Human Resources & Training training courses
Attract, develop and retain people with modern HR, talent and learning practice.
Delivered in-house at your premises, as public sessions in Johannesburg, Cape Town, Durban, Pretoria, Dubai and London, or live online. Courses run 2 Days, 3 Days, 5 Days, from R10,000 per delegate.
Strategic Human Resource Management
This programme moves HR from an administrative function to a strategic partner in the business. Participants learn to align people practices with organisational goals and demonstrate the value HR contributes to performance.
Recruitment, Selection and Onboarding
Poor hiring decisions are costly and slow to correct. This course covers the full hiring cycle, from writing accurate job specifications to structured interviewing and onboarding that helps new staff succeed quickly.
Learning and Development Strategy
Training only pays off when it targets real business needs and is delivered well. This programme shows L and D professionals how to assess needs, design effective learning, and prove the value of development activity.
Compensation and Benefits Management
Pay and benefits strongly affect who joins, stays, and performs. This course covers how to design reward structures that are fair, competitive, and affordable while remaining aligned with organisational goals.
Employee Relations and Labour Law
Sound employee relations and legal compliance protect both staff and the organisation. This course covers the employment relationship, common workplace disputes, and the legal framework managers must work within.
Training Needs Analysis and Evaluation
Effective training starts with knowing exactly what people need to learn and ends with proof that they did. This course teaches practical methods to identify gaps and measure whether training delivered results.
Train the Trainer
Delivering training that changes behaviour is a distinct skill. This practical programme develops the design, facilitation, and presentation abilities needed to plan and run engaging, effective training sessions.
Talent Management and Succession Planning
Organisations that manage talent deliberately are rarely caught out by departures or growth. This course covers how to identify, develop, and retain key people, and how to build a reliable pipeline for critical roles.
HR Metrics and Workforce Analytics
HR decisions carry more weight when backed by data. This course shows practitioners how to collect meaningful workforce metrics, spot patterns, and present insight that influences management decisions.
Managing Workplace Diversity and Inclusion
Diverse and inclusive workplaces perform better and attract wider talent, but inclusion takes deliberate effort. This course helps HR and managers build fair practices and a culture where everyone can contribute.
Employee Engagement and Retention
Engaged employees work harder, stay longer, and speak well of their employer. This course explores what genuinely drives engagement and gives practitioners practical ways to measure and improve it.
Competency Based Human Resource Management
A competency framework brings consistency to hiring, development, and performance across an organisation. This course shows how to build and apply competency models that connect people practices to business needs.
Digital Transformation of HR
HR technology can free practitioners from administration and improve the experience of staff. This course examines how to select, introduce, and get value from digital HR tools while managing the human side of change.
Occupational Health, Safety and Wellbeing
Protecting the health and wellbeing of staff is both a legal duty and a driver of performance. This course covers the essentials of workplace safety alongside practical approaches to supporting employee wellbeing.
Effective Grievance and Disciplinary Handling
Grievances and disciplinary cases handled badly expose the organisation to real risk. This course gives practitioners a clear, fair process for managing these sensitive situations while treating everyone with respect.
Payroll Management and Administration
Accurate, timely pay is fundamental to employee trust and legal compliance. This course covers the mechanics of running payroll, from calculations and deductions to statutory reporting and record keeping.
Organisational Development and Design
How an organisation is structured and how it develops its people shape what it can achieve. This programme covers the theory and practice of designing structures and interventions that improve organisational effectiveness.
HR Business Partnering
The business partner role requires influence, commercial awareness, and the confidence to challenge managers constructively. This course develops the consulting skills HR professionals need to add real value to the business.
Building a Coaching Culture in Organisations
When coaching becomes the default management style, capability grows across the whole organisation. This course helps HR and L and D professionals introduce and embed coaching as a shared way of working.
Managing Remote and Distributed Workforces
Remote and hybrid working reshapes how HR supports the workforce. This course covers the policies, tools, and practices needed to keep dispersed staff productive, connected, and fairly treated.
Job Analysis and Job Evaluation
Pay disputes and structural confusion usually trace back to jobs that were never properly defined or sized. This course covers how to analyse what a job actually involves, write defensible job descriptions and evaluate roles consistently against a grading structure.
Workforce Planning and Forecasting
Organisations discover skills gaps at the point they cannot fill them. This course covers how to project workforce supply and demand, model attrition and build plans that connect people capacity to business plans.
Managing Underperformance and Absence
Underperformance and persistent absence are the two problems managers most often leave unaddressed. This course covers the procedures, evidence and conversations needed to deal with both fairly and without creating legal exposure.
Designing Learning Programmes
Training that fails usually fails at design rather than delivery. This course covers how to turn a performance problem into learning objectives, structure content for retention and build assessment that proves capability rather than attendance.
Human Resources for Non HR Managers
Line managers make most of the decisions that create human resources risk. This course gives them the working knowledge to handle recruitment, performance, discipline and pay conversations correctly without needing an escalation every time.
Industrial Relations and Union Engagement
Where a workplace is unionised, the quality of the relationship shapes everything from shift changes to restructuring. This course covers recognition, consultation, bargaining and handling disputes without losing operational control.
Employee Wellbeing and Mental Health at Work
Mental health problems now account for a large share of lost working time, and managers are usually the first to notice. This course covers recognising distress, holding supportive conversations and building conditions that do not cause harm.
Onboarding and New Employee Integration
New employees decide early whether they made the right choice, and many leave within the first year. This course covers designing an onboarding experience that gets people productive quickly and makes them want to stay.
Skills Development Planning and Reporting
Statutory skills development obligations carry levies, grants and reporting deadlines. This course covers building a workplace skills plan, running committees properly and submitting reports that qualify for grant recovery.
Assessor and Moderator Skills
Formal assessment must be consistent, evidenced and defensible if the qualification is to mean anything. This course covers planning assessment, judging evidence against criteria and moderating the work of other assessors.
Job Evaluation Appeals and Pay Disputes
Pay disputes escalate when staff cannot see how a decision was reached. This course covers handling grading appeals and pay queries in a way that is transparent, consistent and defensible.
Managing Contract and Temporary Workers
Organisations use contractors and temporary staff extensively and often manage them in ways that create legal exposure. This course covers engaging non permanent workers correctly and managing them without blurring employment status.
Building an Internal Training Function
Organisations decide to train internally and then discover they have no curriculum, trainers or records. This course covers standing up a training function that delivers consistently rather than depending on willing volunteers.
Exit Interviews and Retention Analysis
Exit interviews collect polite answers and rarely change anything. This course covers gathering honest reasons for leaving, combining them with data and identifying the causes that are actually within the organisation's control.
Human Resources Information Systems
People systems hold the data every workforce decision depends on, and most are configured once and never revisited. This course covers structuring employee data, running the system properly and getting reporting out of it.
Talent Acquisition and Employer Branding
Organisations compete for the same candidates and lose them to employers who are simply easier to apply to and clearer about the job. This course covers attracting and converting candidates deliberately.
Remuneration Benchmarking and Salary Surveys
Pay decisions made without market data are either expensive or lose people. This course covers using salary survey data properly, including its considerable limitations.
Managing Redundancy and Restructuring Consultation
Redundancy processes are challenged on procedure more than on the business case. This course covers running consultation and selection lawfully and humanely.
Early Career Development Programmes
Graduate and trainee programmes lose the people they were designed to keep when the experience does not match the promise. This course covers designing programmes that develop and retain early career staff.
Chairing Disciplinary Hearings
A disciplinary hearing is where a dismissal is either made defensible or lost. This course covers chairing hearings fairly, weighing evidence and reaching sanctions that survive challenge.
Psychometric Testing and Assessment Centres
Selection tools carry authority that their accuracy does not always justify, and a badly chosen instrument can discriminate without anyone intending it. This course covers using assessment properly and defensibly.
HR Policy Writing and Employee Handbooks
A policy nobody can find or understand is worse than no policy, because it creates an obligation without producing behaviour. This course covers writing policies staff use and that hold up when tested.
Shift Work and Rostering Design
Rosters decide fatigue, turnover and whether the operation is covered at three in the morning. This course covers designing shift patterns that meet demand without exhausting the people working them.
Expatriate and International Assignments
Sending someone to work in another country creates immigration, tax and duty of care obligations that outlast the assignment. This course covers managing assignments end to end.
Disability and Reasonable Accommodation
Accommodation is often refused on assumptions about cost and disruption that turn out to be wrong. This course covers assessing requests properly and making workplaces genuinely accessible.
Employee Wellness Programme Design
Wellness spending often buys a fruit bowl and a poster while the causes of absence sit untouched in workload and management practice. This course covers programmes that change the numbers.
Return to Work and Injury Case Management
An injured employee left alone for months rarely comes back, and the cost of that lands on the employer whatever the original injury was. This course covers managing the return actively.
Payroll Tax and Statutory Deductions
Statutory deductions are the employer's liability whether or not they were deducted, and errors compound quietly month after month until a review finds them. This course covers getting them right.
Employment Equity Planning and Reporting
Equity plans are often written to satisfy a submission deadline rather than to change the workforce, and the gap between the plan and the payroll is visible to an inspector. This course covers doing it honestly.
Job Descriptions and Role Profiling
Job descriptions are copied from the last person who held the post and then used for recruitment, pay, performance and discipline, all of which they were never written to support. This course covers writing them once, properly.
Probation Management and Confirming Appointments
Probation is meant to be the period where a poor fit is resolved cheaply, and it is usually a period where nothing is said and the appointment is confirmed by silence. This course covers using it properly.
Acting Appointments and Temporary Promotion
Someone acts in a senior post for a few months, then eighteen, and by then both the allowance and the expectation of the job have become facts. This course covers running acting arrangements properly.
Workplace Investigations and Evidence Gathering
Most disciplinary matters are lost on the investigation rather than at the hearing. This course covers running one that holds up: scoping it, gathering the evidence and writing the report.
Job Grading Implementation and Pay Structures
Grading work is the easy half. Turning grades into bands, placing people in them and funding the gap is where the project usually stalls. This course covers that second half.