ADVANCED HR MANAGEMENT SYSTEM

Transcription

1 Training Title ADVANCED HR MANAGEMENT SYSTEM Training Duration 10 days Training Venue and Dates Advanced HR Management System December $7,000 Dubai, UAE Training will be held at any of the 5 star hotels. Exact venue will be informed later. Training Fees 7,000 US$ per participant for Public Training includes Materials/Handouts, tea/coffee breaks, refreshments & Buffet Lunch Training Certificate Define Management Consultancy & Training Certificate of course completion will be issued to all attendees. COURSE DESCRIPTION Today's managers need to develop a wide range of specialist skills and knowledge to drive performance and help their organisation achieve success in a tough global market. Human Resource /Personnel Management (HRM) are key drivers of competitive advantage and effective change management. In fact, personnel and development practices play an important role in almost every aspect of an organisation's activities. This course provides a comprehensive and modern overview of the role and activities of the Human Resource \Personnel (HR) Department for those new to HRM, those who wish to enter the field or for any existing HRM personnel who need to stay up-to-date on current practices and trends. AIMS The course will create awareness of the work of the Human Resource \Personnel (HR) Department in a modern organisation. Delegates will learn about the processes involved, the systems used and the skills needed to be successful. They will explore personnel activities ranging from a recruitment interview to a dismissal meeting, discovering the skills required and the role of the HRM Specialist along the way.

2 COURSE OBJECTIVE By the end of this course delegates will be able to: To develop awareness of key HR and HRD strategies for improving organisational success Describe the work and structure of a modern personnel (HR) department Understand Strategic HRM approaches (SHRM) Determine when personnel interventions are necessary Describe the steps involved in a recruitment campaign State the HR requirements for the induction of a new employee Describe the uses of different selection and recruitment tools Help to plan and conduct an employee grievance investigation State why accurate and accessible HR records are essential The use of HR administrative and support systems State the benefits of having an HR Strategy ORGANIZATIONAL IMPACT This course is designed to provide new and current members of the HR Department with the knowledge and awareness that will enable them to successfully work in and add value to the department and the organisation as a whole. The Participant s organisation should see an immediate return on their investment. Longer-term benefits should include more focused support for the organisation built on a thorough understanding of the functional role and responsibilities. Participants are encouraged to take new ideas and strategies back to their workplace for discussion with their managers. PERSONAL IMPACT Delegates will gain insight into the work of the HR Department. They will learn the about the latest methods that HR professionals utilise today for building a high performance organisation. They will be comfortable working in a HR Department having had a strategic overview of the department s activities and methods of working. COMPETENCIES EMPHASISED Strategic thinking Fostering Teamwork Developing Others Communication Interpersonal Awareness Influencing Others

3 Self Confidence Flexibility METHODOLOGY There are detailed presentations supporting each of the topics together with interactive trainer lead sessions of discussion. There will also be practical sessions where delegates have the opportunity to practice and experience some personnel tasks. Role-plays, case studies, videos, small group work, exercises and feedback will be used to facilitate learning. WHO SHOULD ATTEND? Anyone who works in Human Resources, Personnel or related areas. This course is also suitable for those interested in a career in HRM. Line managers would also benefit from an understanding of the HR role and function. Those who manage, supervise or have an organisational interest in HRM and want to examine modern practices. HR, Occupational Health & Safety and training staff who need to be up to date and wish to attend a valuable course. COURSE OUTLINE An overview of the Human Resources Department Introducing Human Resource Management (HRM) Human Resource Management V Personnel Management Main activities, responsibilities and tasks of HRM Strategic HRM Personnel jobs and systems Typical department structure HRM department case study Qualifications and professional study Personal qualities needed for HRM work Administration & Performance Management Administration and business support Monitoring and reporting, e.g Sickness and Absence Absence management case study Introduction to HR databases and computer systems Security and confidentiality

4 Manager and employee access to information security issues Performance management and appraisal systems The employee disciplinary interview Assessment of employees training needs and designing development plans The importance of corporate objectives, policies and plans Aligning training with the business needs Recognizing when development needs occur the drivers for training and development and the symptoms of a need Aligning management, HR, training and the business strategy Separating Wants and Needs and ensuring needs are aligned with job requirements Identifying the training and development needs of three elements, the organization, groups within it, and individual needs How to assign responsibility for identifying training needs Develop your needs analysis toolkit 7 methods and support templates to support training needs analysis Aligning performance appraisal with training and developments plans and succession plans for each employee Recruiting, rewarding and retaining employees Flexibility and introducing the flexible firm Pay and reward, compensation and benefits Introducing total reward concepts Recruitment and selection Assessment and development centres The use and limitations of aptitude tests and psychometrics Use of references Induction for new employees Managing Leavers and Termination of Employees Avoiding expensive mistakes Rightsizing and Downsizing excess of labour Redundancies counting the cost Why do people leave The early indicators of dissatisfaction The resignation process and notice periods The disciplinary process The importance of maintaining discipline

5 Termination with or without rights Contract terms, notice periods, termination payments and benefits due Dealing with probationers and poor performance Alternatives to dismissal suspension, demotion, transfer, financial penalty INSTRUCTOR S PROFILE DR.SANDRA S. YOUSSEF- PHD Experience Overview: Over 5000 hours of face-to-face and online training and teaching in different fields and in different countries as Europe, UAE, Egypt, Libya, Gulf, Africa and Asia. Lectured over 1000 students from different nationalities and languages on different topics as "Sales and Marketing Management", "Basics of Management", "Leadership in the Future", Organizational Behavior" and "Corporate Communications" Planned, designed and instructed MBA Course for students in Europe, Middle East and Asia on Sales and Marketing Management module, General Management, Leadership and HR Management Trained different positions and job levels in different industries on subjects as Selling Skills, Win Win Negotiations, Team Building, Customer Service Excellence, Performance Management, Leadership and Business Planning Created successful training programs with various e-learning components on different topics and delivered them successfully with high evaluation rates from attendees Education: PHD Human Centered Communication Informatics Aalborg University (started in April 2011) MBA (Master of Business Administration)-Major Marketing Year 2001 MBBcH (Bachelor of Medicine and Surgery) - Cairo University Year 1994 GCE (General Certificate of Education) - University of London June 1988 MBA Courses Lectured: Sales and Marketing Management Leadership in the future Consumer Behavior HR Management General Management International Marketing

6 Training Courses Conducted: Basic Selling Skills Performance Management Systems Human Resources Management Office Management Skills Business Writing Skills Advanced Procurement Management Performance Management Systems Executive Supervisory Skills Diversity in the workplace Performance Management Systems Interviewing Skills Managing Leavers avoiding expensive mistakes Time Management Negotiation Skills Training Coordinators Workshop Assessing Training Needs Public Relations Management Change Management Customer Relations Mnaagement Customer Service Skills Problem Solving and Decision Making Sales and Marketing Basics Presentation skills and Business Communication Negotiation skills Coaching as a management style Customer Typologies Products Positioning Targeting and segmentation Micro-marketing Team Building Clients: Schering Plough Pharmaceuticals Kuwait Petroleum Corporation (KPC) SPIMACO Pharmaceuticals Qassim Cement JULPHAR Pharmaceuticals

7 Abu Dhabi National Oil Company (ADNOC) Saudi Aramco (Arabian American Oil) KAHRUMA Qatar (Qatar General Electricity and Water Corporation) Oman Oil Company Professional Experience: Education and training Consultant International Business School of Scandinavia (IBSS) Year 2009 Till Present Key Responsibilities: Identify core competencies of workforce and deploy competency mapping in the company. Identifying training and development needs through job analysis, appraisal schemes and regular consultation with business managers and human resources departments Designing and developing training and development programs based on both the organization s and the individual s needs. Working in a team to produce programs that are satisfactory to all relevant parties in the organization. Plan, create and assemble participant and facilitator materials necessary to execute a successful training experience. Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops. Identify the need for, design and release training curriculum in both paper and e- learning formats. Prepare departmental training budget. Monitor, coach and guide training team, including trainers and/or training assistants, to ensure an outstanding classroom experience. Design training curricula by using specialized knowledge, obtained through advanced education and/or substantial work experience. Manage the integration of established internal training courses with technical and professional courses provided by external training firms and vendors. Train instructors and supervisors in techniques and skills for training and dealing with students and staff.

8 Compile, analyze and report on various metrics related to training, QA and retention which will be delivered to various members of the executive leadership team. Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement. Develop testing and evaluation procedures. Business Unit Manager- Head Quarters Gulf Pharmaceutical Industries (JULPHAR) United Arab Emirates (UAE) Year Key Responsibilities: Responsible for establishing product strategies for the Gastrointestinal Line of Products with sales of 93.4 Million AEDs annually which represents 16% of the total company turnover. Responsible for marketing and sales of 26 different brands in the GIT line (125 different forms) and developing the appropriate tactics and tools to achieve qualitative and quantitative objectives in 30 different countries (UAE, Saudi Arabia, Kuwait, Bahrain, Qartar, Oman, Yemen, Lebanon, Syria, Jordan, Iraq, Egypt, Sudan, Libya, Tunisia, Afghanistan, Malaysia, Indonesia, Kenya, Ethiopia, Mali, Mauritius, Ecuador, Bolivia, El Selvador). Responsible for initiating the registration of assigned products in 10 new countries (Iran, Pakistan, Phillipines, Morocco, Algeria, South Africa, Ghana, Senegal, Nicaragua and Panama), proposing prices and market shares, coordinating all relevant tasks to assure product registration and prepare all launch activities in different markets and follow up all the prerequisites for the launch (stock, tools, proper timing with no overlap with other products launch, etc). Responsible for assessing existing as well as potential market opportunities, product positioning and targeting strategies through secondary desk research (IMS Sales and Medical Data analysis of different countries) and adhoc market research (if needed). Responsible for developing promotional campaigns and message platforms per product per country as well as follow up on their implementation and their reflection on sales in different markets. Key Achievements:

9 Organized and conducted an International Symposium for RISEK in coordination with 3 GIT international reputable organizations. The Symposium was attended by 174 Physicians and 15 Countries were represented in this meeting: UAE, Oman, Yemen, Saudi Arabia, Afghanistan, Bahrain, Egypt, Iraq, Jordan, Kuwait, Lebanon, Libya, Qatar, Sudan and Syria and has resulted in global increase in GIT sales of 32% following symposium. Prepared and conducted Initial Training for ALL 26 GIT Line of Products for newly hired Medical Representatives of UAE, Oman, Jordan, Lebanon, Syria, Kuwait, Bahrain, Qatar, Saudi Arabia, Egypt, Libya, Sudan, Yemen, Pakistan, Ethiopia, Mauritius. Sales and Marketing Consultant Al Hadaf Pharma Group-Libya Year 2006 Key Responsibilities: Responsible for Libyan pharmaceutical market analysis and development of marketing strategies and implementation plans for already existing as well as potential companies range of products. Key Achievements: Developed a detailed marketing and sales plan for Schering Plough line of products in Libya based on a market survey and analysis of the Libyan market and accordingly developed a detailed DATABASE for the HCP system in Libya. Product Manager Schering-Plough Egypt Year 2001 Till 2005 Key Responsibilities: Responsible for pre-launch and launch marketing plans and implementation strategies of AERIUS, in addition to developing and implementing marketing strategies to drive growth of the already existing Respiratory and Dermatology products mix (CLARITINE CLARINASE - ELOCON- DIPROFOS). Responsible for monitoring and control of budgetary expenditure. Responsible for Sales Force Training and on job coaching. Key Achievements:

10 Planned and implemented successful Marketing plans that resulted in increased Market Share of CLARITINE from 20% to reach 23% and CLARINASE from 36% to reach 39% (as measured by IMS Pharmaceutical Index). Managed successfully ELOCON (Plain topical corticosteroid) and achieved an increase in its Market Share from 15% to 20%. Managed successfully DIPROFOS (long acting systemic steroid) and achieved an increase in its Market Share from 56% to 69%. Trained Sales Force on product information, competition handling and selling skills and continuously coached them in-house as well as in-field in terms of message delivery, product knowledge, competition handling and positioning of the Assigned Products. Marketing Coordinator Merck Sharp and Dohme, Egypt Year 1999 Year 2000 Marketing Product Specialist Parke Davis /Alkan, Egypt Year 1998 Medical Representative Janssen-Cilag Egypt Year