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Human Resources Master Advanced Diploma Program
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English
Advanced
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Course Overview
New technologies and innovation in the HR field have changed forever the way we manage human capital in our organizations. Mature organizations build their Organizational Capabilities based on integrated Competency frameworks which produce higher Strategic alignment, better Quantitative Performance Management and Empower Workforce.
The HRM program is a Competency based training targeting senior HR and Organizational Development professionals looking to advance to Mastery competency level in areas such as Strategic Workforce Planning, Organization Design and Change Management, Career and Succession Planning as well as Learning and Development.
Delivered based on Experiential Leaning practices, through real life case studies from global as well as regional organizations, this program will boost your capabilities to implement the latest Human capital practices into your organization.
The HRM program is a Competency based training targeting senior HR and Organizational Development professionals looking to advance to Mastery competency level in areas such as Strategic Workforce Planning, Organization Design and Change Management, Career and Succession Planning as well as Learning and Development.
Delivered based on Experiential Leaning practices, through real life case studies from global as well as regional organizations, this program will boost your capabilities to implement the latest Human capital practices into your organization.
Key Takeaways
1
Implement Strategic Workforce Planning competency critical for increasing HR’s strategic alignment with the business.
2
Manage transformation and change projects, identify critical roles, and build actionable outcomes.
3
Identify how to impact an organization’s bottom line by attracting, managing, and engaging talent in today’s business environment.
4
Demonstrate consulting and analytical skills by using tools to ask the right questions, clarify needs, identify underlying business derivers, and propose development solutions.
5
Effectively communicate and contract with stakeholders to secure commitment for HR recommendations through a blend of facilitative and expert role influence.
American National Standards Institute
Marking 100 years of experience, ANSI is the official U.S. representative to the International Organization for Standardization (ISO) and, via the U.S. National Committee, the International Electrotechnical Commission (IEC), and is a U.S. representative to the International Accreditation Forum (IAF). ANSI accreditation is nationally and internationally recognized as a mark of quality and assures that employers can have confidence that the certificate holder has completed the prescribed course of study. ANSI’s accreditation process itself follows ISO/IEC 17011, the International Standard that defines quality third-party accreditation practices. ANSI’s Certificate Accreditation Program (ANSI-CAP) accredits assessment–based education and training programs against the American National Standard ASTM E2659. The standard establishes guidelines for quality certificate program development and administration, and forms the foundation for a recognition system that enables consumers, employers, government agencies, and others to distinguish between qualified workers and those with less-than-quality credentials.
Course Outline
Day 1
Strategic HR and Human Capital Management
→ Global Organization Management Trends and best practices
→ Achieving Strategic Alignment in the organization through People
→ Building Strategic Workforce Model for your organization
→ Adopting to Rapidly Changing Regulatory environments
→ Managing Talent Supply successfully
→ Understanding how organizational Strategy and Business Model impact talent
→ Leading a workforce analysis and segmentation project
→ Identifying and designing Critical roles matrix
→ Building an integrated Competency-based HR system
→ Achieving Strategic Alignment in the organization through People
→ Building Strategic Workforce Model for your organization
→ Adopting to Rapidly Changing Regulatory environments
→ Managing Talent Supply successfully
→ Understanding how organizational Strategy and Business Model impact talent
→ Leading a workforce analysis and segmentation project
→ Identifying and designing Critical roles matrix
→ Building an integrated Competency-based HR system
Day 2
Organizational Design and Change Management
→ Successfully Managing Transformation and OD projects in your organization
→ Designing effective Change Management plans
→ Achieving Workforce optimization through Lean principles
→ Understanding benefits of Functional and Asset-Centric organizational structures
→ Implementing FTE benchmarks and calculation models
→ Identifying and managing key project stakeholders
→ Continuously updating the Change Impact assessment and Change Readiness analysis
→ Designing effective Change Communication Plans and channels
→ Designing effective Change Management plans
→ Achieving Workforce optimization through Lean principles
→ Understanding benefits of Functional and Asset-Centric organizational structures
→ Implementing FTE benchmarks and calculation models
→ Identifying and managing key project stakeholders
→ Continuously updating the Change Impact assessment and Change Readiness analysis
→ Designing effective Change Communication Plans and channels
Day 3
Organizational Performance Management System
→ Global trends in performance management
→ Ensuring employee alignment to organisational goals
→ Stimulating identification of continuous business performance mprovements
→ Creating environment that Rewards those employees who make the highest contribution to organizational success
→ Building modern Appraisal, Reward and Development frameworks
→ New approaches to individual objective setting (SMART+)
→ New and upcoming employee performance grading models
→ Recommendations for financial performance rewards and bonuses
→ Ensuring employee alignment to organisational goals
→ Stimulating identification of continuous business performance mprovements
→ Creating environment that Rewards those employees who make the highest contribution to organizational success
→ Building modern Appraisal, Reward and Development frameworks
→ New approaches to individual objective setting (SMART+)
→ New and upcoming employee performance grading models
→ Recommendations for financial performance rewards and bonuses
Day 4
Managing your Talent - Career Development and Succession Planning
→ Designing competency based career ladders for job families and roles
→ Implementing Competency-based Interviewing process
→ Aligning promotional and training policies with your career development model
→ Creating specialized development programs for High Potentials and Critical positions
→ Utilizing modern coaching and assessment tools for your Leadership Development programs
→ Integrating Succession planning for Leadership, High potentials, all High-Impact and critical positions in the organization.
→ Utilizing various Talent Software for Career Development and Succession Planning
→ Applying HR analytics to improve employee performance and retention
→ Implementing Competency-based Interviewing process
→ Aligning promotional and training policies with your career development model
→ Creating specialized development programs for High Potentials and Critical positions
→ Utilizing modern coaching and assessment tools for your Leadership Development programs
→ Integrating Succession planning for Leadership, High potentials, all High-Impact and critical positions in the organization.
→ Utilizing various Talent Software for Career Development and Succession Planning
→ Applying HR analytics to improve employee performance and retention
Day 5
Employee Training and Development
→ Global trends and innovations in L&D
→ Building a competency-based L&D system
→ Implementing ADDIE training model in your organization
→ Conducting competency-based training and development needs analysis
→ Identifying best development solutions for competency gaps
→ Leading Company-wide Employee Engagement and Satisfaction surveys
→ Monitoring training performance with Kirkpatrick Four-Level Evaluation Model
→ Designing specialized programs for leadership Development, High Potentials and Critical skills/competencies
→ Creating successful Onboarding Programs to ease up employee integration
→ Building a competency-based L&D system
→ Implementing ADDIE training model in your organization
→ Conducting competency-based training and development needs analysis
→ Identifying best development solutions for competency gaps
→ Leading Company-wide Employee Engagement and Satisfaction surveys
→ Monitoring training performance with Kirkpatrick Four-Level Evaluation Model
→ Designing specialized programs for leadership Development, High Potentials and Critical skills/competencies
→ Creating successful Onboarding Programs to ease up employee integration
Who Should Attend?
This highly practical and interactive course has been specifically designed for
This highly practical qualification course has been designed specifically for advanced HR professionals and HR functional managers:
→ Experienced HR Generalists with ambition to advance their HR competencies to Mastery level
→ HR specialists in Recruitment and Career Development
→ Training and Development specialist
→ SME’s in Performance Management
→ Talent management professionals
→ HR Business Partners who support business unit operations
→ Experienced mid-level HR professionals who want to apply new HR models and tools in their organizations
→ Change managers from PM background looking to expend their People side expertise
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FAQ
What language will the course be taught in and what level of English do I need to take part in an LEORON training program?
Most of our public courses are delivered in English language. You need to be proficient in English to be able to fully participate in the workshop and network with other delegates. For in-house courses we have the capability to train in Arabic, Dutch, German and Portuguese.
Are LEORON Public courses certified by an official body/organization?
LEORON Institute partners with 20+ international bodies and associations.We also award continuing professional development credits (CPE/PDUs) for:1. NASBA (National Association of State Boards of Accountancy) 2. Project Management Institute PDUs 3. CISI credits 4. GARP credits 5. HRCI recertification credits 6. SHRM recertification credits
What is the deadline for registering to a public course?
The deadline to register for a public course is 14 days before the course starts. Kindly note that occasionally we do accept late registrations as well, but this needs to be confirmed with the project manager of the training program or with our registration desk that can be reached at +1071 4 1075 5711 or [email protected].
What does the course fee cover?
The course fee covers a premium training experience in a 5-star hotel, learning materials, lunches & refreshments, and for some courses, the certification fee and membership with the accrediting bodies.
Does LEORON give discounts?
Yes, we can provide discounts for group bookings. If you would like to discuss a discount on a corporate level, we will be happy to talk to you.