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SPHRi
Senior Professional in HR International

Rating:
4.8
English
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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 t

Atheer Khalid Al S.
Senior Specialist - Program Enrollment
[email protected]
Let’s talk on WhatsApp

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

Certifications

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

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, LEORON
    Baha Kiwan
    Talent Development at Al Rajhi Real Estate Investments Co
  • Review:
    IAMM Internal Audit Maturity Model
    In 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 Kutbi
    Country Learning & Development Manager at IKEA Saudi Arabia
  • Review:
    Certified Professional in Quality and Patient Safety
    Dating 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. Alsahaan
    Dir L&D, Talent Management at Mobily, Etihad Etisalat Company
  • Review:
    Certified Professional in Quality and Patient Safety
    Since 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 Alrajih
    VP, Business Winning at BAE Systems Saudi Development & Training
  • Review:
    Certified Professional in Quality and Patient Safety
    We 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-Subaie
    Sr. Program Officer, Enterprise Learning & Human Development at Kuwait Foundation for the Advancemen