends in HRIS, Networking, Internet, intranet, technology implications, etc.

Day 12: The changing Role of HR Managers

Modern HR Concepts
Talent Identification and Management
Organizational Structures
Organizational Development
Translating Business Strategy into Action
Why make HR as Organizational Strategic Partner
Requirement of HR to become a Strategic Partner

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HR Professionals.
Anyone wishes to develop career in HR field.