Allan Gardner. Expert Trainer

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2 Expert Trainer Allan Gardner With over 35 years of experience in the Human Resources field, Allan is a seasoned International Human Resource Professional, with a diverse background encompassing the successful management of Human Resource Departments in government, manufacturing, transportation, and service industries. He has worked as HR Manager and Director for multi-national corporations in the United States, overseeing operations across the U.S., Mexico and Canada, as well as the Department of Homeland Security and Department of Energy in the U.S. government sector. For the past seven years, he has worked in the United Arab Emirates and GCC countries as an HR Consultant and Trainer, specializing in HR certification programs, Talent Management, Business Execution, Strategic Planning, Performance Management and Career and Succession Planning programs. With a unique blending of academic and practical work experience, Allan is also an adjunct faculty member for Chifley Business School of Australia and Swiss Business School of Zurich, teaching Human Resource and Strategic Management courses in MBA programs throughout UAE campus locations, as well as campuses in Bahrain and Kuwait. His passion and energy for Human Resources, coupled with a high level of expertise and keen presentation skills, have earned Allan a distinguished reputation as a Human Resource subject matter expert as well as an effective trainer and educator. Allan holds Human Resource Certification Institute certifications as a Professional in Human Resources (PHR) and became certified as a global Human Resource Management Professional (HRMP) in May, 2012 following completion of the new global pilot certification program. He also holds Australian HR certification (CAHRI) as well as chartered MCIPD level membership in UK based Chartered Institute of Personnel Development (CIPD). Allan provides pre-certification training for HRMP, HRBP, PHR, SPHR and CHRM programs as well as numerous specialized Human Resource topical subjects. He received his Master s degree in Human Resource Management in 2003 from U.S. based Keller Graduate School of Management, graduating with distinction. 2

3 increase your global competitiveness KEY TAKE AWAYS Participate actively in the development of the organization s HR strategy Integrate local and global HR practices Knowledge of organizational development methods, problem- solving techniques, change management processes and techniques and leadership concepts and applications Identify industry trends in HR Establish and review results of an employee performance management system WHO SHOULD TAKE THE HRMP? Human Resource Professionals/ Practitioners around the Globe that meet the following eligibility requirements: A minimum of 4 years of professional-level experience in an HR position with a Master s degree or global equivalent A minimum of 5 years of professional-level experience in an HR position with a Bachelor s degree or global equivalent A minimum of 7 years of professional-level experience in an HR position with a high school diploma or global equivalent HRMP BODY OF KNOWLEDGE TO BE COVERED: LEORON Professional Development Institute is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: BENEFITS OF CERTIFICATION Help you earn credibility and respect in your field. Open more opportunities for advancement. Increase your salary. Certified professionals earn up to 18% more than their non-certified peers. Prove your willingness to invest in your own development. Demonstrate your commitment to your profession. Improve your skills and knowledge Represent your personal achievement. Build confidence in your knowledge of the profession. *Based on the HR Certification Institute survey of top business leaders HR as a Business Leader (32%) Development and Talent Management (29%) HR Service Delivery (23%) Measurement (16%) Testing Dates and Application Deadlines NOTE: the HRBP/HRMP certification exams are not offered in the US Testing dates 1-31 March Sep 2016 Regular registration 1 Oct Jan Mar - 24 Jul 2016 Late registration* 10 Jan -13 Feb Jul-21 Aug 2016 * Subject to a 75 USD late fee. Exam Fees HRBP Exam Pricing 275 USD HRMP Exam Pricing 375 USD *The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute s criteria to be pre-approved for recertification credit. HR 3

4 COURSE OVERVIEW Why HRCI Certification? The HR Certification Institute offers a comprehensive portfolio of advanced professional credentials for HR professionals worldwide. Through the combination of formal education and experience, adherence to high ethical Standards, demonstrated knowledge and achievement through exam and a renewed commitment to continuing professional development, certified HR professionals enhance their credibility and the organizations they serve. 120,000+HR professionals worldwide proudly maintain the HR Certification Institute s credentials as a mark of high professional distinction. Extracted ABOUT The Human Resource Management Professional (HRMPSM) is a globally relevant credential that is designed to validate management-level core human resource knowledge and skills. The credential demonstrates mastery of generally accepted HR principles in strategy and policy development as well as service delivery. Independent of geographic region, the credential complements local HR practices. Through demonstrated knowledge, the credential enhances the credibility of HR professionals and the organizations they serve. HRMP Prep Course Agenda DAY ONE AND TWO functional area 01 HR AS A BUSINESS LEADER (32%) 1. Participate actively in the development of the organization s strategy 2. Determine how the organization s strategy guides workforce requirements (for example, decide how human capital strategy will support the business; identify workforce skills for the future) 3. Assess future business opportunities (for example, mergers and acquisitions; building new operations) 4. Conduct due diligence before acquiring another company (for example, evaluate important information about the potential acquisition) 5. Integrate the people, systems and cultures during mergers and acquisitions 6. Create an effective HR organization by establishing major roles and HR responsibilities; consider which functions will be outsourced or kept inside the company 7. Lead the organization in establishing values, ethics that support its strategy 8. Participate in the organization s social and environmental responsibility initiatives 9. Lead the HR function in the organization 10. Advise the organization and its business leaders on HR issues 11. Align the organization s employees, plans and programs with the company s business strategy 12. Establish and promote HR strategy throughout the organization (for example, global, regional. and local practices; strategies based on economic conditions) 13. Integrate local and global HR practices 14. Lead the executive management team in important HR discussions and decisions Complementary Prep-Learning System for all Delegates DAY TWO AND THREE functional area 02 PEOPLE DEVELOPMENT AND TALENT MANAGEMENT (29%) (a) People Development (b) Talent Management 1. Develop programs and processes that motivate and retain employees in the company (for example, plans for career development) 2. Support the organization s goals through training and educational programs 3. Analyze conditions affecting the organization s source of employees (for example, the average age of the available workforce, global sourcing of talent, job changes including rotation of positions, global mobility) 4. Coach and train managers on performance management systems and processes 5. Create a work environment that results in high retention and productivity 6. Encourage an organizational culture that welcomes new ideas and innovation 7. Facilitate and manage change in the organization 8. Develop programs and processes that promote diversity and inclusion and support a global workforce 9. Build effective employee relations (for example, employee support programs, involvement with works councils, labor unions, and worker committees) 10. Establish programs to identify and develop high potential employees (talented employees who are important contributors) 11. Create succession plans and promote the development of future leaders 12. Develop and promote learning opportunities for employees (for example, knowledge management, transfer of knowledge across the organization, and continuous learning ) 13. Develop professionally and continue to learn about the latest trends and ideas in Human Resources 4

5 increase your global competitiveness DAY FOUR functional area 03 KNOWLEDGE OF HR SERVICE DELIVERY (23%) 1. Develop and implement effective HR marketing, branding, recruiting, and hiring processes 2. Establish programs that support a balance between employees professional and personal lives (work/ life balance) 3. Conduct research to analyze the workforce (for example, skills available locally, salary requirements) 4. Use HR technology and tools to deliver HR services (for example, payroll, employee self-service, social networking, and Human Resource Information Systems [HRIS]) 5. Plan and implement employee benefits programs 6. Develop and implement salary and bonus programs (compensation plans) and other forms of employee recognition 7. Plan for and integrate new employees into the organization (for example, new-hire orientation and training [on-boarding]) 8. Manage programs to meet employees needs (for example, expatriates, disability challenges, family care, employee health and safety) 9. Manage employees who are returning to the organization (for example, people returning from maternity leave, expatriates returning home, people ending sabbaticals, or employees returning from layoffs) 10. Manage employees leaving the organization (for example, dismissals, layoffs, and retirement) 11. HR discussions and decisions DAY FIVE functional area 04 MEASUREMENT (16%) 1. Establish and review results of an employee performance management system 2. Establish and analyze HR metrics as they relate to the organization s goals (for example, employment statistics, return on investment [ROI] of HR activities, employee satisfaction surveys, productivity data, and organizational analysis) 3. Connect individual and team performance to organizational measures of success and report the metrics to management 4. Establish and analyze key performance indicators (for example, outsourcing data, cost per hire, HR measurement tools [scorecards] and, trend analyses) PROGRAM TIMINGS Registration will begin at on Day One. The program will commence at each day and continue until There will be two refreshment breaks and lunch at appropriate intervals. IN-HOUSE If interested to run this course in-house please contact Val Jusufi at or DISTANCE LEARNING PROG. If interested to run this course with our distance learning program please contact Agron Kurtishi at or Delivery Type Pre-requisites Level This Program is worth Group Live None Advanced Training 35 NASBA CPE credits * This program outline is based on the competency requirements by HRCI. The HRBP, HRMP Bodies of Knowledge are copyrighted by the HR Certification Institute. ** SHRM Learning System Is NOT included in this program. For further self-study, it can be purchased individually directly from SHRM website HR Certification Institute. All rights reserved. HR 5

6 increase your global competitiveness DATES & LOCATIONS You can check the weather for your city here May DUBAI, UAE December RIYADH, KSA 6

7 HUMAN RESOURCE MANAGEMENT PROFESSIONAL - Review Course registration form Date: COURSE DETAILS Location: DELEGATE DETAILS Name: Job Title: Tel: Mob: Name: Job Title: Tel: Mob: Name: Job Title: Tel: Mob: Company: Post Code: Tel: COMPANY DETAILS Address: Country: Fax: BOOK EARLY SAVE US$ 400 SAVINGS & DISCOUNTS Register 2 months before Register 1 month before EARLY BIRD DISCOUNTS 4 EASY WAYS TO REGISTER US$ 3790 US$ 3990 Final Price US$ 4190 GROUP DISCOUNTS 3-4 Delegates 20% 5 Delegates 25% *please note that all group discount are given on the final price PAY BY CREDIT CARD PAY BY INVOICE TERMS & CONDITIONS 1. Payment Terms 100% payment of the full amount upon receipt of the invoice. The Withholding Tax and other transfer related charges should be covered by the payer 2. Cancellation Policy i. All cancellations must be done in writing. ii. Full refund for cancellations will only be paid to a maximum of one week from the invoice date. iii. 50% refund for cancellations will only be paid to a maximum of two weeks from the invoice date. iv. No refund for cancellations done after 2 weeks from the invoice date. Substitute is always welcomed; if not possible a credit will be given which can be used for any of LEORON PDI up to 1 year. 3. Force Majeure: If the event is postponed, canceled or abandoned by reason of war, fire, storm, explosion, national emergency, labor dispute, strike, lock-out, civil, disturbance, actual or threatened violence by any terrorist group, or any other cause not within the control of our organization, we shall be under no liability to Company for non-performance or delay in performance of obligations under this contract or otherwise in respect of any actions, claims, losses (including consequential losses) costs or expenses whatsoever which may be brought against or suffered or incurred by Company, as the result of the happening of any such events. 4. Complaint and Refund: For more information regarding administrative policies such as complaint and refund, please contact Val Jusufi, Managing Director at: Tel: , Fax: , 5. Governing Law: This contract shall be governed by and construed in accordance with the Laws and Regulations of DMCCA. I have read and agreed to the following terms and conditions Signature:

Allan Gardner. Expert Trainer. www.leoron.com 2

Allan Gardner. Expert Trainer. www.leoron.com 2 Expert Trainer Allan Gardner With over 35 years of experience in the Human Resources field, Allan is a seasoned International Human Resource Professional, with a diverse background encompassing the successful

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