At the end of this course, the participants should be able to:
- Explain the fundamental principles of human resource governance and the importance of applying them to ensure transparency and accountability within the organization.
- Ensure the promotion of transparency and accountability in various HR processes such as recruitment, evaluation, and rewards.
- Apply governance strategies in recruitment and selection processes to ensure fairness, transparency, and compliance with local and international laws.
- Identify and manage potential risks in human resource management and develop effective strategies to mitigate these risks.
- Utilize technology, such as Human Resource Management Systems (HRMS) and artificial intelligence, to enhance governance efficiency within the organization.
- Promote innovation in the development of HR policies to ensure alignment with technological changes and modern trends in work environments.
- Link human resource governance strategies with the strategic goals of the organization to ensure the achievement of organizational excellence.
- Analyze and evaluate governance practices in organizations.
- Apply fair and effective performance evaluation systems that align with organizational governance.
- Design HR governance systems that support organizational strategies and achieve their strategic objectives.
Concept of Human Resource Governance and Its Importance
- Definition of human resource governance.
- The difference between corporate governance and governance in human resource management.
- Goals of human resource governance.
- The role of human resource governance in ensuring transparency and accountability.
Basic Principles of Human Resource Governance
- Responsibility, transparency, and accountability.
- Professional ethics in governance.
- Balancing autonomy and control.
Importance of Human Resource Governance in Achieving the Organization’s Strategic Goals
- Linking governance with the organization’s strategic goals.
- Implementing effective governance to achieve organizational excellence.
Organizational Structure of Human Resources and Its Role in Governance
- Designing an organizational structure for human resources that enhances governance and ensures clear division of responsibilities.
- The role of HR leadership in implementing governance strategies.
Performance Management and Accountability
- Effective performance management strategies and their alignment with Key Performance Indicators (KPIs).
- Accountability through continuous performance evaluation and feedback.
- Standard performance indicators to measure success in implementing governance.
Recruitment and Selection Procedures in Line with Governance
- Developing transparent and fair recruitment policies.
- Applying governance principles in recruitment and selection processes to ensure equality and compliance.
Managing Risks Associated with Human Resources
- Types of risks related to human resources.
- Identifying and assessing risks.
- Strategies to mitigate potential HR risks.
Legal Compliance and Human Resource Governance
- Compliance with local and international laws in all human resource processes.
- Effectively applying laws and international standards in human resources.
- Legal risk management strategies within governance.
Ethical Governance and Risk Assessment
- Organizations’ commitment to ethical standards in recruitment and evaluation processes.
- Anti-corruption, anti-discrimination strategies, and ethical safeguards in human resources.
Innovation and Technology in Human Resource Governance
- Tools and technologies that enhance governance, such as Human Resource Management Systems (HRMS).
- Artificial intelligence in recruitment and evaluation processes.
- Big data systems and analytics to strengthen governance.
Innovating Human Resource Policies
- Flexible policies and alignment with technological shifts.
- Integrating new technologies like remote work into HR policies.
- Aligning training policies with technological changes.
Human Resource Governance in Changing Work Environments
- Governance in hybrid work environments (remote and in-person work).
- Challenges in HR management in changing work environments.
- Adhering to governance in multicultural work environments.
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