Certified Human Resources Management Consultant (HRMC Certificate)

Transcription

1 Certified Human Resources Management Consultant (HRMC Certificate) May 2016 Sweden

2 This program aims to teach the trainees all about the strategic planning for the HR within our Arab organizations, especially those related to the strategic thinking and HR policy. Also the program benefits include providing the trainees with the skills related to the inspection and analysis of the supply and demand within the labor force for a specific future period and the balancing thereof. All this based on the analysis of the short and long term targets, along with the assessment of the changes probable in the surrounding conditions. The planning for HR is considered the basis for further planning on national, regional, and sector basis. The main purpose of the planning for HR within organizations is providing the necessary labor force including the required number of employees with the relevant skills at the appropriate time and place. Acquiring the concept of the strategic thinking and the strategic planning for the HR and employee affairs. Acquiring the skills necessary for the application of modern trends in the HR management. Learning some forms of strategic planning approaches and mechanisms applied in a number of successful organizations of similar nature (Arab or regional organizations). Enabling the trainees of acquiring the strategic management skills in the field of HR management. Teaching the trainees the main principles and modern trends in the employee affairs and their relevant policies and their application in various organizations.

3 Developing the skills of the individual and group management, planning for the labor force, employee choosing, recruitment, and development technics, employee performance assessment, work problem solving and the planning for career development. Learning the principles of the policy and procedure setting for the employee affairs. Various introductions for HR management and employee affairs. Factors that should be considered when setting the policy and procedures for the employee affairs. Planning procedures for the labor force. Preparing the title label. Determining the training requirements and design training and development programs for the human resources. Effective interview and recruitment. Personal interviews and tests. First Training Section: The modern concept of the HR management. What is the International License for HR. Titles related to HR from the modern strategic perspective. The relation between HR department and other departments within the strategic planning. HR, training, and development department. HR management within the cosmopolitan organizations. HR role in the planning for the labor force from the strategic perspective. Choice and recruitment.

4 Career path from the strategic perspective. Wages and incentives according to the modern concepts. Deciding the applicable wage and incentive system. Post description and analysis. Creative incentives. Maintaining HR. Factors leading to the maintenance of the HR. Understanding, defining, assessing, and valuating the performance. Bonding between the performance level and the performance from the strategic perspective. Common mistakes within the practice of the performance valuation. Setting and determining goals. Evaluation as an aiding tool for the management. The administrative mood influencing the evaluation process. Characteristics and energies invested and non-invested and how to develop them. Determine the training and development needs. Performance evaluation interview: purpose, management, and technics. Suggest new structural organization. Principles of organization analysis and re-organization. Factors influencing re-organization. Title description concept. How to prepare the title description. The modern methods for the preparation of the title description. The concept of the title evaluation and its purposes. The concept of managing the human skills. Career development strategies based on the evaluation of the human factor. Career path development elements and components. Fields using the output of the title evaluation. Challenges facing the evaluation process and methods of treatment.

5 Practical procedures for title evaluation. Standards governing the development of the HR department. Evaluation methods (sequence- graduation- bullets- comparative). Skills necessary for those working in the HR development. The preparation of the final evaluation for the strategic plans. Elements and components of the title description and analysis. Second Training Section: The importance of the individual management and its role in leading the organization success. The modern concepts for the individual management in light of the arising challenges. Policies related to individual affairs: Choice. Recruitment. Movement. Training. Administrative development. Promotion. Structural wages and incentives. Preparation of the post budgetary. Labor force planning based on the project as a whole: Deciding the labor requirements. Determining the available labor force. Requirements for the labor force planning. Labor force planning forces within the Arab states. Specialized and personal skills necessary for the individual affairs management: Leading patterns and administrative communication methods. Managing the administrative problems.

6 Performance rates and performance evaluation methods. Title analysis, description, and evaluation. Career path planning and career development. The role of the individual affairs in realizing loyalty for the organization. Third Training Section: First: The main principles for the HR and individual affairs management: The relation between the HR management and the organization efficiency and effectiveness. HR management and individual affairs concepts. Introduction for the HR management and individual affairs. Various factors that should be considered when preparing the employee affairs policy. Second: Labor Force Planning: Concept and significance. Labor force planning phases. Skills (HR review method) Third: Replacement: Labor force attraction methods. Challenges facing labor force planning. Forth: Title Analysis and Description: Title description and analysis concept and usages. Data collection methods in title analysis. Title description and requirements preparation. Title description label preparation.

7 This course targets HR and employee affairs managers, officials, and supervisors in general. Also the course targets those responsible for the career planning, and supervising, or those willing to work in the planning, development, and promotion processes within any organization.