APRIL tuesday 9th - Friday 12th , 2013

Venue: Le Méridien Ibom Hotel & Golf Resort:

Nwaniba Road, PMB 1200 Uyo, Akwa Ibom State Nigeria

Course fee

N60,000

N early bird (3weeks before) is 50,000

A week before IS N55,000

WWW.LEANIGERIA.COM

0806 053 3338 +233(0) 542009466 IFY STELLA

HR: DRIVING THE STRATEGIC

VALVE FROM IT

Human Infrastructure Solutions

Course Background:

Human Resources information technology is essential for companies to manage

their benefits plans and their employee information. Benefits management

technology is no longer a “nice to have,― but a necessity to help HR

manage both a sea of information and the money spent on benefits plans, as HR

faces limited resources and constantly changing data. But how do HR and other

executives know they are selecting the best HR information technology to

manage all of the details, and that the solution they select will stand the test of

time?

An effective HRIS provides information on just about anything the company

needs to track and analyze about employees, former employees, and applicants.

Your company will need to select a Human Resources Information System and

customize it to meet your needs.

With an appropriate HRIS, Human Resources staff enables employees to do their

own benefits updates and address changes, thus freeing HR staff for more

strategic functions. Additionally, data necessary for employee management,

knowledge development, career growth and development, and equal treatment

is facilitated. Finally, managers can access the information they need to legally,

ethically, and effectively support the success of their reporting employees.

HR should have a clear understanding of the level of training and technical

expertise that will be required and the amount of time expected. Questioning

solution providers on this topic can provide insight into subtle areas that might

initially appear simple, yet involve significant technological expertise. HR can

then determine specific tasks that may be so cumbersome as to realistically

impede completion, potentially reducing HR information technology value and

ROI.

From a managerial standpoint, a Web-based Human Resource Management

system provides online access to and secure storage of employee reviews, paid

time off tracking, payroll information, job description development and

employment law information. Individual employee information such as pay

stubs, vacation days, company handbooks, benefit enrollment information and

emergency contact forms are also stored online for quick and efficient retrieval.

Opening the HR “window” and letting employees access personnel information

is beneficial for an organization. Providing an employee self-service option

grants employees the capability to do things such as enroll for employee

benefits online, request and track paid time off or vacation days, update contact

information, and keep track of issued office property.

A Web-based Human Resource Management system provides real-time access

to vital information and equips employees and HR managers with tools while

eliminating unnecessary HR workflow. Simple requests that once required HR or

management approval can now be automated, streamlining routine and

redundant paperwork and improving efficiency.

CURRICULUM STRUCTURE

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If training is involved, is there a charge? Costs of training should also

be assessed - including time away and travel expenses for off-site travel. HR

needs to become aware of all hard and soft costs involved in the HR

information technology adoption.

Who will own the data? The answer to this question should be the

Human Resources organization. Companies should be able to transport their

data to any Application Service Provider (ASP). If the data resides on a

carrier’s proprietary server, the company may sometimes be charged

additional fees should it switch carriers.

What types of maintenance and upkeep are required? When software

is installed on a company’s on-site workstations or servers, regular

updates to that technology are often required and may be cumbersome to

plan for and manage. Updates to HR information technology are often made

automatically with software available online through an Application Service

Provider (ASP) or Software as a Service (SaaS) model.

What security measures are built into the HR information technology?

If the software is available online, through an ASP or SaaS model, the provider

should offer daily backups, backup servers, and added protective layers.

Additional systems and procedures should be in place to safeguard

information from being lost or accessed by unauthorized personnel. HR, in

consultation with other managers, should have exclusive authority to decide

who will be allowed access to the HR information technology and to what

degree.

Will employees be able to enroll in benefits plans and make changes

in real-time to their personal data and plan choices? Employee access should

be a given, considering the widespread, general access to computers; 70% of

the population has Internet access at home. Employee self-service provides

huge potential to save time and money. A good self-service system will guide

employees smoothly through entering information about themselves and

their dependents.

The system should clearly present the plans available and enable

employees to make selections at their convenience, simplifying these actions

throughout the process with wizards. Employees should also be able to add

dependents and change information as necessary, 24 hours a day, seven days

a week.

Based on our feedback mechanism and training performance evaluation

system that measure our delivery effectiveness our faculty will be on hand

to crack the following codes on the subject matter

UPON COMPLETION OF THIS COURSE

THE PARTICIPANTS WILL HAVE A BETTER

UNDERSTANDING OF:

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Management of all employee information.

Reporting and analysis of employee information.

Company-related documents such as employee handbooks,

emergency evacuation procedures, and safety guidelines.

Benefits administration including enrollment, status changes,

and personal information updating.

Complete integration with payroll and other company financial

software and accounting systems.

Applicant tracking and resume management.

Giving employees the capability to manage certain

aspects of their personnel file

Improves data accuracy and reduces potentially costly

errors

Builds trust and produces more satisfied, productive workers.

Streamlining routine and redundant paperwork and

improving efficiency.

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Provides online access to and secure storage of employee

reviews,

Paid time off tracking, payroll information, job description

development and employment law information.

Individual employee information such as pay stubs, vacation

days, company handbooks, benefit enrollment information

Emergency contact forms stored online for quick and efficient

retrieval.

BENEFITS TO ORGANIZATION

Payment Info

Course Fee: N /Per person60,000

Earlybird is (3 weeks before) N50,000

Middlebird is (One week before)N55,000

On site payment N60,000

Account Name : Leading Edge Academy

Bank: Fidelity Bank Plc.

Account No: 4010066426

Full course fee per delegate should be paid to Leading Edge Academy’s

Who Should Attend ?

This 21st century HR course is developed for an elite learning

community of seasoned persons who are experienced in Human

Resources and workforce development . Our ideal candidates therefore

are as follows;

Ÿ Heads of service

Ÿ Perm Secs - Establishments

Ÿ HR Executives

Ÿ HR Practitioners

Ÿ CEOs

Ÿ Chairmen of Commissions

Ÿ Heads of Training

Ÿ Directors of HR/Personnel

Ÿ Recruitment Professionals

Ÿ Retention Specialists

Ÿ The Head of Service/Admin in the Local Government Councils

Venue: Le Méridien Ibom Hotel ,

Golf Resort: Nwaniba Road,

PMB 1200 Uyo, Akwa Ibom State Nigeria

March tuesday 5th -

Friday 8th , 2013

Human Performance. Simply Inspired.

World Class Faculty.

In other to deal with the weighty issues and challenging complexities

woven around the central theme of this course, we have assembled a

Leading Edge resource faculty of eminent scholars, subject matter

expert and experienced professionals.

They will unleash the totality of their scholarship and experience in

drilling the participants through the network of curriculum structure,

providing insights, designing tools, drawing a route-plan, while

adumbrating the technical details with grilled mixture of sensitization,

real life cases and comparative best practices

West Africa Institute for Leadership and Governance, based in Accra. is a member of

The Leading Edge Group a multidisciplinary executive education and human

performance improvement system whose aim is to sharpen the edge of leaders and

managers through research, training development and consulting services for

governments, organizations and businesses.

• A three-member organization made of with

primary focus on public sector workforce capacity development and organizational

improvement strategies.

• The institute's core is to evolve world-rate leaders in the region, able,

dedicated and informed to take on challenging leadership functions in government

and business across the states of West Africa.

• Our core goal is to shape the practice of leadership and governance for

people, governments and organizations .

We are continually developing our services tailored to our clients exact needs as well

as new initiatives to meet their staff development requirements. The Group

promotes organizational achievement, corporate growth and institutional work-

systems performance by providing the specific knowledge, skills and resources

needed to achieve our clients target. This we achieve through our formidable,

experienced and dynamic resource teams drawn from various faculties and our

affiliation with other local and international training organizations.

Leading Edge Academy

West Africa Institute for Gender Studies (WIGS)

Institute for Leadership and Governance, based in Accra. (WAILAG)

focus on

Women Leadership Development and Gender Management and West Africa