Training Managers Beyond HR Titles: A Recap of the "HR for
Non-HR Managers" Workshop
In February 2025, K2 HR Services hosted a focused two-day workshop at the K2
Career Center in Kibagabaga — not for HR professionals, but for the people who
lead teams, supervise operations, and drive project outcomes every day. These
were line managers, supervisors, and team leaders—professionals whose roles
intersect with people issues but who rarely receive formal training in human
resources.
Why This Training Matters
Modern organizations are increasingly people-driven. Managers, regardless of
their function, are often the first to encounter employee grievances,
performance concerns, or workplace conflicts. Yet, many lack the HR knowledge
necessary to navigate these issues effectively. This training was designed to
close that gap — equipping managers with the foundational HR understanding
required to lead with clarity, compliance, and empathy.
What the Program Covered
Delivered through five interconnected modules, the training journey was
structured to mirror the typical challenges a manager might face throughout an
employee’s lifecycle.
1.
Employment Law in
Practice:
Managers explored key legal concepts, including employment contracts, working
conditions, occupational health and safety, and disciplinary procedures. The
focus was on practical application—what managers need to know to make decisions
that are fair, legal, and aligned with company policy.
2.
Core HR Functions:
From recruitment and workforce planning to training, performance management,
and payroll basics, this module helped managers understand the systems that
support effective people management and organizational alignment.
3.
Effective HR
Communication:
Communication is central to leadership. Through real-world examples and
interactive exercises, participants refined their skills in written
communication, giving feedback, email etiquette, and conflict-sensitive
dialogue.
4.
Employee Relations:
Participants examined how to manage internal conflict, prevent harassment, and
navigate ethical dilemmas at work. The training contextualized local labor
dynamics while referencing broader standards like ILO Convention 190 on
workplace violence and harassment.
5.
Performance Management:
Using tools like Management by Objectives (MBO) and the Balanced Scorecard,
managers were introduced to structured performance systems that drive results
while maintaining fairness and transparency.
How It Was Delivered
This wasn’t a lecture series. The facilitators used a blend of methods—case
studies, role-play, group discussions, and practical tools—to ensure relevance
and application. Participants were also evaluated before and after the sessions
to measure knowledge gained.
Impact and Takeaways
Managers left better equipped to:
·
Handle employee concerns
with greater confidence.
·
Contribute meaningfully to hiring
and training decisions.
·
Communicate with more
clarity and purpose.
·
Align team performance with
organizational strategy.
·
Reduce the risk of legal
missteps in day-to-day decisions.
Each participant received a 6 CPD Point Certificate,
comprehensive training materials, and practical tools they could immediately
apply in their work environments.
Conclusion
HR knowledge is no longer the domain of HR departments alone. As this
workshop demonstrated, equipping managers with foundational HR competencies
leads not only to better leadership but to healthier, more productive
workplaces. K2 HR Services remains committed to providing relevant, applied
learning opportunities that strengthen management practice across every sector.
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