Expert Trainer Kevin Rutherford Kevin Rutherford is the Managing Principal of TalentLeap, Inc,, an international human capital consulting, education, assessment, and research firm that helps companies produce superior business results through strategic talent management. He also serves as the Chief Talent Strategist at Talent Management Academy, a strategic human resources education and knowledge exchange network dedicated to building HR professional s strategic capabilities. A successful entrepreneur, Kevin was an equity partner at Navicus, Inc, a leading employment screening and talent management software vendor. Serving in a variety of roles as CEO, EVP, and Chief Talent Advisor, Kevin helped grow the business rapidly receiving Inc. 5000 s fastest growing company s distinction four years in a row. The company s success resulted in an acquisition by Pinkerton, a division of Securitas in 2010. Kevin brings more than 25 years of corporate human resources leadership in the retail, banking and grocery industries. He has had a number of unique challenges with high growth, international, turnaround, and start-up companies. Prior to his entrepreneurial endeavors starting in 2004, Rutherford held the top HR position with Borders/Waldenbooks, Michaels Arts & Crafts, and Garden Ridge. Earlier, Kevin served in progressively responsible positions in recruiting, organizational development, labor relations, compensation, and benefits with Chemical Bank, The Limited Brands, HEB Grocery, and the US Air Force. During his career, he developed numerous cutting-edge recruiting, compensation and people development systems that were profiled by Recruiting Strategist, HR.com, Human Capital Institute, National Association of Stock Planning Professionals, and The Corporate Leadership Council. Leveraging his diverse background, Kevin is a strategic advisor to a wide range of organizations including emerging growth companies, global corporations, government and military agencies, and non-profit organizations. A sampling of consulting and education clients include Robert Half International, Oracle, Abbott Labs, Fifth Third Bank, TIAA-CREF, FedEx, Molex, Waste Management, Northwestel, TengizChevroil, Black Elk Energy, the City of Arlington, TX, the Central Intelligence Agency, the US Army, the US Air Force, and the American Red Cross. He shares his passion and knowledge of the field as a frequent speaker at HR conferences, industry and private events. His engaging style and how to, content-rich presentations always rank him in the top 10% of speakers. Mr. Rutherford holds multiple national certifications in Human Resources, Compensation, Human Capital Strategy, Recruiting, Workforce Planning, and Coaching. He has completed the University of Michigan Senior Human Resources Executive Program, Cornell University s International Human Resources curriculum and graduated Summa Cum Laude with a BS in Health Care Management from Park College. Rutherford also serves on several Advisory Boards for leading human capital and talent management firms. HR www.leoron.com 2
February 28 - March 03 Doha, Qatar 1 2 3 4 5 5 KEY TAKE AWAYS Improve key skills in business and HR functional knowledge critical for increasing HR s strategic partnership with the business. Learn to break down any business situation from a strategic talent perspective, identify hurdles opportunities, hot issues, and constraints for actionable outcomes. Identify how to impact an organization s bottom line by attracting, managing, and engaging talent in today s business environment. Demonstrate consulting and analytical skills by using tools to ask the right questions, clarify needs, identify underlying business derivers, and propose actionable options Know how to effectively communicate and contract with stakeholders to secure commitment for HR recommendations through a blend of facilitative and expert role influence. 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: www.learningmarket.org. The International Academy of Business and Financial Management is one of the world s fastest growing professional associations with more than 200,000 members, associates and affiliates in 145 countries. IABFM hosts and organizes certification training worldwide and offers exclusive board designations to candidates who meet the highest professional standards and assessment criteria. The IABFM is acredited by the American National Standards Institute (ANSI) the International Standards setting authority. WHO SHOULD ATTEND? This highly practical qualification has been specifically designed for Human Resources Middle and Top Management and other HR professionals who aspire to become managers working in the areas of: HR Generalists who need to acquire targeted skills or an HR Specialist who needs to develop more broadbased expertise. HR Subject Matter Experts in Staffing, Training and Development, Performance Management, and/ or Engagement seeking new ideas for improved business results.» HR Business Partners who support business unit operations with talent management strategy and initiatives. Experienced mid-level HR professionals who want to apply advanced concepts and tools from the course to improve the results and impact of their HR solutions. HR/TM directors/managers needing a strategic HR framework to build their teams and implement best in class HR solutions. For those relatively new to the HR profession who want to develop and enhance their overall knowledge of modern day HR strategies, practices and tools. Line Leaders who lead individuals or are responsible for driving HR in their business unit or functional area. BENEFITS OF ATTENDING Successful completion of this course makes you a CHRM Certified Human Resources Manager. You can use the designation CHRM on your business card and resume. Up to 18 months membership to the IABFM professional body Access to the IABFM network and body of information online Preferred access to education centers in USA, UK, Europe, Asia, Middle East and Latin America Access to the IABFM journal published online Gold Embossed Certificate with your name and designation as MIABFM (Member of the International Academy of Business and financial Management) * 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. www.leoron.com 3
February 28 - March 03 Doha, Qatar COURSE REQUIREMENTS AND CERTIFICATES Delegates must meet the following criteria to be eligible to become CHRM : Attendance delegates must attend all sessions of the course. Delegates who miss more than two hours of the course sessions will not be eligible to sit the course exam Successful completion of the course assessment COURSE OVERVIEW Converging economic, societal, and technological forces have all elevated the importance of talent for 21st century organizations. In an increasingly talent-dependent world, the strategic management of talent is no longer an option, but a necessity. Forward thinking organizations understand the vital importance of talent and view human resources management as a critical organizational capability. This program provides a detailed examination of Human Resources roles, responsibilities, and knowledge required of strategic human resources professionals. It covers a wide range of concepts and practices in functional areas of Strategic Human Resources, Workforce Planning and Recruitment, Global Talent Management, Compensation and Benefits, and Organizational Effectiveness. Utilizing a combination of best/next practices, case studies, a synthesis of the latest research, tools, models, and techniques, participants build strategic capabilities to better leverage talent in the enterprise for organizational success. DAY 1 Introduction to HRM and Strategic HR Global Talent Issues and Trends by Industry Top Three Talent Trends Transforming Business CEO Talent Challenges Expectations of HR Business and HR Strategy Integration Business Strategy and Planning Approaches Business Models and Organizational Design Integrated HR Strategy Planning Framework Workforce Risks and Implications of Business Strategy 8C s of Workforce Risks to Strategy Execution Risk Identification Matrix and Prioritization The Six Talent Implications of Business Strategy DAY 2 Manpower Planning Determining Workforce Supply and Demand Manpower Forecasting and Capability Review Gap Analysis and Risk Assessment Strategic Workforce Planning and Implementation Strategy-Driven Workforce Planning Model Workforce Segmentation Methods & Approaches Creating Gap-Closing Talent Action Plans International and Organizational Culture How Culture Impacts Business Results Methods for Maintaining and Changing Culture International Cultures and Hofstede Framework DAY 3 Leadership and International HR Leadership Theories and Behaviors Transactional vs. Transformational Leadership The Role of HR in International Business Global Talent Management Global Talent Management Challenges and Obstacles Integrating HR Functions into a Global Talent Framework Establishing an Enterprise-wide Talent Mindset and Culture Recruitment, Selection, and Onboarding Global Talent Supply Chains and Right Sourcing Best Fit Candidate Analysis and Selection Methods Creating Onboarding Programs that Drive Organizational Performance DAY 4 Talent Development and Succession Planning The 50/30/20 Model for Developing Talent at All Levels Growing Leaders with the Leadership Development Framework High-Impact Succession and Replacement Management Model Performance Management, Engagement, and Retention Creating a High-Performance Workforce Diagnostic Tools for Retention and Engagement Turnover, Retention, and Engagement Best Practices HR Metrics, Business, and Workforce Analytics Using Measurement and Analytics to Improve Talent Decisions The Measurement Hierarchy Pyramid and Impactful Metrics Stages of Business and Workforce Analytics DAY 5 Compensation and Benefits Financial, Non-Financial, and Incentive Compensation Job Analysis, Evaluation, Specification, and Descriptions Job Pricing and Pay Rate Administration Approaches Training and Change Management The ADDIE Model of Training, Delivery, and Needs Analysis Bloom s Taxonomy of Learning and Learning Styles Change Management Methods and Types of Organizational Change Employee Relations, Health, and Safety Employee Disciplinary and Grievance Systems Employee Rights and Organizational Exit Workforce Health, Safety, and Environment Programs www.leoron.com 4
February 28 - March 03 Doha, Qatar TESTIMONIALS Attending the CHRM program was one of the best choices I have ever made during my career development progress. ABDALSALAAM ALABDLI, HR - General Manager / MITSUBISHI ELECTRIC SAUDI Having had the chance to attend the intensive CHRM Training completely changed my mindset and perceptions on Human Resources. I was seduced by the high level and high impact trainer to the extent that I have implemented some of the knowledge acquired the first day back to work! My colleagues also noticed the change and showed interest. Thanks Leoron for contributing to my professional development, I am now certified and I know it. MECHKET GUELLOUZ, Regional HR & Admin Manager/ TECNOTREE The CHRM training is among the top three training experiences I have had in my career. Becoming CHRM has given me cutting edge skills for my professional life. Beyond that, I m enjoying the edge over the competition. For me, LEORON has set the gold standard in professional development and training services. LEORON will be my first recommendation as a world-class training provider to every professional/practitioner who needs to leap to the next level and remain continuously relevant to the changing world of business. DANIEL AGYEN-TWENEBOAH, CHRM Human Resource Manager / AEL MINING SERVICES WEST AFRICA I am really thankfull to Leoron PDI and specifically to Gena for encouraging me to take up this course. It was a great opportunity to learn about new ideas and trends in HR. The instructor was the right person with experience in the industry, in consulting & in training. The learning experience was excellent. The program gave us the opportunity to exchange ideas with other attendees. I would surely consider Leoron for any future training needs. Thanks Leoron once again! TAHA M. AHMED Talent Management at Castrol ALKHORAYEF, Saudi Arabia PROGRAM TIMINGS Registration will begin at 08.00 on Day One. The program will commence at 08.30 each day and continue until 16.30. 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 +971 4 447 5711 or e-mail: val@leoron.com DISTANCE LEARNING PROG. If interested to run this course with our distance learning program please contact Agron Kurtishi at +971 4 447 5711 or e-mail: agron.kurtishi@leoron.com Delivery Type Pre-requisites Level This Program is worth Group Live None Advanced Training 35 NASBA CPE credits and and 25 HRCI Recert. credits www.leoron.com 5
CERTIFIED HUMAN RESOURCE MANAGER registration form Date: February 28 - March 03 COURSE DETAILS Location: Doha, Qatar 1 2 3 DELEGATE DETAILS Name: Job Title: E-mail: Tel: Mob: Name: Job Title: E-mail: Tel: Mob: Name: Job Title: E-mail: 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 +971 4 447 5711 +971 4 447 5710 register@leoron.com www.leoron.com 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: +971 4 447 5711, Fax:+971 4 447 5710, e-mail: val@leoron.com 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: