Senior Professional in HR - International
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English
Advanced
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Course Overview
Why HRCI Certification? The HR Certification Institute offers a comprehensive portfolio of advanced professional credentials for HR professionals worldwide.
Through the combination of formal education and experience, adherence to high ethical Standards, demonstrated knowledge and achievement through exam and a renewed commitment to continuing professional development, certified HR professionals enhance their credibility and the organizations they serve.
120,000+HR professionals worldwide proudly maintain the HR Certification Institute’s credentials as a mark of high professional distinction.
Through the combination of formal education and experience, adherence to high ethical Standards, demonstrated knowledge and achievement through exam and a renewed commitment to continuing professional development, certified HR professionals enhance their credibility and the organizations they serve.
120,000+HR professionals worldwide proudly maintain the HR Certification Institute’s credentials as a mark of high professional distinction.
Key Takeaways
1
Participate actively in the development of the organization’s HR strategy
2
Integrate local and global HR practices.
3
Knowledge of organizational development methods, problem - solving techniques, change management processes and techniques and leadership concepts and applications.
4
Identify industry trends in HR.
5
Establish and review results of an employee performance management system.
LEORON and HR Certification Institute
Built upon the strong experience in the manufacturing sector, which the founders developed in Sweden during the 90’s global expansion, LEORON evolved into a comprehensive training institute, offering training and development solutions in all strategic corporate functions, including corporate finance, HR, SCM, operations, and engineering. With strategic distribution of our offices in leading locations, such as Dubai, Riyadh, Jonkoping, Skopje, Accra, and Almaty, our team of experts delivers approximately 500 courses annually, and roughly 10000 professionals are equipped with appropriate education and the latest insights in a wide assortment of industries across the EMEA region. We understand that climbing the corporate ladder can be challenging. Whether you’re a seasoned pro or just starting your HR journey, earning an HRCI certification or upSkill micro-credential can give you the leg up you need to succeed. Compared with certificate programs, certification has three main advantages: requires specific work experience, competency and education requires recertification, which makes sure that you stay current in the HR profession through continuing education allows you to put the letters after your name In other words, certification typically consists of the three E s: education, experience and examination. All HRCI Certifications have earned program wide accreditation from the National Commission for Certifying Agencies (NCCA).
Course Outline
DAY 1 and DAY 2: FUNCTIONAL AREA 01
Business Leadership (31%)
Responsibilities
1. Participate actively in the development of the organization’s strategy
2. Determine how the organization’s strategy guides workforce requirements (for example, decide how human capital strategy will support the business; identify workforce skills for the future)
3. Assess future business opportunities (for example, mergers and acquisitions; building new operations)
4. Conduct due diligence before acquiring another company (for example, evaluate important information about the potential acquisition)
5. Integrate the people, systems and cultures during mergers and acquisitions
6. Create an effective HR organization by establishing major roles and HR responsibilities; consider which functions will be outsourced or kept inside the company
7. Lead the organization in establishing values, ethics that support its strategy
8. Participate in the organization’s social and environmental responsibility initiatives
9. Lead the HR function in the organization
10. Advise the organization and its business leaders on HR issues
11. Align the organization’s employees, plans and programs with the company’s business strategy
12. Establish and promote HR strategy throughout the organization (for example, global, regional. and local practices; strategies based on economic conditions)
13. Integrate local and global HR practices
14. Lead the executive management team in important HR discussions and decisions
1. Participate actively in the development of the organization’s strategy
2. Determine how the organization’s strategy guides workforce requirements (for example, decide how human capital strategy will support the business; identify workforce skills for the future)
3. Assess future business opportunities (for example, mergers and acquisitions; building new operations)
4. Conduct due diligence before acquiring another company (for example, evaluate important information about the potential acquisition)
5. Integrate the people, systems and cultures during mergers and acquisitions
6. Create an effective HR organization by establishing major roles and HR responsibilities; consider which functions will be outsourced or kept inside the company
7. Lead the organization in establishing values, ethics that support its strategy
8. Participate in the organization’s social and environmental responsibility initiatives
9. Lead the HR function in the organization
10. Advise the organization and its business leaders on HR issues
11. Align the organization’s employees, plans and programs with the company’s business strategy
12. Establish and promote HR strategy throughout the organization (for example, global, regional. and local practices; strategies based on economic conditions)
13. Integrate local and global HR practices
14. Lead the executive management team in important HR discussions and decisions
DAY 2 and DAY 3: FUNCTIONAL AREA 02
Talent Management and Development (27%)
(a) People Development
(b) Talent Management
(b) Talent Management
Responsibilities
1. Develop programs and processes that motivate and retain employees in the company (for example, plans for career development)
2. Support the organization’s goals through training and educational programs
3. Analyze conditions affecting the organization’s source of employees (for example, the average age of the available workforce, global sourcing of talent, job changes including rotation of positions, global mobility)
4. Coach and train managers on performance management systems and processes
5. Create a work environment that results in high retention and productivity
6. Encourage an organizational culture that welcomes new ideas and innovation
7. Facilitate and manage change in the organization
8. Develop programs and processes that promote diversity and inclusion and support a global workforce
9. Build effective employee relations (for example, employee support programs, involvement with works councils, labor unions, and worker committees)
10. Establish programs to identify and develop high potential employees (talented employees who are important contributors)
11. Create succession plans and promote the development of future leaders
12. Develop and promote learning opportunities for employees (for example, knowledge management, transfer of knowledge across the organization, and continuous learning )
13. Develop professionally and continue to learn about the latest trends and ideas in Human Resources
2. Support the organization’s goals through training and educational programs
3. Analyze conditions affecting the organization’s source of employees (for example, the average age of the available workforce, global sourcing of talent, job changes including rotation of positions, global mobility)
4. Coach and train managers on performance management systems and processes
5. Create a work environment that results in high retention and productivity
6. Encourage an organizational culture that welcomes new ideas and innovation
7. Facilitate and manage change in the organization
8. Develop programs and processes that promote diversity and inclusion and support a global workforce
9. Build effective employee relations (for example, employee support programs, involvement with works councils, labor unions, and worker committees)
10. Establish programs to identify and develop high potential employees (talented employees who are important contributors)
11. Create succession plans and promote the development of future leaders
12. Develop and promote learning opportunities for employees (for example, knowledge management, transfer of knowledge across the organization, and continuous learning )
13. Develop professionally and continue to learn about the latest trends and ideas in Human Resources
DAY 4: FUNCTIONAL AREA 03
Knowledge of HR Service Delivery (24%)
Responsibilities
1. Develop and implement effective HR marketing, branding, recruiting, and hiring processes
2. Establish programs that support a balance between employees’ professional and personal lives (work/life balance)
3. Conduct research to analyze the workforce (for example, skills available locally, salary requirements)
4. Use HR technology and tools to deliver HR services (for example, payroll, employee self-service, social networking, and Human Resource Information Systems [HRIS])
5. Plan and implement employee benefits programs
6. Develop and implement salary and bonus programs (compensation plans) and other forms of employee recognition
7. Plan for and integrate new employees into the organization (for example, new-hire orientation and training [onboarding])
8. Manage programs to meet employees’ needs (for example, expatriates, disability challenges, family care, employee health and safety)
9. Manage employees who are returning to the organization (for example, people returning from maternity leave, expatriates returning home, people ending sabbaticals, or employees returning from layoffs)
10. Manage employees leaving the organization (for example, dismissals, layoffs, and retirement)
11. HR discussions and decisionsimportant HR discussions and decisions
1. Develop and implement effective HR marketing, branding, recruiting, and hiring processes
2. Establish programs that support a balance between employees’ professional and personal lives (work/life balance)
3. Conduct research to analyze the workforce (for example, skills available locally, salary requirements)
4. Use HR technology and tools to deliver HR services (for example, payroll, employee self-service, social networking, and Human Resource Information Systems [HRIS])
5. Plan and implement employee benefits programs
6. Develop and implement salary and bonus programs (compensation plans) and other forms of employee recognition
7. Plan for and integrate new employees into the organization (for example, new-hire orientation and training [onboarding])
8. Manage programs to meet employees’ needs (for example, expatriates, disability challenges, family care, employee health and safety)
9. Manage employees who are returning to the organization (for example, people returning from maternity leave, expatriates returning home, people ending sabbaticals, or employees returning from layoffs)
10. Manage employees leaving the organization (for example, dismissals, layoffs, and retirement)
11. HR discussions and decisionsimportant HR discussions and decisions
DAY 5: FUNCTIONAL AREA 04
Measurement and Analysis (18%)
Responsibilities
1. Establish and review results of an employee performance management system
2. Establish and analyze HR metrics as they relate to the organization’s goals (for example, employment statistics, return on investment [ROI] of HR activities, employee satisfaction surveys, productivity data, and organizational analysis)
3. Connect individual and team performance to organizational measures of success and report the metrics to management
4. Establish and analyze key performance indicators (for example, outsourcing data, cost per hire, HR measurement tools [scorecards] and, trend analyses)
1. Establish and review results of an employee performance management system
2. Establish and analyze HR metrics as they relate to the organization’s goals (for example, employment statistics, return on investment [ROI] of HR activities, employee satisfaction surveys, productivity data, and organizational analysis)
3. Connect individual and team performance to organizational measures of success and report the metrics to management
4. Establish and analyze key performance indicators (for example, outsourcing data, cost per hire, HR measurement tools [scorecards] and, trend analyses)
Who Should Attend?
This highly practical and interactive course has been specifically designed for
Human Resource Professionals/ Practitioners around the Globe that meet the following eligibility requirements:
→ A minimum of 4 years of professional-level experience in an HR position with a Master’s degree or global equivalent
→ A minimum of 5 years of professional-level experience in an HR position with a Bachelor’s degree or global equivalent
→ A minimum of 7 years of professional-level experience in an HR position with a high school diploma or global equivalent
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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.
Reviews
- Review:3 years ago the partnership between Al Rajhi Investments & LEORON institute had been built since that date LEORON delivered in-house & public training programs and as a talent development we always received appreciation from our customers (our employees), we are looking always for excellence and high customer satisfaction, so we choose LEORON for that purpose. Thank You, LEORONBaha KiwanTalent Development at Al Rajhi Real Estate Investments Co
- Review:IAMM Internal Audit Maturity ModelIn recognition of their dedication and contribution supporting IKEA Saudi Arabia in arranging training programs during 2017 & 2018, looking forward for more development and exciting effort this year. On behalf of IKEA Saudi Arabia, THANK YOU!Dalal KutbiCountry Learning & Development Manager at IKEA Saudi Arabia
- Review:Certified Professional in Quality and Patient SafetyDating back to 2014, Mobily’s “LEORON” experience has grown from a single collaboration to a long-term partnership. We consider ‘’LEORON” Institute as a strategic partner, whose contribution has been nothing but premium in equipping our staff with field-based knowledge and information. Past three years have resulted with an expanded collaboration with superior customer service and support. Best Regards,Turki S. AlsahaanDir L&D, Talent Management at Mobily, Etihad Etisalat Company
- Review:Certified Professional in Quality and Patient SafetySince the partnership was signed between BAE Systems Saudi Development & Training and LEORON in 2017, we have been working together to offer the Saudi market a complete portfolio of training solutions benefiting from the wide and extensive experience of both parties. Recognizing the great success of this partnership, we are looking for further collaborations in the future that will position both companies as one of the leading training providers in Saudi Arabia. We thank the LEORON team for their full cooperation and continuing support, and look forward to further success together in the years to come.Emad AlrajihVP, Business Winning at BAE Systems Saudi Development & Training
- Review:Certified Professional in Quality and Patient SafetyWe have been working with LEORON for the past two years and will be working with them again this upcoming year. The programs they delivered were fruitful and exciting and our organization has received positive feedback from the participants. What our organization aims to do is to provide at no cost training for all the private sector employees so that they may benefit from our offered programs in Innovation and Professional development. Leoron has helped us achieve this goal. We look forward to continuing this service and wish them the best of luck. Regards,Nasser M. Al-SubaieSr. Program Officer, Enterprise Learning & Human Development at Kuwait Foundation for the Advancemen
