Human Resources

AIM HR

Human resource management represents a key component of an organization's success. It focuses on managing human potential – through optimal engagement, motivation, and development of employees. Human resources are the foundation of innovation, task execution, and shaping organizational culture. Efficient HR staff and keeping up with modern trends enable productivity, loyalty, and long-term sustainable growth.

Who are HR trainings for?

AIM HR trainings are designed for HR professionals, managers, team leaders, and anyone involved in employee development, organizational culture, and strategic planning. They are suitable for all levels, from operational teams to top management.

Why are HR trainings important?

In the modern business environment, the HR function has a strategic role. Training helps to:

  • HR will be aligned with business goals
  • Employees are motivated, engaged, and satisfied
  • The organization develops a culture that encourages growth and collaboration
  • Teams operate efficiently and with trust

What are the benefits of AIM HR training?

After completing the training, participants:

  • Aligns the HR function with the company's strategy
  • They improve selection, development, and evaluation processes
  • They increase employee satisfaction and engagement
  • They strengthen team collaboration and organizational culture

  • They become drivers of change and growth in the organization

Training

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Sign up for training

Check out the open training calendar, find AIM HR trainings and the date that suits you.

Human Resource Management

  • The Role and Function of the HR Department in an Organization
  • Employee Planning and Development
  • Recruitment, selection, and onboarding
  • Training and Development
  • Earnings and benefits system
  • HR analytics and decision making
  • Organizational culture and legal framework

Attracting and retaining candidates

  • Planning for new employee needs
  • Strategic HR plan and its connection to business objectives
  • Channels and tools for attracting candidates
  • Writing effective job ads
  • Selection process – steps and criteria
  • Use of tests and assessments in recruitment
  • Interview – preparation and conduct
  • Making decisions on candidate selection

Workplace instruction

  • The role of the instructor in the training process
  • Planning and preparation for instruction
  • Monitoring Learning and Evaluating Progress
  • Communication with new employees
  • The Importance of Experiential Learning (Kolb's Cycle)
  • On-the-Job Training – TWI and JIT Models
  • Giving effective feedback

Employer branding

  • What is employer branding and why is it important
  • Key elements of the employer brand
  • Building an employer branding strategy
  • Employer value proposition (EVP)
  • Organizational values and their role in branding
  • Communication channels and target groups
  • Measuring the effects and ROI of employer branding

Trainer training

  • Setting goals and training structure
  • Preparation and organization of content
  • Verbal and nonverbal communication skills
  • Techniques for Interactive Knowledge Transfer
  • Working with a group and managing dynamics
  • Facilitation, questioning, motivation
  • Using visual tools and presentations
  • Recording with a camera, feedback, and performance improvement

Wellbeing

  • The concept of well-being and its impact on the organization
  • Key dimensions of workplace wellbeing
  • Psychological Safety and Emotional Intelligence
  • Skills for maintaining employees' mental health
  • Work-life balance
  • The role of a leader in creating a positive work environment

Performance management

  • Setting and linking goals (individual and team)
  • KPI – selection and monitoring of key performance indicators
  • Techniques and Tools for Performance Evaluation
  • Annual Evaluation Meetings – Preparation and Conducting
  • Feedback as a tool for employee development
  • Evaluating Managers – Transparency and Criteria
  • Evaluation of the grading system and continuous improvement

HR
as a business partner

  • The role of HR in achieving business goals
  • Transformation into a strategic HR function
  • Key Competencies of a Modern HR Business Partner
  • Understanding Business – Finance, Operations, and KPIs
  • Advisory partnership with managers
  • HR as a driver of change and employee growth
  • Developing an HR strategy in line with the business strategy
  • HR analytics and decision making

HR
as a driver of change

  • HR as an initiator of organizational changes
  • Change Management – Models and Phases
  • Steps for implementing change
  • The Role of HR in Change Communication
  • Developing an agile and adaptable organizational culture
  • Identifying change agents
  • Kubler-Ross change management curve
  • Training and preparing employees for new challenges
  • HR Strategies in Times of Transformation

Agile HR

  • Basics of Agile methodology and values
  • Differences between traditional and agile HR
  • The New Role of HR in an Agile Environment
  • Agile structure, tools, and team approach
  • Skills and Mindset of an HR Professional in an Agile Organization
  • Applying Scrum Methodology in HR Projects
  • Benefits of the Agile Approach for the Organization and Employees