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Exam Preparation

SPHRi
Senior Professional in HR International

Rating:

4.8

English

Advanced

35 Nasba

FACE 2 FACE

ON SITE TRAINING

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COACHING

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TRAINING

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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 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.

Blerta Isai M.

Training Adviser

[email protected]

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Key Takeaways

Use HR metrics and prepare reports to analyze HR issues

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

Develop basic training programs

Provide information about an employee’s compensation package, company benefits and coordinate activities to support employee remuneration programs

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

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

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