Certified Human Resource Management Professional – CHRMP
Overview
This program provides professionals with very competitive advantages in the world of HR; as they receive extensive training and gain an in-depth knowledge in this field. This training course gives the participant the boost to widen their professional skills and expertise. The preparation course provides human resource professionals with a comprehensive understanding of the six functional areas of human resource management as defined by the profession as well as increased understanding of management issues and risks.
Why CHRMP?
- Advncaes one’s career opportunities
- Offers theoretical and practical knowledge
- Equip with the necessary skills and qualities required to contribute in his/her organization’s business goals and success.
- Helps in developing problem-solving strategies and critical thinking.
- Sharpens one’s strategy, planning skills, and helps him/her to become savvy in their field of expertise.
- Gives insights on tools and techniques to support HR management
Who is the course for?
- Professionals with experience in HR.
- New HR staff
- HR specialists
- People who want to change their careers to HR
- Business managers
- CLICK HERE for date of next course
- Type: Classroom
- Duration: 40 Hours
- Language: English and Arabic
Objectives:
Upon completion, the trainee will be better able to:
- Define the characteristics of effective HR management
- Define the main uses and applications of competencies in Human Resources
- Understand the importance of a competency-based training & development approach
- Explain the role of HR in performance management
- Define recruitment and selection and its importance in reducing staff turnover
- Develop an action plan to transfer the new skills to the workplace.
Topics:
I. MANAGEMENT PRACTICES
- HR Roles: Advisory/Counselor/Consultant/Service Control
- Change Agent Role/Reengineering and Facilitating, both content & process
- HR’s Role in Strategic Planning
- HR Generalist and HR Specialist Roles
- Effects of Different Organizational Contexts and Industries on HR functions
- HR Policies and Procedures
- Integration and Coordination of HR Functions
- Outsourcing the HR Functions
- Environmental Scanning
- Internal Scanning
- Human Resources Inventory
- Human Resource Information Systems
- Action Plans and Programs
- Evaluation of Human Resource Planning
- Organizational Structures
- Organizational Development
- Diagnosis and Intervention Strategies: Action Research, Sensing, Team Building, Goal Setting
- Survey Feedback, Strategic Planning, Visioning, Sensitivity Training (T-groups)
- Role of Organizational Culture in Organizational Development
- Role of International Culture in Organizational Development
- Organizational Development in Response to Technological Change
- HR Budgeting Process
- HR Control Process
- Evaluating HR Effectiveness
- Motivation Theories
- Applying Motivation Theory in Management
- Leadership Theories
- Effect of Leadership in Organizations
- Leadership Training
- Performance Planning: Identifying Goals/Desired Behaviors
- Setting and Communicating Performance Standards
- Measuring Results and Providing Feedback
- Implementing Performance Improvement Strategies
- Evaluating Results
- Work Teams
- Job Design and Redesign
- Employee Ownership/ESOPs
- Employee Suggestion System
- Participative Management
- Alternative Work Schedules
- Role of HR in Employee Involvement Programs
- Research Design and Methodology
- Quantitative Analysis
- Qualitative Research
- J. International HR Management
- Cultural Differences
- Legal Aspects of International HR
- Expatriation and Repatriation
- Issues of Multinational Corporations
- Compensation and Benefits for Foreign Nationals and Expatriates
- The Role of HR in International Business
- Ethical Issues
- Establishing Ethical Behavior in the Organization
II. GENERAL EMPLOYMENT PRACTICES
- Definitions, Requirements, Proscribed Practices
- Methods of Job Analysis
- Types of Data Gathered in a Job Analysis
- Uses of Job Analysis
- Job Descriptions
- Job/Position Specifications
- Validity & Reliability of Job Analysis, Job Description, & Job Specification
- Employment-At-Will Doctrine
- Exceptions to Employment-At-Will
- Common Law Tort Theories
- Job-As-Property Doctrine
- Non-Compete Agreements
- Performance Measurement- The Criterion
- Criterion Problems
- Documenting Employee Performance
- Category Rating Appraisal Methods
- Comparative Appraisal Methods
- Narrative Appraisal Methods
- Special Appraisal Methods: MBO, BARS, BOS
- Types of Appraisals
- Rating Errors
- Appraisal Interview
To learn more fill the following form (English or Arabic) and a training consultant will call you: