EMOTIONAL INTELLIGENCE FOR HR MANAGER
This brand new training course has been developed by effectively merging the theory and practice of Emotional Intelligence and Human Resource Management. Thousands of books and articles have been written and published about Emotional Intelligence. Yet, despite the huge amount of tips and techniques that are provided in such publications, few people have been able to understand the real implications of this management craze.
Even fewer have been able to implement it in their daily lives so as to become more resilient and effective. This crash course approaches the topic of EI from a different perspective – ‘Why is Emotional Intelligence importance for HR Managers and Professionals?’
HR Professionals deal with employees on a regular basis and it is imperative for them to have the necessary EI skill set for succeeding in their professions.
This modern course is aimed to provide participants from the HR and related departments with the knowledge and skills necessary to understand emotional intelligence (EI). Participants will identify the various competencies included in the EI framework of Daniel Goleman, ranging from self-awareness to relationship management, with special focus on the HR domain.
After the successful completion of this comprehensive training course, participants will be able to:
- Understand the nature and theories underlying Emotional Intelligence (EI) and it’s convergence with the Human Resources and Administration discipline.
- Define the various EI competencies required by the HR Professionals and identify relevant areas for improvement as needed.
- Discover personal strengths and blind spots in EI for attendees revealed through self-assessments.
- Boost EQ levels by learning powerful tips and techniques aimed at enhancing emotional intelligence.
- Improve action intelligence by translating emotional intelligence into actionable steps and habits.
- Group Live and Instructor-led Classroom Track
- PowerPoint presentation, with pointed breaks to stimulate discussion by the participants.
- Participative Classroom Activities, including:
- Ice-Breakers and Energizers
- Behavioral Role Plays
- Focused Video Playback
- Guided Group Discussions
- Management Case Studies
- Business Leaders, Functional Heads, HR Managers and HR professionals having employee interface.
- Corporate Practitioners, including specialists, consultants, managers, supervisors and employees with some related experience who wish to advance their functional expertise and competence.
- Pre-Assessment to gauge current level of conceptual understanding and customize training delivery.
- Session-based Practical Exercises, Reflective Quiz and Peer-group Notes Sharing and Evaluation
- Final Course Assessment, in a test environment, capturing course retention and learning.
COURSE STRUCTURE AND AGENDA
UNDERSTANDING EMOTIONAL INTELLIGENCE (EI)
- Understanding Emotional Intelligence
- Why is Emotional Intelligence important
- Emotional Quotient (EQ) versus Intelligence Quotient (IQ)
- Research findings about EI
- Importance of EI for Teams
- Case Studies on EI
RELEVANCE OF EI FOR HUMAN RESOURCES
- Role of Emotional Intelligence in Human Resources
- Importance of Understanding Emotions
- Emotional Intelligence Case Examples in HR
- Self-awareness and self-management for HR
- Self-assessment of Emotional Intelligence
- Interpretation of individual results
- The four competency clusters for EI
- The importance of self-awareness
- The Z-test: A Self-assessment of EI competencies
- What does your score mean?
BOOSTING EQ OF HR DEPARTMENT
- Known Areas of Improvement
- Addressing the gaps: Where to Start?
- Reading Employee Body Language
- Empathizing with Emotions
- The impact of emotions on the brain
- Understanding Common Employee Issues
- Becoming a Real Support Department
- The Emotional Intelligence Checklist
EMPATHY: A CRITICAL EI COMPETENCY
- Definition and examples
- Empathy and active listening for HR
- EI competencies and leadership styles
- The power of leaders: influencing organizational climate
- Organizational climate: the six components
- Correlation between EI competencies, styles, climate and results
- Leadership styles for the HR Manager
- The six styles
- When best to use each style
- Impact of styles on climate and bottom line results