Strategic Human Resources Management

•  The role of HR in business strategy

•  HR as a strategic business partner

•  HR metrics and KPIs

Recruitment and Talent Acquisition

•  Modern recruitment techniques

•  Interview techniques (behavioral, competency-based)

•  Employer branding

Career and Succession Planning

•  Creating a talent pool

•  Leadership development

• Succession planning

Change Management and Leadership

•  Organizational change processes

•  Resistance management

•  Leadership styles and the role of HR

Employee Experience

•  Employee journey

•  Engagement and motivation

•  Well-being and employee happiness

Job Analysis and Job Design

•  Is business analysis truly strategic, or is it merely an operational tool?

•  How can a poorly conducted business analysis affect a company?

•  Is it possible to create a competitive advantage through business analysis?

•  Why are job descriptions often unclear in Turkey?

•  What problems do "does everything" type descriptions create?

•  Which is more critical, the job description or the job requirements?

•  Does job design actually affect employee engagement?

•  Is the concept of "meaningful work" real or just a fad?

•  Can artificial intelligence be used in job analysis?

•  Will there still be such a thing as a "job description" in the future?

•  How is hybrid work changing job design?

Performance Management

•  Is performance management equal to performance evaluation?

•  Does a performance system develop or control employees?

•  Why do performance systems in Turkey often fail to work?

• KPI (Key Performance Indicators)

• OKR (Objectives & Key Results)

•  Quantitative vs. qualitative performance metrics

•  Can we manage what we cannot measure?

•  Is it possible to create KPIs for every task?

•  Should we measure the result or the process?

Businesses in a VUCA World

•  Dilemmas and realities at the management level

•  Is the world really more uncertain than it used to be?

•  Is VUCA a new phenomenon or just a new name?

•  Is every sector affected by VUCA in the same way?

•  Is speed or accuracy more important?

•  Is planning or flexibility more critical?

•  Which is more difficult, complexity or uncertainty?

•  Is it possible to control everything?

•  Is simplification a solution or a risk?

•  Hierarchical vs. agile organizations

•  Can every company be agile?

•  Which skills will be critical in the future?

•  Can "adaptability" be measured?

•  Is job security or learning agility more important?

Education and Developments

•  Does training actually change behavior and performance?

•  Who should determine training needs: HR, management, or employees?

•  Is poor performance always a result of a lack of training?

•  What do companies lose from "wrong training"?

•  Do online courses really work?

•  When  do people learn the most?

•  Why is educational content boring?

•  How do adults learn differently than children?

•   How can we tell if the training is working ?

•  How important is managerial support?

•  How can the problem of "education being forgotten" be solved?

Labor and Social Security Legislation Training

•  General concepts

•  Employment contracts

•  Personnel file processes

•  Work arrangements (overtime, working hours, wage components, etc.)

•  Termination of employment contract

Payroll Practices Training

•  Employee onboarding and offboarding procedures

•  Salary and payroll calculations

•  Legal parameter checks

•  Summary and premium service declaration (1003B) processes

Training on Digitalization with Artificial Intelligence in HR Processes

•  Applications of artificial intelligence in HR processes

•  Examples of productivity and automation

•  Application scenarios

•  Professionals in specialist, assistant specialist, supervisor and manager positions working in human resources departments,

•  Recent graduates and university students aiming for a career in human resources,

•  Employees working in companies' recruitment, performance, training, career management, payroll, and personnel processes,

•  Professionals who want to improve their knowledge and skills in the areas of organizational development, talent management, and employee experience,

•  All participants who want to be proficient in current legislation, digital transformation, and artificial intelligence applications in human resources processes.

40 Hours

This program aims to equip participants with up-to-date knowledge and practical skills in the strategic and operational processes of human resources management. Upon completion of the program, participants will possess the competencies to implement effective and modern human resources practices within their organizations, particularly in areas such as recruitment, performance management, employee experience, labor law, payroll applications, and AI-powered HR processes.

You can use the following methods when making payment for Istanbul Atlas University Continuing Education Center trainings;

A-PAYMENT VIA BANK

1. By EFT or Money Order to the bank account we have an agreement with, by stating the "Education Name" and "Name Surname" information in the description section.

To receive the "certificate," you must meet the 80% attendance requirement and score 70 or higher on the final exam.

Or,

Participants who do not meet the attendance requirement but fail to pass the exam  will be given a "Certificate of Participation".