Certified Human Resource Management Professional – CHRMP

Certified Human Resource Management Professional - CHRMP 2

Objectives:

Upon completion, the trainee will be better able to:
  1. Define the characteristics of effective HR management
  2. Define the main uses and applications of competencies in Human Resources
  3. Understand the importance of a competency-based training & development approach
  4. Explain the role of HR in performance management
  5. Define recruitment and selection and its importance in reducing staff turnover
  6. Develop an action plan to transfer the new skills to the workplace.

Topics:

I. MANAGEMENT PRACTICES A.
  • 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: