Human Resources Management for HR Professionals

Introduction:

Aiming for broader organizational goals in the workplace, the Professional Human Resource Management Certification Program offers insights into the latest trends and technologies that will shape the HR profession in the future. This course focuses on equipping HR professionals with the capabilities required to efficiently operate in a world-class environment, with an up-to-date understanding of recent procedures.

As technology advances rapidly across all sectors, some geographical regions, such as parts of the Middle East, are more affected by slow growth and competition challenges. In other regions, organizations prioritize minimizing expenditure over market competitiveness. In the face of such diverse circumstances, the strategic role of HR as a central element of competition has never been more important.

Objectives:

Upon completing this integrated Human Resource Management training course, participants will enhance their capabilities in the following areas:

• Practice new leading HR strategic processes.
• Use the 6 S model to derive ‘end result’ HR requirements from strategic ‘means’ for business operations.
• Formulate HR Strategic Action Plans and HR Intervention Strategies in support of Corporate Plans.
• Utilize advanced HR analytics for targeted action, providing insights that are more predictive and action-oriented than descriptive.
• Conduct business informational interviews and report back with persuasive results.
• Stay informed about emerging issues affecting employment and performance management in organizations.
• Develop managerial presence and foster leadership among followers.
• Understand the social and economic drivers of changes in employment relations policies.
• Review contemporary employment practices and formulate plans for improvement.
• Examine the latest global changes in employment relations practices.
• Define effective leadership and management practices, including personnel selection, retention, evaluation, work organization, equality, industrial relations, employee communication, and participation.
• Apply a strategic model to create a successful HR strategy aligned with company goals.
• Develop business plans with specific action steps for executing HR strategies.
• Provide management reports and insights of strategic importance.
• Remain proactive about HR changes and handle emergency preparedness effectively.
• Develop strategies to manage human capital effectively in response to emerging business trends.
• Conduct executive briefings to efficiently collect and distribute important information.

Training Methodology:

• Dealings and debatable workshops
• Considering empirical problems
• Exchange meetings among participants
• Reconstructing real-world situations
• Expert-led class sessions
• Collaborative work with colleagues
• Implementation of projects
• Reflective practice sessions
• Online education modules
• Continuous appraisals and evaluations

Course Outline:

Unit 1: The Formulation of Strategy: What Should be Done in Which Order to Achieve Goals

• The importance of making HR a director in the business.
• Determining the scope of strategic development: vision, mission, plan, and operations.
• The role of HR in modern organizations.
• HR strategic planning: traditional vs. modern approaches.
• Ten steps to developing an HR strategy.
• Defining the strategic framework structure and its relevance in HR management.

Unit 2: Bringing Strategy to Life: Developing HR Business Plans

• Creating strategic goals and operationalizing the HR 6 S model.
• Translating HR and business objectives into specific activities with deadlines.
• Forming strategic action plans and gaining buy-in from stakeholders.
• Creating financial reports and assessments aligned with strategic management.

Unit 3: Inductive Trends and Management Information Systems

• Benefits of predictive information for executives.
• Forecasting and trend analysis skills.
• Software solutions for forecasting and emergency management planning.
• Reviewing factors influencing succession planning and emergency management.

Unit 4: Maximizing Human Resources Performance

• Tools and processes for organizational maturity and culture.
• The link between performance and competence.
• Monetizing human capital and its implementation.
• Key performance measures.
• Engaging with professional audiences.

Unit 5: High-Level HR Trends

• Major changes affecting global employment practices.
• Internal market trends related to leadership and teamwork dynamics.
• Evolving HR trends and future business strategies.

Unit 6: Addressing Change: Global and Organizational Contexts

• Recognizing and integrating components such as FTAs, WTO, and socio-political aspects.
• Strategies for international human resource management.
• Reviewing management and leadership philosophies relevant to HR strategy.
• HR management: interviewing and retention practices.

Unit 7: Managing Performance, Behavior, and Culture

• Advanced performance management techniques.
• Enhancing managerial performance.
• Understanding the psychological contract.
• Analyzing organizational climate and culture.
• Coaching, mentoring, counseling, and providing feedback.

Unit 8: Implications for Employment Practices

• Work organization design systems.
• Competency management in HR.
• The role of human capital in organizational success.

Unit 9: Employee Relations

• Balancing employee and organizational rights and responsibilities.
• Addressing underperformance.
• Implementing disciplinary actions and grievance procedures.
• Ensuring equal opportunities.

Unit 10: The Future of Employment Practices

• The relevance of industrial democracy to HR.
• The evolution of employee representation.
• Improving internal communications.
• Enhancing consultation and involvement processes.