Exam Preparation
SPHRiSenior Professional in HR International
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English
Advanced
35 Nasba
FACE 2 FACE
ON SITE TRAINING
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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.
Certifications
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
FAQ
What language will the course be taught in and what level of English do I need to take part in a LEORON training program?
Most LEORON courses are delivered in English. However, there are some courses offered in Arabic, mainly online. For our in-house courses, sessions can be curated and delivered in any language upon request. In general, the best way to confirm language availability is to check with our Enrollment Managers for the most up-to-date information. Simply click on “Let’s talk on WhatsApp” to chat with us directly.
What formats are the courses offered in?
LEORON delivers training in various formats including face-to-face, live virtual sessions, self-paced learning, in-house delivery as well as online courses.
Are LEORON Public courses certified by an official body/organization?
Yes, most LEORON public courses are accredited by internationally recognized bodies such as CIPD, ATD, PMI, EdEx, and many others—depending on the course.
Who accredits LEORON’s training programs?
LEORON partners with over 20 international bodies such as PMI, CIPD, ATD, EdEx, NASBA, CISI, GARP, HRCI, SHRM, ACCA, ASQ, IIA, ILM, IAC, and others
Are CPD points or PDUs provided?
Yes, learners can earn CPD credits and professional development units (PDUs) including NASBA CPEs, PMI PDUs, CISI, GARP, HRCI, SHRM, and more.
How can I register for a course?
You can register through our website by filling in the inquiry form, or by speaking directly with one of our consultants via WhatsApp or email. Once we confirm your interest, we’ll guide you through the steps.
When is the registration deadline for public courses?
Registration typically closes 14 days before the course start date, with occasional late registrations accepted upon confirmation
What is included in the course fee?
The fee generally covers 5-star venue facilities, training materials, certified instruction, lunches and refreshments, plus certification and membership where applicabl0065
Are there group rates or discounts?
Yes, group bookings and corporate-level discounts are available. Learners are encouraged to reach out to discuss specific arrangements
What support is available with registration?
Enrollment Managers and a Registration Desk assist with the entire process, including deadlines, travel logistics, and course customization. As well as any other special requests you might have. Simply to go your preferred course and click on “Let’s chat on WhatsApp” to do so.
Can I request a bespoke course at my location or within my organization?
Yes, in-house training is fully customizable in terms of curriculum, language, delivery, and timing. You can suggest dates and locations. Simply to go your preferred course and click on “Let’s chat on WhatsApp” in order to address any questions or concerns in this regards.
What is the refund or cancellation policy?
Refund and cancellation policies vary depending on the course type and location. Generally, cancellations made at least 14 days before the course start date may be eligible for a full or partial refund, while cancellations made closer to the course date may incur a fee. For exact terms, please consult your Enrollment Manager or refer to the course confirmation email.
Can I register multiple employees from my company?
Yes. We support group registrations and offer corporate packages for organizations enrolling multiple participants. Our team can help coordinate the logistics for group bookings.
Who should attend these courses?
LEORON caters to a variety of professionals: from those seeking leadership development to project managers, HR specialists, finance professionals, cybersecurity, procurement, Ai enthusiasts and many others.
Do I need prior experience or academic qualifications?
Not always. Many specialized paths, like cybersecurity, accept learners without prior experience. However, some courses (e.g., PMI PDU-based ones) may have recommended prerequisites. Its always better to chat with one of our Enrollment Managers to discuss more. Simply to go your preferred course and click on “Let’s chat on WhatsApp” to do so.
Will I receive a certificate after completing the course?
Yes. Upon full attendance and successful completion, you will receive a certificate of participation or accreditation, depending on the course.
Are meals and refreshments included in face-to-face courses?
Yes. For in-person courses, lunch and coffee breaks are provided daily at the venue.
Can LEORON deliver a course in-house at our organization?
Absolutely. All programs can be delivered privately at your company or virtually for your team, customized to match your internal goals and structure.
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
