Partner
Exam Preparation

SPHRi
Senior Professional in HR International

Rating:
4.8
English
Advanced
Video preview
No available sessions at this moment.
Get in touch with our Training Advisior to find out about the next available sessions.
DownloadDownload Brochure

Course Overview

The challenges that organizations  of all sizes must overcome today in order to achieve innovation, continuous improvement and becoming the leader in the industry demands to have a Human Resource strategy that leverages on the company’s competitive advantages.

Human Resources professionals must develop their knowledge and adapt their working practices to gain new skills and ownership mindset that will allow them to operate in a new role as expert consultants with the goal of creating the path to successful strategy execution.

This course is designed for those who will perform in an Human Resources in an international environment and role. It is oriented towards HR senior analysts, managers and leaders working in a corporate environment.

The program will move in a supportive learning atmosphere by looking at participant’s motivations and needs in the organization, with an additional focus to help them establish and manage an agile culture, set Key Performance Indicators (KPIs), and establish the right Human Resources practice for the companies they work in.

 

Key Takeaways

1
Use HR metrics and prepare reports to analyze HR issues
2
Collect information about employees’ work experiences by conducting final exit interviews before employees leave the organization, and conduct surveys about employee attitudes, work conditions, or diversity issues
3
Develop basic training programs
4
Provide information about an employee’s compensation package, company benefits and coordinate activities to support employee remuneration programs
5
Support managers in developing job descriptions and keep records of job requirements and provide contact between recruiters and hiring managers

HR Certification Institute
Brand Logo
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
Strategic Human Resource Management
  • Corporate Governance, Business Strategy and HR Functions 
  • HR Policies & Procedures 
  • HR Roles and Competencies 
  • Financial Knowledge 
Organizational Strategy 
  • Defining the Organization's Mission 
  • Selecting a Strategy 
  • Analyzing the Firm and the Environment 
  • Writing a Business Plan 
HR Control and Evaluation 
  • HR Budgeting Process 
  • HR Metrics: Evaluating HR Effectiveness
  • Key Performance Indicators (KPI)
  • Effects on HR Practices on Business Performance 
  • Outsourcing the HR Function 
HR Technology 
  • Human Resource Information System (HRIS) 
  • HR Portals 
  • Employee Communications
  • Virtual Teams 
Organizational Environment 
  • Environmental Sectors and Scanning 
  • Aligning HR Functions with Organizational Concepts 
Organizational Design and Development 
  • Functional versus Product Departmentalization 
  • Centralized versus Decentralized and Decision Making 
  • Formal versus Informal Rules and Control Mechanisms 
  • Division of Labor, Span of Control  and Matrix Structures 
  • Evaluating the Effectiveness of an Organization’s Structure 
Organizational Culture 
  • Climate versus Culture 
  • Levels of Organizational Culture 
  • Developing and maintaining Organizational Culture 
  • Changing Organizational Culture 
  • Creativity and Innovation 
  • Developing a Culture of Inclusion 
Global HR Management 
  • Globalization of Business 
  • Approaches to Global HR 
  • Managerial Styles 
  • Communication and Language 
  • International Cultural Differences 
  • Managing Global Employment Laws and Regulations 
Leadership and Management Theories 
  • Leadership Theories 
  • Effect of Leadership in Organizations 
  • Emotional Intelligence 
  • Leadership Training
Ethics
  • Defining Morality 
  • Ethical Issues 
  • Establishing Ethical Behavior in the Organization 
HR Research and Analytics 
  • Research Design and Methodology 
  • Quantitative Analysis 
  • Qualitative Research 
  • Graphically Displaying HR Data 
Day 2
Human Resource Planning 
  • Strategic Planning Model 
  • Alignment Between Business and Human Resource Planning 
  • Analysis of Present Employees 
  • Forecasting Employment Needs 
  • Implementing Human Resource Plans 
Job Analysis, Description, and Specification 
  • Job Analysis and Competency Modeling 
  • Uses of Job Analysis and Competency Models 
  • Job Descriptions 
  • Job Specifications 
  • Building a Competency Model 
  • Methods of Job Analysis 
Recruitment
  • Employment Branding 
  • Determining Recruitment Needs and Objectives 
  • Internal Recruiting Sources 
  • External Recruiting Sources 
  • Evaluating Recruiting Effectiveness 
Selection 
  • Application Process 
  • Reliability 
  • Validity 
  • Application Forms 
  • Interviewing 
  • Pre-employment Testing 
  • Background Investigations 
  • Medical Examinations 
  • Validation and Evaluation of a Selection Process 
  • Applicant Notification 
  • Negotiating Employee Agreements 
  • Records Retention
Day 3
Training and Development in the Organization 
  • Need for Training 
  • Strategic Alignment of Training and Development 
  • Systems Model of Training 
  • Assessing Training Needs 
Principles of Training and Development 
  • Theories of Learning 
  • Principles of Learning 
  • Learning 
Training and Development Techniques 
  • Developing Training Objectives 
  • Training Methods and Processes 
  • On-the-job and Off-the-job Training Methods 
Presenting the Training: Delivery 
  • Facilities Planning 
  • Training Materials 
Evaluation of Training Effectiveness 
  • Comparison of Training Techniques 
  • Criteria for Evaluating Training 
  • Sources of Data 
  • Research Methods for Evaluation 
Talent Management Programs 
  • Talent Management 
  • Orientation and Onboarding 
  • Employee Development 
  • Career Planning and Development 
  • Expatriate Training 
Performance Management 
  • Performance Management, Evaluation and Criteria 
  • Criterion Problems and Rating Errors 
  • Evaluation Procedures 
  • Behaviorally-Based Appraisal Methods: MBO, BARS, BOS 
  • Appraisal Interview 
  • Linking Appraisals to Employment Decisions 
  • Legal Constraints on Performance Appraisal 
Change Management 
  • Change Agent Role 
  • Organizational Change 
  • Targets of change 
  • Action Research Model
  • Learning Organizations 
Organizational Development Intervention 
  • Interpersonal Interventions 
  • Group Interventions 
  • Intergroup Interventions 
  • Organizational Interventions
Day 4
Total Rewards: Financial and Non-financial
  • Strategic Objectives of Compensation
  • Ethical Considerations in Compensation 
  • Determinants of Pay 
  • Three Wage Decisions 
The Wage-level Decision 

Establishing the Wage Level 

Factors Influencing the Wage-level Decision 

Wage Surveys and Survey Methods 

Job Evaluation Methods 
  • Ranking Method 
  • Classification/Grading Method
  • Point Method 
  • Factor Comparison Method 
  • Guide Chart-Profile Method (HAY method)
Job Pricing and Pay Rate Administration 
  • Pay Grades and Pay Ranges 
  • Red-circle Job Rates 
  • Adjustments for Economic Conditions 
  • Individual Pay Rate Determination 
  • Reflecting Geographic Influences in Pay Structures 
Economic Factors Affecting Compensation 
  • Inflation, Interest Rates, Industry Competition, Foreign Competition, Economic Growth and Demographic Trends 
Incentive Compensation Systems 
  • Money and Motivation Theories 
  • Individual Incentives 
  • Skill and Knowledge Based Pay 
  • Group and Team Incentives 
  • Organization-wide Programs: Profit Sharing and Gainsharing 
  • Strategic Alignment of Base Pay and Incentive Pay 
Executive Compensation 
  • Salaries 
  • Executive Bonus Plans and Stock Options 
Employee Benefit Programs 
  • Pensions 
  • Health and Accident Insurance 
  • Employee Services 
  • Pay for Time Not Worked
  • Recognition and Achievement Awards 
Managing Employee Benefit Programs 
  • Employee Benefits Philosophy, Planning, and Strategy 
  • Employee Preference Assessment: Surveys 
  • Cost-Benefit Analysis and Cost Management 
  • Communicating Benefit Programs 
Evaluating Compensation 
  • Budgeting 
  • Assessment of Methods and Processes 
International HR Compensation Issues 
  • Expatriate Pay and Allowances 
  • Compensation and Benefits for Global Workers 
Compensation Laws and Regulations 
Day 5
Grievance Systems 
  • Union Grievance Procedures 
  • Grievance Procedures in Nonunion Organizations 
  • Effective Grievance Procedures 
  • Arbitration 
Employee Discipline Systems 
  • Approaches to Discipline 
  • Progressive Discipline 
  • Workplace Investigations 
Workforce Behavior Problems 
  • Rule Violations 
  • Unsatisfactory Performance 
  • Illegal or Dishonest Acts 
  • Absenteeism and Turnover 
  • Off-Duty Conduct 
Organizational Exit 
  • Involuntary Termination 
  • Retirement 
Employee Involvement Strategies 
  • Self-directed Work Teams
  • Quality Circles 
  • Job Design and Redesign 
  • Employee Ownership/ESOPs 
  • Participative Management 
  • Process Control Versus Innovation 
  • Alternative Work Schedules 
Employee Attitudes and Satisfaction 
  • Job Satisfaction Theories 
  • Satisfaction and Productivity 
  • Measuring Job Satisfaction 
  • Using Satisfaction Surveys
  • Employee Engagement 
Workplace Safety 
  • Effective Safety Programs 
  • Human Factors Engineering 
Employee Health 
  • Employee Assistance Programs 
  • Employee Wellness Programs 
  • Chemical Dependency 
  • Communicable Diseases in the Workplace 
  • Environmental Health Hazards 
  • Stress Management 
  • On-site Medical Clinics
  • Smoking Policies 
Security
  • Organization of Security
  • Control Systems 
  • Privacy Protection 
  • Protection of Proprietary Information 
  • Crisis Management and Contingency Planning 
  • Fraud and Loss Prevention

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

Related Courses

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