Get Certified in Human Resources CHRP CHRM UAE
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Certified Human Resource Professional (CHRP)Certified Human Resource Manager (CHRM)
From American Certification Institute (ACI), USA
AIM ACCOMPLISH
INDUSTRY OVERVIEW
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Human Resource Management is no longer about payroll
and recruitment. As a profession, it now incorporates
employment law, organizational behavior and performance
management, among other specializations.
In the last decade, the HR industry has been in the midst of
a tremendous growth curve. The transition has seen HR
transforming from an administrative overhead, a non-
profitable department, to a strategic business partner.
In this decade the focus is increasingly shifting to
globalizing the HR process and creation of a global mindset
for nurturing future global leaders. One of the principal tasks
of global leadership development therefore should be to
create and support an environment where global mindsets
can flourish.
Global leadership development in future will focus on
providing a broad spectrum of employees with opportunities
to ‘acquire and enhance’ their global leadership skills and
capabilities, often using a variety of non-traditional
developmental techniques, such as Cross-border job
swaps, assignments to multi-cultural task forces and project
teams.
The greatest challenge will be to implement a set of
comprehensive HR processes that expedite the
globalization process, foster global competitive capabilities,
and support the selection, retention and motivation of future
global leaders.
In this context, global staffing and global leadership
development are perhaps the two components of global HR
with the greatest potential for powerful leverage that global
firms have already recognized.
Global firms will need increasing number of employees with
"global brains", but translating this attractive vision into an
operational reality is not simple. Most managers are not
"born global"; they acquire "global brains" through a series
of experiences, many of them at a substantial cost to the
organization.
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FOCUS ON GLOBAL LEADERSHIP DEVELOPMENTWhat is the "return" on investing in developing people
with global brains? Making a rational "business case"
concerning the future and the need and use of global
managers is one of the critical strategic decisions that the
global HR function and business leaders must make
together for the sustainability of an enterprise.
Training is the most important activity in the
development of human resources. To put the right
person at the right place has now become essential
in today’s globalised market. Since no organization
has a choice on whether or not to develop
employees, the HR function is the life blood of any
enterprise. It is well-established that only through
well-trained personnel, can an organization
achieve its goals.
Trained manpower has a direct impact on
Growth, expansion and modernization
Productivity and profitability, reduces cost
and finally enhances skill and knowledge.
Prevents obsolescence. Helps in
developing a problem solving attitude.
Gives people awareness of rules and
procedures.
Putting the Right Person in the Right Place
TRAINING BENEFITS
PREPARE PROSPER
3
AMERICAN CERTIFICATION INSTITUTE(www.amcertinst.org)
CERTIFIED HUMAN RESOURCE PROFESSIONAL
CERTIFIED HUMAN RESOURCE MANAGER
The Certified Human Resources Professional (CHRP) gives you a
head start in the world of professional HR. With this course you
develop a professional acumen and an insight to deal with core HR
issues. Here the focus is on mechanics of organizational change,
and then the spotlight moves on to the competencies required for
managing both people and processes. Human resource management nowadays is not just about
employing people or drafting work policies; it is also about being
able to rapidly respond to customer's global needs.
The CHRP is designed to equip you with the skills, knowledge, and
qualities required to succeed in the cutting edge world of business
administration and management. At Blue Ocean, the ACI HR
program combines high-quality core curriculum that is consistently
updated to ensure excellence in the global marketplace. Recent
research reveals that the careers in HR are becoming increasingly
lucrative.
The Advanced Human Resource Management Course addresses
issues faced by seasoned human resource (HR) professionals and
managers who want to add value and innovation to the functions of
HR within their organization.
This advanced course is focused on managerial aspects of HR
such as Strategically aligned HR, Developing HR Policies and
procedures, Job Analysis and Job Descriptions, Manpower
planning, Budgeting in HR, ROI on training, Effective Performance
Appraisals, HR Audit and Establishing Effective Pay plans.
CHRM tag will help you take on greater challenges in Human
Resource Management function. In today’s world most of the
people working in HR or Administration requires superior
knowledge and qualification which can help them implement the
policies and procedures aligned to the organizational objectives.
The ACI-CHRM course precisely helps the participants to achieve
that objective – Get a professional qualification and get hands on,
practical training for implementation.
(CHRM)
The competitive advantage of these
courses lies in the fact that they are
specially designed for working
professionals. ACI instructors generally
hold doctorates, most from prestigious
American and foreign universities.
ACI instructors are generally management practitioners well
known for their distinctive teaching methods.
The American Certification Institute is an US –based apex certification institute. It was founded in the USA in 1999. Headquartered in
Lewes, Delaware, USA it has numerous alliance partners in China, Malaysia, Singapore, Dubai, Romania, and other countries.
These alliance partners represent ACI in their respective countries and conduct ACI programs in collaboration with ACI. ACI has
developed several business-related certification programs and after conducting tests, awards these certifications.
The ACI Certified International Human Resource Professional and the Certified International Human Resource Manager is a career-
long commitment that shows your peers, your employees and your organization that you have mastered the core HR principles and
that you are dedicated to staying current in your profession. To become certified, you must meet stringent professional and
educational requirements before taking the exam.
(CHRP)
STRIVE SUCCEED
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Nature of Strategic HRM
Different Levels of Strategy
HR Applications for Competitors
Strategic Management Process
Steps for using HR Score Card
STRATEGIC HUMAN RESOURCE MANAGEMENT
MODULES(CHRP)
Definition of Recruitment
Alternatives to Recruitment
External Environment of Recruitment
Internal Environment of Recruitment
The Recruitment Process
Methods Used in Internal Recruiting
External Sources of Recruitment
Recruitment for Diversity
Internet Trends
The Internet Recruitment Process
Requirements for Effective
Steps to Effective Internet Recruiting
Limitations of Internet Recruiting
New HR Position - Cyber Recruiter
Internal Recruitment - Using the Intranet
The Corporate Web Site and Home Page
External Sources of Recruitment and the Internet
External Recruitment Methods
RECRUITMENT
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Definition of HRM
Functions of the HR Manager
Line and Staff Aspects of HRM
Environmental Changes
Strategies
Metrics
Equal opportunity and the Law
HR Score Card
BASICS OF HRM
Job Analysis
Uses of Job Analysis Information
Steps in Job Analysis
Job Description
Job Specification
Job Enlargement, Job Rotation,
Job Enrichment
JOB ANALYSIS
Internet Recruiting
Advertising
Private & Public Employment Agencies
Employee Enlistment
Unsolicited Walk-In Applicants
Talent Auctions
Posting Resumes on the Internet
Resume Management Systems
Electronic Resume Guidelines
SELECTION
Definition Of Selection
Environmental Factors Affecting the Selection
Process
The Selection Process
Characteristics of Properly Designed Selection
Tests
Types of Validation Studies
Types of Employment Tests
Vocational Interests
The Employment Interview
Interview Planning
Content of the Interview
Types of Interviews
Methods of Interviewing
Legal Implications of Interviewing
Potential Interviewing Problems
Assessment Centers
Personal Reference Checks
Negligent Hiring and Retention
The Selection Decision
Notification to Candidates
Role Play on Interviews
TRAINING AND DEVELOPMENT
Training and Development: Definitions
Changes Affecting Training and Development
Changes in Organizational Structure
Changes in Technology
Need for more Highly Skilled Workers
Critical Needs that Training Addresses
Determining Training and Development Needs
Establishing Training and Development Objectives
Purposes of Orientation
Organizational Development
PERFORMANCE MANAGEMENT
Performance Appraisal Definition
Uses of Performance Appraisal
Performance Appraisal Environmental Factors
The Performance Appraisal Process
Evaluation
Responsibility for Appraisal
Rationale for Evaluations Conducted by Team Members
The Appraisal Period
Performance Appraisal Methods
Problems in Performance Appraisal
Characteristics of an Effective Appraisal System
Legal Implications
The Appraisal Interview
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ASPIRE ACHIEVE
Wages and Salary Administration Definition
Compensation
Points to be taken Care before Deciding Wages
Factors Influencing Wages and Salaries
Compensation System Design
Policies Affecting Determination of
Wages and Salaries
Laws Affecting Compensation
Wage Practices
Staff Salary Plan/Grade Codes
ESTABLISHING STRATEGIC PAY PLANS -TOTAL REWARD
CAREER PLANNING AND DEVELOPMENT
Career Planning and Developmen: Definitions
Job Security Versus
Career Security
Factors Affecting Career Planning
Career-Impacted Life Stages
Career Anchors
Career Planning
Individual Career Planning
Self-Assessment
Strength/Weakness Balance Sheet
Career Assessment on the Web
Adding Value to Your Career
Career Development
Career Planning and Development Methods
Using Internet for Career Planning and
Development at Texas Instruments
Developing Unique Segments of the Workforce
Importance in Today’s Corporate World
Compensation
Rewards
Types of Incentives
Fringe benefits History and Growth
Employee Services
Payroll Calculations
PAYROLL SYSTEM & ADMINISTRATION
Practical Oriented Modules
Case Studies
Practical formats -
- MRF, Pre-interview questionnaire
- Job Application Form,
- Performance Appraisal etc.,
Interview Related Questionnaire
OTHER TOPICS
MODULES(CHRM)
The Strategic Planning Process
- Organisation’s Mission and Vision
- The role of organisation’s Mission, Vision and
Values in Strategic HR
Development of Strategic Objectives
- SWOT
- Environmental Scanning
1. Components of Environment
2. Environmental Scanning Process
3. Environmental Scanning Outcome
- Strategic Objectives
- Strategy Implementation
Strategic HR Defined
What does it mean to be Strategic from HR Standpoint?
How can this be Done?
STRATEGICALLY ALIGNED HR
DEVELOPING HR POLICIES & PROCEDURES
Policies and Procedures are the strategic link between the
Company's Vision and its day-to-day operations. Well written
policies & procedures allow employees to understand their
roles and responsibilities within predefined limits. This
module will be useful to those who are just beginning to
develop policies and those who are reviewing and updating
existing policies.
Defining Policy and Procedure
Essential HR policy Topics
Essential content of a Practical, Useful Policy
Common features of a Practical Policy
Role of the board of Directors in HR Policy Development
How to write HR Policies and Procedures
Communicating HR Policy to the Organization
Reviewing and Updating Policies
The HR department plays an integral role in the
budgeting of costs for the whole organisation. It is also
responsible for the preparation and management of its
own departmental budget, and is accountable for the
achievement of that budget.
Financial awareness is therefore an essential
requirement for every role at every level within the HR
departments of modern business organisations.
This module will provide insights in understanding the
basic financial concepts of budgeting and how to
prepare an hr budget.
Budget Defined
Introduction to Organisational Finance
The link between Budgets and Organisational goals
Cash Flow Forecasts
Preparing a Budget
Why Make Budget?
Cost Control
Planning Revenue and Expenditure
Monitoring Plans against Actual
Elements of an HR Budget
Manpower planning
Compensation costs
Recruitment and selection
Training and development
Performance management
Administration
Preparing An HR Budget
Successful forecasting
CONTROLLING AND PREPARING HR BUDGET
JOB ANALYSIS AND JOB DESCRIPTION
Job analysis helps in analyzing the resources and
establishing the strategies to accomplish the
business goals and strategic objectives. Effectively
developed, employee job descriptions and job
specifications will help to hire quality workforce. This
module will explain how to do that.
Historical Perspective of Job Analysis
Fredrick Taylor Scientific Management
Elton Mayo Hawthorne Studies
Job Analysis as Foundation of HR practices.
Job Analysis Methods
Outcome of Job Analysis
- Writing Job Description
- Writing Job Specification
- Performance Standards
Competency Based Job Analysis
STRIVE SUCCEED
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MANPOWER PLANNING & FORECASTING
Manpower planning is a very important component
of HR management. A thorough assessment of the
present resources and the future estimated
resources is done. In this module you will
understand the importance of effective manpower
planning, how is it linked to the success of the
organisation, and how manpower planning is a vital
strategic tool? You will also be able to develop a
plan that results in optimum staffing which helps to
achieve the organisations goals.
Need for Manpower Planning
Pre-requisites of Manpower planning
Steps in Manpower planning
Process of Manpower Planning
Forecasting Techniques (Demand of Employees)
- Managerial Judgment
- Ratio-trend analysis
- Regression Analysis
I - Work Study Technique
- Delphi Technique
- Business Process Reengineering
Supply of Employees
- Internal Sources
- External Sources
EMPLOYMENT
BENEFITS
ORGANIZATIONALDEVELOPMENT
PAYROLL
EXAMINATION
CLASSIFICATION &COMPENSATION
HUMANRESOURCES
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ASPIRE ACHIEVE
HR AUDIT
The process to review implementation of your institutions policies
and procedures, ensure compliance with employment law,
eliminate liabilities, implement best practices and educate your
managers. This module explains what HR Audit is and how to
conduct it?
What is HR Audit?
Why should organizations undertake HR Audit?
Scope of Audit
Auditing process
- Briefing and orientation
- Interview
- Document Review
1 Questionnaire
2 Sampling
Approaches to HR Audit
- Comparative Approach
- Outside Authority Approach
- Statistical Approach
- Compliance Approach
- MBO Approach
Preparing Audit Checklist
Collection of Data
Benchmarking the findings
Feedback on Results
Create Action Plan
Stop dreading annual reviews and learn how to embrace
them to your supreme advantage. This module will help you
understand the detailed process of performance
management and how to conduct it effectively and
seamlessly.
Difference between Performance Management and
Appraisals
Stakeholders and their Needs
Performance Management Goals
HR’s Role in Performance Management
Performance Management Process
- Prerequisites.
- Performance Planning.
- Performance Execution.
- Performance Assessment.
- Performance Review.
- Performance Renewal and Re-Contracting.
Performance Appraisal Methods
- Graphic Rating Scale.
- Ranking Method.
- Forced Distribution Method.
- Critical Incident Method.
- Essay Method.
- BARS–Behaviorally Anchored Rating Scale
- MBO–Management by Objectives.
Performance Management and Appraisal
- Getting Ready for the Interview
- Conducting the Performance Interview
- Performance Renewal and Re-contracting
Problems with Assessment
Issues with Appraisal
Effect of poorly implemented Performance Management
System
EFFECTIVE PERFORMANCE MANAGEMENT AND APPRAISALS
ESTABLISHING STRATEGIC PAY PLANS - TOTAL REWARDS
The Purpose of this module is develop knowledge in the
areas of pay and benefit practices including job evaluation,
salary surveys, individual and group performance-based
pay. This module will also guide hr managers on how to
develop salary structures.
Total Rewards
- Compensation elements of total Rewards
- Non Compensation elements of total Rewards
Roles and Responsibilities in Compensation System.
Strategy Aligned Pay
Policies Affecting Strategic Pay plans
Establishing Pay Rates
- How do organizations establish what to pay to
the employees?
- Internal compensation philosophy
- Internal job worth
- Market competitiveness
- Market conditions
- Internal budget.
Wage and Salary Surveys
What is Job Evaluation?
Preparing for job evaluation
Choosing a Method
- Ranking Method
- Classification Method
- Factor Method
- Point Method
Special Topics in Compensation
Designing Financial Incentives
Psychological Insights into Financial Incentives
Types of Incentive Plans
Why Incentive Plans Fail?
STRIVE SUCCEED
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TRAINING SESSIONS
Make your Mark @ the Marketplace
9
ASPIRE ACHIEVE
CONVOCATIONS & SEMINARS
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TESTIMONIALS
The training was very inspirational. The whole program was energizing and gave lots of idea. Many case studies were discussed. – Ahmed Ali Alkuwaiti
Learnt a lot from other participants as the sessions were highly interactive and fully practical oriented– Anthony
Highly participatory and inclusive..I have gained a lot of knowledge....excellent faculty...nice and inspiring group. - Aroshi Romaine
The training was excellent. Please keep it up! Best I've seen in different human resource trainings over the years.– Asma
Faculty was outstanding, including the guest lectures. Very much liked the approach. There was a lot of content, so lots of food for thought! - Bilal Yousaf
This was one of my best learning experience. Thanks to Blue Ocean…Excellent insights into the dynamics of human resource management- Brinda
I found the course very useful and will hopefully be able to put some of it into practice.– Deepa
An excellent program – I learnt a lot. I am inspired to rethink the way I work. A very knowledgeable faculty. Well done! – Esther
Keep on going! The program is great in content and in terms of networking. Thank you, for the training.- Fida
Very interactive and participatory. Liked the way the training was structured.- Hadi
Content and presentation by the facilitators was consistently high quality and engaging – Issam Abbas
It is an experience that will live long in my memory. I will constantly use these skills in my profession and grow in my career.- Lucy Nicole
High-impact trainer, with lots of enthusiasm, energy, and ability. – Roula Mamoun Al Najjar
10
AIM ACCOMPLISH
Train @ Blue Ocean andgain entry into an elite club ofcertified professionals worldwide
For more information please contact:
Tel: +971 4 3963968 Fax: +971 4 3961818Email: [email protected]: www.blueoceanacademy.com