CPHRC Certified Professional in Human Resource Management & Compensation

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1 Institute for Human Resource Management Education The World s Largest Body / Provider of Generic HR Professional Certifications Offered in Arabic & English CPHRC Certified Professional in Human Resource Management & Compensation Your International Passport to the HR World Bahrain Oman Qatar

2 Institute for Human Resource Management Education Introduction: The HR Certifications World Latest Developments In the latter part of 2014, the world s largest HR Membership body, SHRM of the USA initiated a significant change to the HR Certification World. SHRM having birthed the Human Resource Certifying Institute (HRCI) some 30 years decided that from January 1, 2015 they would no longer endorse/recognize the Certifications issued by HRCI, these being the PHR, SPHR and GPHR. SHRM would instead issue its own new Certifications commencing January 1, 2015, which will initially be restricted to those currently with HRCI Certifications converting to the new Certifications by way of a simple tutorial, an examination and payment of a fee. SHRM will not hold examinations for their new Certifications till at least the 2nd half of 2015 for those currently seeking Certification. Their new Certifications will be US centric, that is based solely on US Law and practice. HRCI in the meantime, now having completely divorced from SHRM, they had to move to new offices outside the SHRM HQ. HRCI not being other than an Examination body will now seek to re-brand itself and/or perhaps become a competitor to SHRM for membership. HRCI until now had relied on the SHRM Learning System for student examination preparation, however as the owners of this system SHRM will no longer provide same to a Competing Certification, thus HRCI has no access to preparation materials. So all and every person who wishes to take the HRCI examination (on-line) has virtually no access to preparation materials as well as authorized course preparation providers. To be a SHRM provider you cannot also be a HRCI examination material provider, we understand.

3 In the meantime there remains much confusion about the CIPD product offered as a Perhaps Certification. CIPD is the World s oldest Professional HR body. They require applicants to pass prescribed examinations in order to become Professional Members who are entitled to use the suffix MCIPD or FCIPD after their name. This denotes that they are indeed professionally qualified to a standard established by CIPD. The CIPD program generally available in the GCC, amongst others, is a Diploma offered by CIPD Enterprises Pty Ltd which is a for profit arm of CIPD. Being successful in this Diploma does NOT qualify you for professional membership of CIPD. In the meantime ihrme continues to offer a range of generic HR Certifications to the HR/Training Industry. ihrme although based in the USA has offices throughout the World and unlike the other bodies is NOT a membership body and provides both examination preparation courses, with the requirement that Faculty must be approved by ihrme and holds the relevant Certification prior to conducting programs. ihrme is currently the World s largest provider of generic HR Certifications and is the only body with fully translated courses in Arabic. Currently ihrme has a number of significant GCC Government contracts to train and certify citizens. In order to determine what may meet your specific needs, ihrme ask you to review the materials on the website (http://www.ihrme.org) so you can determine what would be appropriate to meet your needs for professional development. Alternatively, you may contact our partners Horizons HRD and Horizons Internationals to explore your HRM business needs. About The CPHRC ihrme Certified Professional Programs are designed not only for HR professionals but also for those who have interest in working in the functional areas of HRM and those who aspire to management at any level in either the private or the public sector. These certifications have been developed by senior practitioners who are recognized experts in the field of Human Resources and Remuneration, as a direct result its courses are designed to address and convey leading edge practices in Human Resource Management and to help participants gain a command of the relevant body of knowledge that has been defined by various global bodies including the World Federation of People Management Associations (WFPMA), the world s peak HR body. ihrme has developed a competency model which reflects this defined body of knowledge and upon which each course in the program is wholly based. Given the growing need for HR professionals in the World, the purpose of ihrme Certification Programs is to provide professionals with learning experiences, concepts, skills and procedures that will help them in developing and leveraging human expertise and for improving both personal and organizational performance.

4 ihrme HR Professional Certifications Objectives To inculcate an understanding of how HR contributes to the effectiveness of the organization as a whole. To develop an appreciation of the theoretical and practical approaches to human resources management. To develop the practical skills necessary for employment in positions designed to encourage, develop and retain employees. To reinforce sound management skills particularly in people management, self-awareness and communications. To acquire the skills and techniques of work system design and determination of rewards for employees; and to be able to assess future issues of relevance to human resource management. To develop aspiring leaders with a strong sense of ethics and social responsibility and an awareness of how societal changes necessitate organizational change. To develop communications by using a series of practical skills acquisition activities and discussions that consider the value to the individual and their organization of networking, inter and intra team communications, personal presentation skills, and the formal and informal communication exchange. The curricula will emphasize critical thinking, creative problem solving and personal development to enhance the HR Professional s performance in a dynamic, changing, culturally diverse and globally expanding work environment.

5 Why business professionals need the CPHRC?? CPHRC is the world fastest growing professional qualification and in today s ever-changing business environment, organizations demand multi-skilled individuals who can manage far more than their predecessors. In the past 10 years, just in the GCC Region, over 3000 professionals have been qualified, most of them through the sponsorship of National Government Bodies. The program addresses core human resource knowledge and demonstrates mastery of skills linked to globally bench-marked HR principles. The s/ Courses are designed to address and convey leading edge practices in various areas of Human Resources Management in order to help participants gain a high command of the relevant body of knowledge that has been defined by various global HR bodies including the World Federation of People Management Associations (WFPMA), the world s peak HR body. ihrme inc has developed a competency model which reflects this defined body of knowledge and upon which each course in the program is wholly based. The program consists of 4 series of courses; each course has forty (40) contact hours (delivered over 5 Days) plus assignments and examination given on the last day: CPHRC Certified Professional in Human Resources Management & Compensation CPHRC 1: HR Generalist Certificate CPHRC 2: Certificate in Compensation Management CPHRC 3: Global HR Strategic Management Certificate CPHRC 4: Certificate in Leadership & HR Decision-Making The completion of these courses and passing their examinations qualify the participant to become a Certified Professional in HR and Compensation CPHRC. CPHRC 1 HR Generalist Certificate CPHRC 2 Certificate in Compensation Management CPHRC 3 Global HR Strategic Management Certificate CPHRC 4 Certificate in Leadership & HR Decision Making CPHRC Certified Professional in Human Resources Management & Compensation

6 Earning the CPHRC International Designation & Other Professional Benefits: In addition to the CPHRC certification, you will earn the following The CPHRC shows that you have completed a graduate level of Human Resources Management education and you have substantial experience in managing projects on a regional and global level. Become part of ihrme alumni of over from all over the world. The ability to use the CPHRC designation on your business card and resume. Get updates about new coming certification programs. Program Duration & Methodology The CPHRC Certification program requires completion of 4 courses, each course carries 40 contact hours (runs over 5 days) total of 160 contact hours for the whole program. It is a highly interactive and intensive program, during which participants benefit from a variety of learning methods / experiences, including: lecturing, individual and team case studies, role plays, and group / team works. Who Should Attend? The CPHRC professional certification is aimed at executives & leaders (from Private & Public Sectors), HR professionals/hr fresh graduates, middle and senior managers who are in charge of teams and who are involved in talent sourcing, development, use and retention activities. The modules courses are highly useful for general managers as well as human resource generalists, payroll & compensation specialists, SME business owners, entrepreneurs and all individuals who are interested in developing their understanding and knowledge of HR management and the future trends and challenges.

7 Program Description

8 CPHRC 1: HR Generalist Certificate Outlines 1 HR Foundations 1.1 Discuss HR s roots 1.2 Define the key characteristics of a profession 1.3 Define the Human Resources (HR) profession 1.4 Identify the roles of HR professionals 1.5 Discuss the HR profession in the 21st century 1.6 Identify the key outcomes of HR s strategic focus 1.7 Discuss the impact of national cultures 1.8 Consider Behavioral theories & motivation 1.9 Discuss Ethics in business 2 Business Essentials 2.1 The elements of a business 2.2 Fundamental accounting concepts and principles 2.3 Principal financial statements 2.4 The balance sheet 2.5 The income or profit and loss statement 2.6 Cash flow statement 2.7 Sources of funds 2.8 Financing the business 2.9 What business are we in? 2.10 Statistics for HR 3 Staffing 3.1 Work force Planning 3.2 HR Forecasting strategy 3.3 Succession Planning 3.4 Replacement Planning 3.5 Evaluate recruiting methods. 3.6 Explain the selection process. 3.7 Identify key selection tools. 3.8 Recognize interview biases 4 Remuneration 4.1 Discuss remuneration. 4.2 How to pay employees in the local region. 4.3 Undertake job analysis and documentation. 4.4 Job evaluation. 4.5 Develop a pay structure. 4.6 Discuss benefits in an overview.

9 5 Performance Management 5.1 Define performance management. 5.2 Consider initiatives to improve performance. a. Balanced Scorecard, b. Total Quality Management, c. Reengineering, d. Team Briefing 5.3 Discuss organizational performance planning. 5.4 Defining and measuring performance. 5.5 Review issues of corporate culture. 5.6 Describe Contribution Review (AKA Performance Appraisal) 5.7 Discuss Contribution Review methods. 5.8 Describe common review errors. 6 People Development 6.1 Discuss people development 6.2 Describe career management 6.3 Consider the purposes of induction, development, and training. 6.4 Explain effective adult learning. 6.5 Describe the role of training objectives. 6.6 Review the various types of on-the-job and off-the-job training. 6.7 Discuss the levels of evaluation. 7 Labor Law 7.1 International laws and treaties a. ILO b. OECD 7.2 Regional agreements and determinations 7.3 The Local Region: Its special requirements 7.4 Individual countries of the MENA region 7.5 General provisions of Discrimination and Harassment laws 8 HR in Practice 8.1 HR administration. 8.2 HR information systems. 8.3 The HR process in real life. 8.4 Case study - A day in the life of -

10 CPHRC 2: Certificate in Compensation Management Outlines 1 Total Remuneration 1.1 Total Remuneration Model 1.2 Human resources strategy 1.3 Effective compensation strategies: Characteristics 1.4 Strategy issues 1.5 Characteristics of total compensation 1.6 Direct compensation strategy issues 1.7 Direct compensation elements 2 Job Analysis & Job Documentation 2.1 Base pay policy 2.2 Job analysis 2.3 Job design 2.4 Job documentation 3 Job Evaluation 4 Base Pay Determination 3.1 Job evaluation 3.2 Ranking 3.3 Classification 3.4 Market Based 3.5 Job-Component 3.6 Point Factor 4.1 Job pricing 4.2 Pay structure 4.3 Pay determination 4.4 Program administration 4.5 Merit pay 4.6 Individual pay approaches 4.7 Pay progression 4.8 Salary ranges 4.9 Delivering merit pay adjustments 4.10 Other optional pay systems

11 5 Costing of Pay Systems 5.1 Costing 5.2 Timing of payments 5.3 Focal point Increases 5.4 Variable timing increases 5.5 Participation rate 5.6 Individual pay rate administration 5.7 Developing Merit matrices 6 Performance Management 6.1 Performance planning 6.2 Continuous measurement and feedback 6.3 Realignment of standards as appropriate 6.4 Performance Review (AKA-Contribution Review) 6.5 Developmental assessment/program 7 Variable Compensation 7.1 Why variable pay is different 7.2 Economics & motivation 7.3 Communications 7.4 Plan design and implementation 7.5 Types of plans 7.6 Other recognition plans 8 Specific Employee Types 8.1 Executives 8.2 Sales personnel 8.3 Professionals 8.4 Team members 8.5 Part-time employees 8.6 Contractors 8.7 Expatriates 9 Administration & Evaluation 9.1 Developing an evaluation model 9.2 Evaluators 9.3 Performing technical audits 9.4 Conducting perception audits 9.5 Applying audit results The bottom line

12 CPHRC 3: Global HR Strategic Management Certificate Outlines 1 Global Human Resource Management Strategy 2 Culture 1.1 Strategies for staffing across national borders 1.2 Strategies for developing multinational employees 1.3 Performance management strategies for multinational employees 1.4 Rewards strategies for a multinational workforce 2.1 Defining, Evaluating and Shaping Organizational Culture 2.2 Understanding Workforce Cultures (National/Ethnic; Generational; Occupational) 3 Strategies for Staffing a Global Organization 3.1 Identifying staffing needs and a strategy for meeting them 3.2 Developing sources of the required talent 3.3 Media for reaching candidates, including E-based technology 3.4 Marketing the organization as an organization of choice 3.5 Selection & placement methods & processes 3.6 Organizing the staffing function 4 Strategies for Developing a Global Workforce 4.1 Defining employee roles and career progressions 4.2 Formulating a development strategy to promote career growth 4.3 Utilize career management programs to facilitate retention 4.4 Designing training/development programs to meet strategy 4.5 Developing plans to effectively utilize workforce diversity 4.6 Evaluating development program effectiveness

13 5 Performance Management Strategies for a Global Workforce 5.1 Defining performance at the organizational, unit & individual levels and identifying relevant measures. 5.2 Designing processes for performance planning, measurement, feedback, development & evaluation 5.3 Measuring & evaluating performance at all levels 5.4 Applying technology to performance management processes 5.5 Evaluating the effectiveness of performance management systems 6 Remuneration Strategies for a Global Workforce 6.1 Characteristics of an effective remuneration strategy 6.2 Formulating an appropriate remuneration strategy: the issues 6.3 Structuring the total rewards package 6.4 Determining the basis for rewards (job; person; results) 6.5 Alternative base pay strategies 6.6 Alternative variable pay strategies 6.7 Communicating remuneration strategies & programs 7 International Employee Relations & Regulations 8 Leadership in Global Organizations 7.1 Effective employee/labor relations strategies in today s new world 7.2 Employee empowerment: Legal approaches 7.3 Diversity management: Legal issues and implications 7.4 Workplace security: background checks, security procedures & other techniques for providing a safe environment 7.5 Privacy issues & strategy implications 7.6 Discrimination: strategies for up-to-date employer compliance 7.7 Alternative dispute resolution strategies 7.8 Court decisions and regulatory agency activities influencing HR legislation influencing HR 7.9 Strategic responses to legal/regulatory realities Alternative leadership strategies (position-based vs. personbased; transactional vs. transformational) 8.2 Defining, evaluating & shaping organizational culture 8.3 Adapting leadership strategies to cultural realities H.R. s Contribution to the Success of Global Organizations 9.1 HR s key contribution: Building social/intellectual capital 9.2 Competencies required for HR professional (personal; business; technical) 9.3 Alternative strategies for staffing & developing the HR function 9.4 Measures of HR effectiveness

14 CPHRC 4: Certificate in Leadership & HR Decision-Making Outlines This final Course in the CPHRC program is unique amongst other HR certification programs in that it is highly interactive and involves the reinforcement of sound management skills particularly in people leadership, awareness of self, performance management, Statistical analysis and interpersonal communications. It is based upon the single premise that you cannot manage people, you manage processes but you must lead people. Its aim is to engage and discuss with participants the positive results achieved through the communications process. To adopt a self designed strategy in communicating with and engaging their workforce to achieve excellence in performance. How to use Quantitative Analysis to resolve issues facing daily businesses both Government and private sector The two activities are interwoven in that nine case studies are undertaken in a team setting so that all participants get to see and experience the relationship between the analysis of data and leading people to excellence in performance Activity 1 Leadership through Communications 1.1 The leadership role 1.2 Teams: Forming, developing and leading 1.3 Self discovery-who am I? How do others see me? 1.4 How to leverage the power of communications 1.5 Presentation Skills 1.6 Active listening 1.7 Body language 1.8 Leadership in Action 1.9 Achieving results 1.10 Problem Solving Activity 2 HR Decision-Making Using Quantitative Analysis 2.1 Introduction 2.2 Frequency distributions and histograms 2.3 Measures of location 2.4 Measures of variability 2.5 Simple linear regression 2.6 Nonlinear regression 2.7 Survey analysis and pay structure 2.8 Additional topics 2.9 Range spread relationships 2.10 Salary increase budget and administrative pay structure 2.11 Communication the pay structure

15 CPHRC Program Current Training Calender CPHRC 1 CPHRC 2 CPHRC 3 CPHRC 4 Arabic August א 6-10 September November December English א August א 6-10 September November December English א August א October אכ 8-12 November 6-10 December Arabic August א October אכ 8-12 November 6-10 December Arabic September October אכ November December For ensuring flexibility and offering more options, please note that the 4 courses are conducted in 3 different countries. Participants can choose the date and venue that suits them.

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