HR Training Catalogue 2014

HR Course Catalogue 2014

Human Resources www.informa-mea.com

General Registration Information Five Ways To Register +971 4 335 2437 +971 4 335 2438 register-mea@informa.com

For Further Information And Group Discounts Contact +971 4 335 2483 info-mea@informa.com

Informa Middle East, P.O Box 9428, Dubai, UAE www.informa-mea.com

Payments A confirmation letter and invoice will be sent upon receipt of your registration. Please note that full payment must be received prior to the event. Only those delegates whose fees have been paid in full will be admitted to the event. You can pay by company cheques or bankers draft in Dirhams or US$. Please note that all US$ cheques and drafts should be drawn on a New York bank and an extra amount of US$ 6 per payment should be added to cover bank clearing charges. In any event payment must be received not later than 48 hours before the Event. Entry to the Event may be refused if payment in full is not received.

Cancellation If you are unable to attend, a substitute delegate will be welcome in your place. Registrations cancelled more than 7 days before the Event are subject to a $200 administration charge. Registration fees for registrations cancelled 7 days or less before the Event must be paid in full. Substitutions are welcome at any time.

All registrations are subject to acceptance by Informa Middle East which will be confirmed to you in writing.

Due to unforeseen circumstances, the programme may change and Informa Middle East reserves the right to alter the venue and/or speakers or topics.

Hospitality Dubai is extremely busy at all times of the year and failure to reserve your flight and accommodation early may result in them being unavailable.

We have negotiated special delegate rates for you at selected hotels. We highly recommend you secure your room reservation at the earliest to avoid last minute inconvenience. You can contact the Hospitality Desk for required assistance on:

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Tel: +971 4 4072693 Email: Hospitality@informa.com

CLICK ON A COURSE FOR MORE DETAILS Table Of Contents Budgeting And Budget Control Of The HR Function/Effective Manpower Planning (In association with The George Washington University School of Business)___

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Certificate In Advanced Compensation And Benefits (In association with The George Washington University School of Business)____________________

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Certificate In Career Development Planning (In association with The George Washington University School of Business)___________________________

6

Certificate In Compensation And Reward Management (In association with The George Washington University School of Business)__________________

7

Certificate In Developing HR Policy Manuals (In association with The George Washington University School of Business)___________________________

8

Certificate In Dynamic Recruitment, Interviewing And Appraisal Techniques (In association with The George Washington University School of Business) ___

9

Certificate In Employee Engagement (In association with The George Washington University School of Business)_________________________________

10

Certificate In Employee Training And Development (In association with Society for Human Resource Management (SHRM))_______________________

11

Certificate In HR Administration (In association with The George Washington University School of Business)_____________________________________

12

Certificate In HR Audit (In association with The George Washington University School of Business)_____________________________________________

13

Certificate In HR Governance _______________________________________________________________________________________

14

Certificate In HR Metrics And Workforce Analytics (In association with Society for Human Resource Management (SHRM)) _________________________

15

Certificate In HR Policies And Procedures (In association with The George Washington University School of Business) _____________________________

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Certificate In HR Skills (In association with The George Washington University School of Business)_____________________________________________

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Certificate In HR Skills I (In association with The George Washington University School of Business)____________________________________________

18

Certificate In HR Skills II (In association with The George Washington University School of Business)____________________________________________

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Certificate In HR Strategy (In association with The George Washington University School of Business)__________________________________________

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Certificate In Job Analysis & Description, Job Evaluation And Grades (In association with The George Washington University School of Business)_______

21

Certificate In Nationalisation Strategies (In association with The George Washington University School of Business)_______________________________

22

Certificate In Performance Management And Performance Appraisals (In association with The George Washington University School of Business)______

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Certificate In Resource Management, Recruitment And Talent Planning (In association with The George Washington University School of Business)_____

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Certificate In Succession Planning And Career Development (In association with The George Washington University School of Business) _____________

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Certificate In Talent Acquisition And Succession Planning (In association with Society for Human Resource Management (SHRM))__________________

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Certificate In Training Coordination (In association with The George Washington University School of Business)__________________________________

27

Certificate In Training Management (In association with The George Washington University School of Business)__________________________________

28

Chief Learning Officer (In association with The George Washington University School of Business)_____________________________________________

29

Competency Based Ineterview And Selection For Hiring Managers (In association with The George Washington University School of Business)________

30

Developing And Implementing A Dynamic HR Strategy (In association with The George Washington University School of Business)__________________

31

Employee Relations (In association with The George Washington University School of Business)_______________________________________________

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HR Next - HR Management Best Practice (In association with Society for Human Resource Management (SHRM))________________________________

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ILM Endorsed Recruitment, Selection And Retention Programme (Endorsed by ILM (Institute for Leadership and Management), UK)_______________

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Immigration And Labour Law In Bahrain ______________________________________________________________________________

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Immigration And Labour Law In Oman _______________________________________________________________________________

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Immigration And Labour Law In Qatar ________________________________________________________________________________

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Labour And Employment Law In Saudi Arabia__________________________________________________________________________

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Labour And Employment Law In The UAE_____________________________________________________________________________

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The A - Z Of Competency Frameworks (In association with The George Washington University School of Business)________________________________

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TABLE OF CONTENTS

Budgeting And Budget Control Of The HR Function/Effective Manpower Planning (In association with The George Washington University School of Business)

17 - 21 Aug 2014 - The Address Hotel, Dubai Marina, Dubai, UAE 7 - 11 Dec 2014 - Kempinski Hotel, Mall of the Emirates, Dubai, UAE www.iirme.com/hrbudget Course Overview

This course will provide delegates with the skills needed to fully understand the costs involved with HR that allow them to present a realistic case to management. It will feature case studies, business simulation and practical group exercises to show delegates how to prepare, monitor and control the HR budget and, most importantly, understand the link between organisational finance and HR budgets.

Course Content • • • • • •

What is a budget?

The purpose of budgets Components of an HR budget Building an HR budget Budget metrics for HR Measuring financial performance

Who Should Attend?

This course has been specifically designed for all HR professionals responsible for the budgeting for the function in their organisations.

It will help anyone who is planning to introduce new HR initiatives to forecast the budgetary requirements and to calculate the expected ROI.

Benefits Of Attending 1.

2.

3.

Paul Walsh Managing Director PJW Training, Cyprus Paul Walsh currently mixes his consultancy work with lectures at further and higher education colleges and universities in the UK, together with conducting training courses in the Gulf region.

Paul lectures on business courses specialising in HR, finance and leadership. He also spends time teaching adults with learning difficulties, basic business and retail skills. Prior to founding his own training consultancy in 1999, Paul worked with the Royal Mail in various roles in finance and HR, concluding his time there as the senior operations manager in Manchester, responsible for 1,100 employees and a budget in excess of £40 million. In 1993, Paul led a team in the restoration of postal services in Kuwait as part of the national infrastructure regeneration process following the first Gulf War. He has also undertaken consultancy work in Qatar, Pakistan, the UAE, Bahrain and Egypt.

Paul has a postgraduate diploma in business administration, a postgraduate certificate in education and training and a certificate in Teaching English to Speakers of Other Languages (TESOL).

Understand the link between organisational finance and HR budgets Investigate advanced techniques of professional budgeting inline with managing and forecasting Identify the key components and cost factors in an HR budget and learn how to build, monitor and control an HR budget

4

I = Earned Training Hours

30 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In Advanced Compensation And Benefits (In association with The George Washington University School of Business)

31 Aug - 4 Sep 2014 - The Address Hotel, Dubai Marina, Dubai, UAE www.iirme.com/compensation-benefits Course Overview

Fundamental components of compensation and reward management and HR are grade and basics salary structures, and these are often taken for granted. Rather than make changes, HR and reward professionals try to fit the ever changing needs of their employees into a system that may not have been reviewed for many years.

This course will touch on all areas of compensation and reward management, including grading structures, salary structures and payscales, allowances, pay reviews, bonus and incentive schemes, benefits and non-financial reward opportunities such as recognition and retention schemes. It will provide delegates with the information and guidance to ensure their salary and grading structure meets business needs, while allowing the company to attract and retain employees in an increasingly competitive market.

Course Content • • • • • • •

Defining a pay policy for employee compensation Matching pay structures to organisational objectives Developing grading and salary structures The role of job evaluation and salary surveys Integrating pay structures with other HR initiatives Implementing new grading and salary structures Managing performance and linking pay with performance via merit pay

Who Should Attend?

This course is designed for all everyone who requires an in-depth knowledge of working with, and managing, salary structures and reward issues, including all professionals who work in human resources at all career levels and all specialists who work in compensation and benefits.

Benefits Of Attending 1.

2.

3.

Increase your business performance and employee effectiveness through implementing reward systems that attract, retain and motivate staff Align basic salary structures, grades and reward systems to a business’ objectives and human resources strategy, and discover practical steps to implement a grading system with a basic salary structure and pay scheme or update existing structures Find practical solutions to your own reward issues and challenges through analysis of case studies and interactive course and clinic discussions

A = Earned Training Hours

Robert Mosley Global Remuneration Expert and Consultant and CEO Lemon Pip Consulting Limited, UK Robert Mosley is widely recognised in many industries and countries as one of the leading global experts on compensation and benefits, and is also a leading expert in the more general field of human resources and performance management. His main areas of expertise and specialism are in the fields of job analysis, job descriptions, job evaluation, grading schemes, pay structures, allowances, bonuses and incentives, industrial relations and collective agreements, e-HR systems, performance management, performance appraisals, and all issues on compensation and benefits globally.Robert worked with Hay Group (Hay Management Consultants) in the UK and UAE from 1985-1990 consulting in over 20 countries.

During this time he developed a strong interest in the Middle East.

On leaving Hay Group, he joined Emirates Group and Emirates Airline based in Dubai where he worked for 13 years from 1990 - 2003 and he was promoted to SVP Human Resources with over 22,000 employees in 60 countries. At all times, Robert kept a detailed hands-on role on all remuneration policies globally, and on all general HR policies and procedures.

In 2003, Robert left Emirates Group to establish his own consulting business focusing on HR and C&B called Lemon Pip Consulting Limited, and over the past six years he has developed a very successful specialist consulting practice with over 200 clients. His two main areas of specialism are working with clients in the Middle East region, and in the global aviation industry. Robert is a Fellow of the Chartered Institute of Personnel and Development (FCIPD) and holds an MSc from Oxford University and an MBA from London Business School. Robert currently spends most of his time working in and around the Middle East, and offers an expert range of services and solutions on all compensation and benefits issues.

Robert has been offering extremely popular training courses through IIRME for the past 13 years. He has led highly successful courses on Job Descriptions and Job Evaluation, Compensation and Reward and HR Policies and Procedures, and has now introduced this exciting new course on Performance Management and Performance Appraisals.

Overall, Robert has over 25 years of expertise on HR issues, with particular focus on compensation and benefits in the GCC region.

5

30 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In Career Development Planning (In association with The George Washington University School of Business)

31 Aug - 3 Sep 2014 - Jumeirah Emirates Towers Hotel, Dubai, UAE www.iirme.com/careerdevelopmentplanning Course Overview

Introducing a smart career development programme to an organisation can fulfil a variety of functions – the most important of which is to improve the performance of the organisation, which is, of course, a factor of individual performance. Implementation of the programme encourages staff to make themselves more marketable in the long term, and increases their contribution to the organisation.

Investment in staff development is reflected in their motivation.

Succession planning takes career development one step further by preparing those with potential to fill vacancies in key positions, reducing disruption when there are planned and unplanned vacancies.

At this course delegates will discover how to align their organisation’s career development strategy with organisational capabilities.

Course Content

• Context for career management and succession planning in the Middle East • The framework • Identifying areas for development • The development plan • Options for development • Why do we need succession planning?

• Six steps to succession planning • Identifying targeted positions • Monitoring and evaluating succession planning and the associated benefits

Who Should Attend?

This course has been specifically designed for any HR professional responsible for the development of staff.

Benefits Of Attending

4. Explore why career development and succession planning are vital to an organisation’s success 5. Discover how to take a systematic approach to career development and succession planning 6. Learn how to integrate a career development and succession planning based on real business needs and potential benefits

6

I = Earned Training Hours

Lesley Harvey Director The Human Edge Lesley Harvey, Director – The Human Edge, has in excess of 14 years experience in HR; the first part in operational and strategic roles and the last seven of which have been in HR consulting. Following on from a successful career in sales and marketing, Lesley has extensive experience in both the design and implementation of HR processes and systems as well as in managing large scale change projects, which gives her skills which are well honed both in the GCC and internationally enabling her clients to see tangible results quickly and effectively.

Some of the projects she has recently undertaken include: • Performance management system design, communication and implementation – including training 3,000 staff in workshops of 15 people • Complete HR start up for a media company in Dubai – including the design of performance management process, behavioural competency model, induction, HR policy and process development as well as the development of employee welcome guide • Project Director for a telecom change project – designing all the HR enablers such as reward structure, performance management system, career planning, job design, organisation design, and managing the internal communications and launch event over a period of two years • Management development training design and delivery for a wide variety of organisations • Conducting HR audits in order to identify the gaps coupled with an accompanying recommendations report Lesley is registered with the British Psychological Society and is currently studying for her MBA.

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In Compensation And Reward Management (In association with The George Washington University School of Business)

16 - 20 Nov 2014 - Kempinski Hotel, Mall of the Emirates, Dubai, UAE www.iirme.com/rewards Course Overview

Fundamental components of compensation and reward management and HR are grade and basics salary structures, and these are often taken for granted. Rather than make changes, HR and reward professionals try to fit the ever changing needs of their employees into a system that may not have been reviewed for many years.

This course will touch on all areas of compensation and reward management, including grading structures, salary structures and payscales, allowances, pay reviews, bonus and incentive schemes, benefits and non-financial reward opportunities such as recognition and retention schemes. It will provide delegates with the information and guidance to ensure their salary and grading structure meets business needs, while allowing the company to attract and retain employees in an increasingly competitive market.

Course Content • • • • • • •

Defining a pay policy for employee compensation Matching pay structures to organisational objectives Developing grading and salary structures The role of job evaluation and salary surveys Integrating pay structures with other HR initiatives Implementing new grading and salary structures Managing performance and linking pay with performance via merit pay

Who Should Attend?

This course is designed for all everyone who requires an in-depth knowledge of working with, and managing, salary structures and reward issues, including all professionals who work in human resources at all career levels and all specialists who work in compensation and benefits.

Benefits Of Attending

1. I ncrease your business performance and employee effectiveness through implementing reward systems that attract, retain and motivate staff 2. Align basic salary structures, grades and reward systems to a business’ objectives and human resources strategy, and discover practical steps to implement a grading system with a basic salary structure and pay scheme or update existing structures 3. Find practical solutions to your own reward issues and challenges through analysis of case studies and interactive course and clinic discussions

I = Earned Training Hours

Robert Mosley Global Remuneration Expert and Consultant and CEO Lemon Pip Consulting Limited, UK Robert Mosley is widely recognised in many industries and countries as one of the leading global experts on compensation and benefits, and is also a leading expert in the more general field of human resources and performance management. His main areas of expertise and specialism are in the fields of job analysis, job descriptions, job evaluation, grading schemes, pay structures, allowances, bonuses and incentives, industrial relations and collective agreements, e-HR systems, performance management, performance appraisals, and all issues on compensation and benefits globally. Robert worked with Hay Group (Hay Management Consultants) in the UK and UAE from 1985-1990 consulting in over 20 countries.

During this time he developed a strong interest in the Middle East.

On leaving Hay Group, he joined Emirates Group and Emirates Airline based in Dubai where he worked for 13 years from 1990 - 2003 and he was promoted to SVP Human Resources with over 22,000 employees in 60 countries.At all times, Robert kept a detailed hands-on role on all remuneration policies globally, and on all general HR policies and procedures.

In 2003, Robert left Emirates Group to establish his own consulting business focusing on HR and C&B called Lemon Pip Consulting Limited, and over the past six years he has developed a very successful specialist consulting practice with over 200 clients. His two main areas of specialism are working with clients in the Middle East region, and in the global aviation industry. Robert is a Fellow of the Chartered Institute of Personnel and Development (FCIPD) and holds an MSc from Oxford University and an MBA from London Business School. Robert currently spends most of his time working in and around the Middle East, and offers an expert range of services and solutions on all compensation and benefits issues.

Robert has been offering extremely popular training courses through IIRME for the past 13 years. He has led highly successful courses on Job Descriptions and Job Evaluation, Compensation and Reward and HR Policies and Procedures, and has now introduced this exciting new course on Performance Management and Performance Appraisals.

Overall, Robert has over 25 years of expertise on HR issues, with particular focus on compensation and benefits in the GCC region.

7

30 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In Developing HR Policy Manuals (In association with The George Washington University School of Business)

17 – 20 Aug 2014 - The Address Hotel, Dubai Marina, Dubai, UAE www.iirme.com/hrpolicy Course Overview

This course looks at the fundamentals of HR policy development from strategy alignment through to policy identification and implementation. You will look at HR policies as a strategic alignment tool, rather than as a policing mechanism. You will learn how to carry out an in-depth analysis of your organisation’s HR policy and to benchmark it against best practice and the latest thinking.

Course Content • • • • • • • • • • • • • • •

Fundamentals of policy development Developing a content outline for a policy manual Designing and shaping an HR policy Stakeholder involvement How to ensure line managers buy-in through good communication Recent policy developments Confidentiality and controlling access Dealing with sensitive areas of HR policy How the relationship between employer and employee (the psychological contract) has changed HR policy developments in a downturn Identifying organisational needs Developing solutions Policy changes and amendments Policies for specific strategic initiatives Developing a supporting user-friendly HR manual

Who Should Attend?

This course has been specifically designed for all HR practitioners responsible for policy development and implementation, and managers involved in organisational change and transformation.

Benefits Of Attending

1. S uccessfully communicate your HR policies by developing the skills and expertise to produce clear and coherent policy documents 2. Review the role of Human Resource Management (HRM), and develop appropriate policies taking into consideration the importance of HR policy and where it fits into the organisation 3. Develop an appropriate handbook design by examining and learning from best practice examples

8

I/A = Earned Training Hours

Lesley Harvey Director The Human Edge Lesley Harvey, Director – The Human Edge, has in excess of 14 years experience in HR; the first part in operational and strategic roles and the last seven of which have been in HR consulting. Following on from a successful career in sales and marketing, Lesley has extensive experience in both the design and implementation of HR processes and systems as well as in managing large scale change projects, which gives her skills which are well honed both in the GCC and internationally enabling her clients to see tangible results quickly and effectively.

Some of the projects she has recently undertaken include: • Performance management system design, communication and implementation – including training 3,000 staff in workshops of 15 people • Complete HR start up for a media company in Dubai – including the design of performance management process, behavioural competency model, induction, HR policy and process development as well as the development of employee welcome guide • Project Director for a telecom change project – designing all the HR enablers such as reward structure, performance management system, career planning, job design, organisation design, and managing the internal communications and launch event over a period of two years • Management development training design and delivery for a wide variety of organisations • Conducting HR audits in order to identify the gaps coupled with an accompanying recommendations report Lesley is registered with the British Psychological Society and is currently studying for her MBA.

30 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In Dynamic Recruitment, Interviewing And Appraisal Techniques (In association with The George Washington University School of Business)

21 - 24 Dec 2014 - Dusit Thani Hotel, Dubai, UAE Course Overview

By 2020 employers will need to adjust to the unprecedented challenge of having five generations of employees working together: employees with vastly different interests and life experiences from varied regional and ethnic backgrounds.

Recruiting, developing and motivating such diverse employees will become crucial to your organisation’s success and will depend on the quality of its human resources department.

This course will review all the desirable attributes, qualities and styles to be successful at screening, interviewing, evaluating applicants and employees. You will learn principles and frameworks, do’s and don’ts, and explore best practice examples from large organisations. You will have the opportunity to build a screening, interviewing and evaluating portfolio through the various practical workshops that will be undertaken during the course.

Course Content • • • • • • • • • • • • • • •

Attracting top performers The hidden costs Profiling the employee of the future Develop a recruitment plan Screening Preparing for the interview Meeting the applicant Past behaviour is a predictor of future behaviour Guidelines on asking difficult questions Sharing information with the candidate Ending the interview professionally Conducting background checks for final candidates The interview arena Keeping your top performers Introduction to performance appraisals

Who Should Attend?

This course is designed for HR practitioners and line managers who wish to develop their interviewing skills for staff selection and appraisal, including HR Managers and Directors, HR Officers, Department Heads, Section Heads, Team Leaders and Supervisors.

Benefits Of Attending

1. I ncrease the likelihood of higher job satisfaction and reduce turnover rates. Hire the right employee for the job 2. Help your employees maximise their job performance to improve team and organisational outcomes 3. Focus on the critical steps in selection and performance management interviews to ensure you get the best possible outcome for the organisation

I/A = Earned Training Hours

Janine Rothwell Executive Director MFX Options and Solutions (Pty) Ltd., South Africa Janine Rothwell is an Executive Director of MFX Options and Solutions (Pty) Ltd, specialising in strategic consulting, business management and communications. She has 25 years experience in marketing and sales, primarily in the industrial sector.

She established and built up a successful marketing division, responsible for introducing construction, quarry and mining products and services to the local and international market and piloting a radically new method of product distribution. Her responsibilities initially included marketing strategy, market surveys, implementing self-directed work teams, sales, product launches, distribution, education and support and customer satisfaction surveys and corrective action plans. Subsequently, her portfolio was increased to include international marketing strategies for various business units and facilitating and compiling annual and five year business strategies and plans.

Her exposure to the business environment, and her expertise and experience in helping organisations entrench transformation and business optimisation programmes internally, provided the basis for high-level strategic management consulting in the corporate environment, identifying customer and employee needs and organisational assessment through surveys, identifying critical issues for transformation programmes, producing training material and facilitating training workshops and programmes. Her work focuses heavily on auditing systems, which ensure that results are aligned with objectives.

Janine’s enthusiasm for her fields of interest makes her a popular trainer. She has developed and trained for Square One (compiling internet-based training modules on sales, marketing, teams, communication and management), and Informa – both in South Africa and the GCC. In addition, she has lectured for General Electric (USA) on strategy, marketing, sales and e-commerce. In the last ten years, Janine’s strategic work has been focussed on the importance of HR’s understanding of organistional strategies so that Human Resource strategies enhance the organisations strategy.

Janine completed a Henley, UK MBA which focused on strategic management.

9

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In Employee Engagement

(In association with The George Washington University School of Business)

7 - 10 Dec 2014 - Dubai, UAE Course Overview

How we behave towards our employees is of increasing importance.

Globalisation and increased competition has intensified the ‘Talent War’. The relationship between the employer and employee has changed. New definitions of loyalty are emerging. ‘Jobs for life’ appear to have gone. Employees are more discriminating and certainly more mobile. This practical course to produce ideas and plans for successful Employee Relations (ER) is designed around answers to our research into determining what constitutes an effective ER programme.

Course Content • • • • • • • • • • • • • • • •

The psychological contract and Employee Relations (ER) Corporate culture and its impact upon ER Designing supportive ER policies and procedures Impact of stress upon ER Impact of managing Human Resource Key Result Areas (KRAs) The line managers’ role in ER – we are all HR managers!

Changing perceptions – staff as a revenue centre not a cost centre Impact of staff on the bottom-line Defining competency to use individuals to greatest effect Securing profit and increased efficiency through innovation Opening channels for employees’ ideas Assessing and using the intellectual capital of an organisation Motivating staff and managing performance The employee as internal customer – revealing what employees really think New concepts of human capital management ’accounting for people’ Preparing a ‘way ahead’ policy – fitting ER into a strategic plan

Who Should Attend?

Whilst ER is an integral part of HR, this course is not just for HR staff. The importance of high quality ER has a direct impact upon levels of service, profit, standards, business ethics, corporate social responsibility and corporate governance. As such it is important for any manager who has charge of staff to understand the latest thinking regarding ER.

Benefits Of Attending

1. U nderstand what constitutes an effective Employee Relations programme 2. Appreciate the impact of employee relations on organisational development 3. Clearly demonstrate how Employee Relations impacts the bottom line of organisations

10

I = Earned Training Hours

Tom Raftery Director - it’s all about people UAE Tom Raftery has established a human capital consulting company – it’s all about people – based in Dubai, utilising his extensive experience in HR strategy, processes and systems, organisational design, leadership development, change management and compensation and benefits. Prior to this he was VP HR for Arc International, the world’s largest glass and tableware manufacture and was responsible for a workforce stretching from Japan to Africa, based in Dubai.

Tom has over 30 years’ international HR experience and has spent over 15 years in the Middle East, including working at board level with the Nazer Group in Saudi Arabia and as a consultant with a local HR consultancy, as well as his time with Arc International. In addition to this Tom was the head of HR for a major division of British Aerospace and HR Manager for a subsidiary of Sedgwick Forbes, the insurance company, based in Athens. Tom has extensive consulting experience gained working for Towers Watson, Meirc, Arthur Andersen and his own consulting company. This experience covers all aspects of HR in addition to work on large change management projects and leadership development and facilitation work with senior executives. Tom’s mixture of senior line management and consulting experience has given him a wide range of methodologies and frameworks to call on as well as the experience of how to effectively implement them.

In his recent line roles he has been heavily involved in developing incentive schemes, recruiting, performance management and talent management processes that actually work. Tom is now focusing on Human Capital Consulting, that involves listening to and understanding the client’s needs and then developing appropriate solutions, along with the business case, that are fit for purpose. This will ensure that the solution will add value to the business. He is launching a new service: Coaching for HR by HR™ specifically for the development of Nationals in HR roles and he is developing another concept to improve the use of role play in training and development.

Tom has a degree in Industrial Sociology, an MBA from Warwick University and is a member of the Chartered Institute of Personnel and Development. He has presented at various conferences in Europe and the Middle East and is an engaging facilitator and trainer.

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In Employee Training And Development (In association with Society for Human Resource Management (SHRM))

24 - 27 Aug 2014 - The Address Hotel, Dubai Marina, Dubai, UAE www.iirme.com/traininganddevelopment Course Overview

Discuss the scope of employee development: how it falls under the talent management umbrella, how it ties to your organisation, how to develop individuals’ careers and potential leaders, and how to build an actual training programme from the ground up. You will be able to develop, implement, and evaluate effective employee development programmes.

Course Outline

• Understanding your organisation and its relationship to employee development • Assessing organisational needs • Connecting culture, employee development, and engagement • Learning methodologies • Development activities • Career development • Leadership development

Who Should Attend • • • • •

Mid-level HR professionals who: Are generalists or senior specialists Typically have three to seven years of HR experience Manage projects or programmes Hold a formal title such as, but not limited to, HR Manager, Generalist or Senior Specialist

Bill Robinson Consultant SHRM, MEA Bill Robinson is the MD of Robinson Faris and Jones. He is former Head of Learning at averda and was the Senior HR Manager at Cornell University.

He is in the unique position of holding both UK and USA Certification, MCIPD, SPHR and GPHR. He currently trains both programmes for the CIPD and for the Society of Human Resource Management (SHRM).

Bill utilises the SHRM learning system to train HR professionals in the USA and globally towards certification exams in SPHR, GPHR, HRBP and HRMP. He helped establish and was a partner with ResourceBank in the UK and developed assessment and development centers for Budweiser, L’Oreal and Allied Domecq working closely with them for 10 years. Bill is an independent reviewer for the USA HR Certification Institute HRCI for instruction materials for the Global Professional Body of Knowledge in HR. Bill holds a Bachelor of Science in Law and Economics and has a Masters Postgraduate certificate from Cornell for its HR Director Programme.

Benefits Of Attending

1. Describe the scope and trends in employee development and assess the employee development needs in your organisation 2. Describe how your career development strategy links to your organisational needs 3. Apply employee development activities to support development and effective learning methodologies for employee training

I = Earned Training Hours

11

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In HR Administration

(In association with The George Washington University School of Business)

24 – 27 August 2014 - Park Rotana Hotel, Abu Dhabi, UAE www.iirme.com/hradmin Course Overview

This is a certificate course introduced by SHRM. It is based on contemporary research and best practices conducted by SHRM globally. It is a generalist program that focuses on the application of conceptual knowledge in everyday work. It is facilitated by certified SHRM-trained subject matter experts. The aim of the course is for delegates to fully understand the five main domains of HR within the context of a value-added HR model.

Course Content • • • • • • • • • •

Overall roles, functions and importance of HR Understand the screening process and the selection funnel Enhance turnovers and productivity at optimal costs Develop an appreciation of stakeholders’ role and interest in talent acquisition and management Awareness of critical legal frameworks that affect acquisition Apply structured analysis to needs assessment, learning objectives, program design and effectiveness assessment Appreciate the principles of learning styles, human behavior, competencies, knowledge, training methods and development planning processes Principles of performance and its assessment Performance Management System (PMS) Conceptual framework behind compensation, benefit structures and their application in the overall business

Who Should Attend?

This course is for HR professionals with two to five years’ supervisory/ managerial level experience, typically in sectors like IT, ITES, banking and financial services, telecom, and retail. It is also ideal for those who have managerial roles, which require a high degree of interface with line functions or businesses. Job titles include: HR Manager, HR Business Partner, HR Advisor, HR Supervisor, HR Consultant.

Alternatively, Operational Managers moving into HR who have little-to-no formal HR theoretical studies.

Benefits Of Attending

1. Apply a structured analysis to assess learning needs, learning objectives and programme designs to ensure the effectiveness of your learning and development initiatives 2. Understand the conceptual framework behind compensation, benefit structures and their application in the overall business 3. Understand employee engagement, its framework and HR’s role in engaging employees

12

E/I = Earned Training Hours

Anne McDougall Motivational Speaker, Trainer and Writer Anne McDougall conducts learning programmes and solves organisations’ challenges for clients in Africa, China, Europe, the Middle East and the United Kingdom.

A motivational trainer and speaker, Anne is well known for her communications and management skills programmes.

She has a Master’s Degree in Learning and Development from the University of Sheffield in the UK and knows exactly how to build confidence and get people accessing their true potential.

Her courses are fun! How else can people learn?

By giving delegates “simple tools for busy people”, she enables them to persuade, negotiate, influence and build trust with colleagues and clients.

This trust, in turn, enables teams to work together constructively, problem solving and cooperating to provide great products and services for their customers.

Anne is a qualified voice and speech coach and helps people improve their vocal technique, control nerves, write scripts and hold an audience of one to a thousand totally enthralled. As a presenter herself, she uses the skills daily.

Memberships of the International Association of Business Communicators and the American Society of Training and Development keep Anne up to date with all the developments in her field. Her clients can be assured that all her material includes the latest research and developments in the subjects she is presenting.

Her book “Brain Teasers for Trainers”, published by Gower, has been a great success worldwide. And her second book, Writing Emails and Letters, which is being published by Amazon was written for second language writers and speakers.

Anne’s clients range from Novartis in China to the large Oil and Gas companies in the Middle East, the Telecom companies of Africa and Egypt to the European Commission in Brussels.

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In HR Audit

(In association with The George Washington University School of Business)

28 Sep - 2 Oct 2014 - The Address Hotel, Dubai Marina, Dubai, UAE www.iirme.com/hraudit Course Overview

It is vitally important for HR to keep pace with the demands of dynamic business environments and legal frameworks. The HR audit is used to highlight areas of weakness in the HR function, areas that can be improved and even areas where there are no policies or procedures. To avoid costly litigation your policies, procedures and processes must reflect the law, which frequently changes. The HR audit is an essential preventative strategy to ensure you remain legally compliant.

Course Content • • • • •

The HR audit – something to welcome Initial analysis, audit methodology – instruments and deliverables Scope of the audit Measuring HR and auditing against business needs The audit findings, feedback and action, and taking HR to the next level

Who Should Attend?

This course has been designed for all HR professionals interested in improving HR performance. It is an essential course for HR department heads, HR generalists and specialists in resourcing, compensation and benefits, payroll, training, personnel, HR, talent management and employee services. Organisational development specialists will also benefit from attending this course.

Paul Walsh Managing Director PJW Training, Cyprus Paul Walsh currently mixes his consultancy work with lectures at further and higher education colleges and universities in the UK, together with conducting training courses in the Gulf region.

Paul lectures on business courses specialising in HR, finance and leadership. He also spends time teaching adults with learning difficulties, basic business and retail skills. Prior to founding his own training consultancy in 1999, Paul worked with the Royal Mail in various roles in finance and HR, concluding his time there as the senior operations manager in Manchester, responsible for 1,100 employees and a budget in excess of £40 million. In 1993, Paul led a team in the restoration of postal services in Kuwait as part of the national infrastructure regeneration process following the first Gulf War. He has also undertaken consultancy work in Qatar, Pakistan, the UAE, Bahrain and Egypt.

Paul has a postgraduate diploma in business administration, a postgraduate certificate in education and training and a certificate in Teaching English to Speakers of Other Languages (TESOL).

Benefits Of Attending

1. P repare for and conduct an informal HR audit to ensure that your policies and procedures meet the business needs and minimise potential exposure 2. Implement cutting-edge processes to ensure the complete legal compliance of your HR function 3. Measure the effectiveness of the organisation’s procedures and how they affect the bottom line, and ensure management buy-in by providing compelling HR data, to establish your role as a true strategic partner

I = Earned Training Hours

13

30 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In HR Governance 7 - 10 Dec 2014 - Dubai, UAE

Course Overview

The course has been designed to address traditional limitations to Human Resource Management (HRM) thinking. HR Governance is a relatively new organisational practice which is concerned with enabling the HR function to facilitate the achievement of corporate strategic and operational objectives and performance outcomes, including corporate governance objectives, in a structured and systematic way.

Course Outline • • • • • • • •

Human Resource models and governance Human Resource Management and the ethical organisation Governance and the role of Human Resource management Creating corporate codes of conduct Human resource And compliance Human Resource management and intellectual capital Human Resource management and enterprise risk Human Resource Adaptive Governance Model (HRAGM)

Who Should Attend?

The course is designed for middle to senior level HR executives, managers and directors in both public and private sectors. However as a significant management issue, it is also catering for compliance executives and managers, governance officers and managers, including senior corporate managers and official company officers, and company directors interested in fulfilling their corporate governance obligations.

Benefits Of Attending

1. Understand the concept of Human Resource Governance (HRG) and its contribution to achieving shareholders value 2. Investigate strategic models of Human Resource Management as sources of sustainable corporate strategic advantage 3. Manage the strategic role of Human Resource Management in achieving corporate governance performance

14

I/A = Earned Training Hours

Peter Hofmann Executive Director MFX Options and Solutions (Pty) Ltd He specialises in business management and corporate strategic and operational management consulting. The platform for his current business focus was established through his exposure to the holistic corporate business environment where he built a successful career over two decades, having established and built up successful departments focused on operational and executive management and board liaison.

His integral involvement with projects undertaken by MFX have been for a range of international clients including: • Strategic business plans, functional plans and processes, supply chain management, strategic planning and ERP process analysis for implementation of ERP systems • The development and implementation of performance strategies for business units, comprising of individual projects – SAP HR, finance, supervisory development, internal communications systems and procedures • Development of five-year strategies on an annual basis, customer surveys and measurement, business unit strategies and electronic customer-focused marketing campaigns • The development of performance related communication strategies and strategy implementations • Internal communication surveys to assess the effectiveness of internal communication and to develop communication strategies, policies and related detailed implementation plans

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In HR Metrics And Workforce Analytics (In association with Society for Human Resource Management (SHRM))

14 - 16 Dec 2014 - Kempinski Hotel, Mall of the Emirates, Dubai, UAE Course Overview

HR professionals will learn how to drive organisational change around human capital activities by linking evidence based data to business strategy and performance. HR professionals will learn to apply HR analytics to a broad spectrum of human capital activities.

From facilitating outcome-based conversations, to interpreting and benchmarking organisational results, this course provides HR professionals hands-on experience that will help acquire the confidence needed to build consensus and acceptance around human capital measures that support operational goals.

Course Outline • • • • • • • •

Introduction to HR metrics and workforce analytics The SHRM Human Capital Analytics Model Assess and plan Link and align Identify and build Implement and execute Evaluate and enhance Organisation and HR impacts

Bill Robinson Consultant SHRM, MEA Bill Robinson is the MD of Robinson Faris and Jones. He is former Head of Learning at averda and was the Senior HR Manager at Cornell University.

He is in the unique position of holding both UK and USA Certification, MCIPD, SPHR and GPHR. He currently trains both programmes for the CIPD and for the Society of Human Resource Management (SHRM).

Bill utilises the SHRM learning system to train HR professionals in the USA and globally towards certification exams in SPHR, GPHR, HRBP and HRMP. He helped establish and was a partner with ResourceBank in the UK and developed assessment and development centers for Budweiser, L’Oreal and Allied Domecq working closely with them for 10 years. Bill is an independent reviewer for the USA HR Certification Institute HRCI for instruction materials for the Global Professional Body of Knowledge in HR.

Who Should Attend?

• Mid-level HR professionals with three to seven years of HR experience • HR professionals who need a greater understanding of the drivers of business performance • HR professionals who want to communicate with business leaders around financial metrics • HR professionals who support business leaders

Bill holds a Bachelor of Science in Law and Economics and has a Masters Postgraduate certificate from Cornell for its HR Director Programme.

Benefits Of Attending 1.

2.

3.

Describe the importance and potential uses of business metrics and the role Human Capital Analytics play in evaluating an organisation’s performance Utilise the HR and Workforce Analytics Model to better link human capital results and activities to business performance Design a plan for gathering data and implementing human capital measurement in your organisation

I = Earned Training Hours

15

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In HR Policies And Procedures (In association with The George Washington University School of Business)

23 - 26 Nov 2014 - The Address Hotel, Dubai Marina, Dubai, UAE www.iirme.com/hrprocedures Course Overview

Certificate In HR Policies And Procedures emphasises the value of the skills and expertise to create fair, easy-to-understand HR policies and procedures and an up-to-date HR policy manual. Take this unique opportunity to learn how to achieve buy-in from your line managers, share and discuss your organisational needs, review your existing HR policies, and amend and update your policies. This course will guide you to develop and implement HR P&Ps in your organisation. You will ensure that your employment contracts and HR manuals meet your business needs, whilst attracting, retaining, engaging and motivating employees.

Course Content • • • • • • • • • • •

Terms and Conditions of employment (T&Cs) Human Resources Policies and Procedures (P&Ps) Sensitive critical policy areas Employment contracts Policies and procedures to support wider HR strategies Human resources manuals Policies and procedures for international assignments Psychological contract of employment Achieving work-life balance Implementing HR policies and procedures Review your manual

Who Should Attend?

This course is designed for everyone who requires either a generalist understanding or an in-depth knowledge of managing HR policies and procedures, and terms and conditions of employment. HR specialists and other HR professionals at all career levels working in the areas of HR Policies and Procedures, Employee Relations, Employee Communications and Personnel Administration will benefit from attending this course.

Benefits Of Attending

1. Understand how HR policies and procedures fit into your organisation and how they affect employee relations 2. Increase business performance and employee effectiveness through clear, fair and reasonable HR policies and procedures which help retain and motivate staff 3. Align your terms and conditions of employment with your remuneration strategy and develop detailed employment contracts to improve employer branding and employee engagement

16

E/I = Earned Training Hours

Robert Mosley Global Remuneration Expert and Consultant and CEO Lemon Pip Consulting Limited, UK Robert Mosley is widely recognised in many industries and countries as one of the leading global experts on compensation and benefits, and is also a leading expert in the more general field of human resources and performance management. His main areas of expertise and specialism are in the fields of job analysis, job descriptions, job evaluation, grading schemes, pay structures, allowances, bonuses and incentives, industrial relations and collective agreements, e-HR systems, performance management, performance appraisals, and all issues on compensation and benefits globally. Robert worked with Hay Group (Hay Management Consultants) in the UK and UAE from 1985-1990 consulting in over 20 countries.

During this time he developed a strong interest in the Middle East.

On leaving Hay Group, he joined Emirates Group and Emirates Airline based in Dubai where he worked for 13 years from 1990 - 2003 and he was promoted to SVP Human Resources with over 22,000 employees in 60 countries. At all times, Robert kept a detailed handson role on all remuneration policies globally, and on all general HR policies and procedures.

In 2003, Robert left Emirates Group to establish his own consulting business focusing on HR and C&B called Lemon Pip Consulting Limited, and over the past six years he has developed a very successful specialist consulting practice with over 200 clients. His two main areas of specialism are working with clients in the Middle East region, and in the global aviation industry. Robert is a Fellow of the Chartered Institute of Personnel and Development (FCIPD) and holds an MSc from Oxford University and an MBA from London Business School. Robert currently spends most of his time working in and around the Middle East, and offers an expert range of services and solutions on all compensation and benefits issues.

Robert has been offering extremely popular training courses through IIRME for the past 13 years. He has led highly successful courses on Job Descriptions and Job Evaluation, Compensation and Reward and HR Policies and Procedures, and has now introduced this exciting new course on Performance Management and Performance Appraisals. Overall, Robert has over 25 years of expertise on HR issues, with particular focus on compensation and benefits in the GCC region.

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In HR Skills

(In association with The George Washington University School of Business)

24 – 28 August 2014 - Hilton Salalah Resort, Salalah, Oman www.iirme.com/hrskillssalalah Course Overview

Charles Wilson Founder The Consultancy, UK

Course Content

Charles Wilson is enjoying a successful international HR career. He has extensive experience in the Gulf region. Charles has watched the area develop and has played a leading role in national development schemes in Oman, the UAE and Kuwait. His major professional interests in the Gulf region lie in the areas of development of Nationals, management education and cross-cultural management.

This course will cover the complete Human Resources Management necessary to support an employee from before joining the organisation until after departure..

• • • • • • • • • •

Human Resources In Context Attraction – “Employer Brand’ Psychological Contract Discipline And Grievance Performance Management (PM) Learning And Development.

Reward Change Talent Management Self-Criticism

His current research is centred on ER in the Gulf Region and international HRD, with an emphasis on leadership. Charles lives on the Isle of Man in the British Isles from where he operates his company, “The Consultancy”. His work with Informa in the Gulf Region began 16 years ago. He has led many courses and presented and chaired conferences throughout the region. Charles is a graduate of the Royal Military Academy Sandhurst. He holds Fellowships of the Chartered Institute of Personnel and Development, The Institute of Administrative Management and the University of Suffolk (UK). He is a Director of the UK Council for Administration and a Commissioner for the Isle of Man Government Service.

Who Should Attend?

This programme has been specifically designed to provide a background in Human Resource Management (HRM) for newly appointed HR practitioners from all industries, as well as those wishing to extend and update their knowledge in the basics of HRM and Human Resource Development (HRD).

Benefits Of Attending 1.

2.

3.

Establish a thorough understanding of Human Resource Management (HRM) and its impact on your organisation Learn how to develop and adopt effective policies and procedures into your organisation Discover the importance of training and development and its impact on your organisation’s bottom line

E/I = Earned Training Hours

17

30 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In HR Skills I

(In association with The George Washington University School of Business)

14 - 18 Sep 2014 - Renaissance Hotel, Doha, Qatar 12 - 16 Oct 2014 - Dusit Thani Hotel, Dubai, UAE www.iirme.com/hrskills Course Overview

This programme, which has a strategic focus, consists of two five-day courses and examines the HR needs in organisations, and how to audit and evaluate HR. The programme establishes the context for HR, examines up-to-date concepts to improve your HR performance and explores the main specialisms within HR. As well as covering HR technical issues, the programme includes some personal management and supervisory skills development.

Course Content

Course I: Certificate In HR Skills I • • • • • • • •

Human Resources in context Defining the HR role today Leadership in HR Motivation Competencies Human Resource audit Recruitment Becoming an Employer of Choice

Who Should Attend?

This programme has been specifically designed to provide background in HRM for HR practitioners in all industries. The first course is suitable for new entries to the HR profession and the second course focuses on developing some of the themes highlighted in the first course. The second course is most suitable for HR practitioners with two – three years of experience.

Charles Wilson Founder The Consultancy, UK Charles Wilson is enjoying a successful international HR career. He has extensive experience in the Gulf region. Charles has watched the area develop and has played a leading role in national development schemes in Oman, the UAE and Kuwait. His major professional interests in the Gulf region lie in the areas of development of Nationals, management education and cross-cultural management.

His current research is centred on ER in the Gulf Region and international HRD, with an emphasis on leadership. Charles lives on the Isle of Man in the British Isles from where he operates his company, “The Consultancy”. His work with Informa in the Gulf Region began 16 years ago. He has led many courses and presented and chaired conferences throughout the region. Charles is a graduate of the Royal Military Academy Sandhurst. He holds Fellowships of the Chartered Institute of Personnel and Development, The Institute of Administrative Management and the University of Suffolk (UK). He is a Director of the UK Council for Administration and a Commissioner for the Isle of Man Government Service.

Benefits Of Attending

1. D evelop effective HR policies and procedures, based on a thorough understanding of HRM, and its impact on your organisation 2. Discover the importance of training and development activities and their impact on the bottom line of having the right staff, with the right skills, in the right place at the right time (and at the right cost) 3. Examine the issues around performance management and its implementation to understand its links to organisational performance and the organisation’s bottom line

18

E/I = Earned Training Hours

30 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In HR Skills II

(In association with The George Washington University School of Business)

21 - 25 Sep 2014 - Renaissance Hotel, Doha, Qatar 19 - 23 Oct 2014 - Dusit Thani Hotel, Dubai, UAE www.iirme.com/hrskills Course Overview

This programme, which has a strategic focus, consists of two five-day courses and examines the HR needs in organisations, and how to audit and evaluate HR. The programme establishes the context for HR, examines up-to-date concepts to improve your HR performance and explores the main specialisms within HR. As well as covering HR technical issues, the programme includes some personal management and supervisory skills development.

Course Content

Course II: Certificate In HR Skills II • • • •

Policies and procedures Training and development Performance management Pay and reward

Who Should Attend?

This programme has been specifically designed to provide background in HRM for HR practitioners in all industries. The first course is suitable for new entries to the HR profession and the second course focuses on developing some of the themes highlighted in the first course. The second course is most suitable for HR practitioners with two – three years of experience.

Charles Wilson Founder The Consultancy, UK Charles Wilson is enjoying a successful international HR career. He has extensive experience in the Gulf region. Charles has watched the area develop and has played a leading role in national development schemes in Oman, the UAE and Kuwait. His major professional interests in the Gulf region lie in the areas of development of Nationals, management education and cross-cultural management.

His current research is centred on ER in the Gulf Region and international HRD, with an emphasis on leadership. Charles lives on the Isle of Man in the British Isles from where he operates his company, “The Consultancy”. His work with Informa in the Gulf Region began 16 years ago. He has led many courses and presented and chaired conferences throughout the region. Charles is a graduate of the Royal Military Academy Sandhurst. He holds Fellowships of the Chartered Institute of Personnel and Development, The Institute of Administrative Management and the University of Suffolk (UK). He is a Director of the UK Council for Administration and a Commissioner for the Isle of Man Government Service.

Benefits Of Attending

1. D evelop effective HR policies and procedures, based on a thorough understanding of HRM, and its impact on your organisation 2. Discover the importance of training and development activities and their impact on the bottom line of having the right staff, with the right skills, in the right place at the right time (and at the right cost) 3. Examine the issues around performance management and its implementation to understand its links to organisational performance and the organisation’s bottom line

E/I = Earned Training Hours

19

30 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In HR Strategy

(In association with The George Washington University School of Business)

21 - 24 Sep 2014 - The Address Hotel, Dubai Marina, Dubai, UAE www.iirme.com/certHRstrategy Course Overview

The course will outline how to develop an HR strategy taking into account both internal and external considerations. It will show you how to develop frameworks on all the key areas of HR and an overall roadmap against which you can develop an implementation and communication plan.

Course Outline • • • • • • • •

Managing in challenging times in the Middle East Role of HR in business Role of strategy in business Carrying out an HR audit Business and cultural drivers HR strategy framework Building the HR strategy Implementing the new HR strategy

Who Should Attend?

This course is for you if you are an HR director, manager or practitioner who wants to understand how to develop and deliver an HR strategy that meets business needs.

Benefits Of Attending

1. Design a business focused HR strategy, business case and marketing plan 2. Carry out an HR audit and link HR and people needs with business requirements 3. Explore global best practice and how this can be applied in the Middle East, and design an implementation and communication plan to roll out the HR strategy

Tom Raftery Director - it’s all about people UAE Tom Raftery has established a human capital consulting company – it’s all about people – based in Dubai, utilising his extensive experience in HR strategy, processes and systems, organisational design, leadership development, change management and compensation and benefits. Prior to this he was VP HR for Arc International, the world’s largest glass and tableware manufacture and was responsible for a workforce stretching from Japan to Africa, based in Dubai.

Tom has over 30 years’ international HR experience and has spent over 15 years in the Middle East, including working at board level with the Nazer Group in Saudi Arabia and as a consultant with a local HR consultancy, as well as his time with Arc International. In addition to this Tom was the head of HR for a major division of British Aerospace and HR Manager for a subsidiary of Sedgwick Forbes, the insurance company, based in Athens. Tom has extensive consulting experience gained working for Towers Watson, Meirc, Arthur Andersen and his own consulting company. This experience covers all aspects of HR in addition to work on large change management projects and leadership development and facilitation work with senior executives. Tom’s mixture of senior line management and consulting experience has given him a wide range of methodologies and frameworks to call on as well as the experience of how to effectively implement them.

In his recent line roles he has been heavily involved in developing incentive schemes, recruiting, performance management and talent management processes that actually work. Tom is now focusing on Human Capital Consulting, that involves listening to and understanding the client’s needs and then developing appropriate solutions, along with the business case, that are fit for purpose. This will ensure that the solution will add value to the business. He is launching a new service: Coaching for HR by HR™ specifically for the development of Nationals in HR roles and he is developing another concept to improve the use of role play in training and development.

Tom has a degree in Industrial Sociology, an MBA from Warwick University and is a member of the Chartered Institute of Personnel and Development. He has presented at various conferences in Europe and the Middle East and is an engaging facilitator and trainer.

20

I/A = Earned Training Hours

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In Job Analysis And Description, Job Evaluation And Grades (In association with The George Washington University School of Business)

9 - 13 Nov 2014 - The Address Hotel, Dubai Marina, Dubai, UAE www.iirme.com/jobevaluation Course Overview

Robert Mosley Global Remuneration Expert and Consultant and CEO Lemon Pip Consulting Limited, UK

This course will provide you with key job analysis tools and provide a detailed familiarisation with job evaluation, including an introduction to the most commonly used best-practice approaches.

Robert Mosley is widely recognised in many industries and countries as one of the leading global experts on compensation and benefits, and is also a leading expert in the more general field of human resources and performance management. His main areas of expertise and specialism are in the fields of job analysis, job descriptions, job evaluation, grading schemes, pay structures, allowances, bonuses and incentives, industrial relations and collective agreements, e-HR systems, performance management, performance appraisals, and all issues on compensation and benefits globally. Robert worked with Hay Group (Hay Management Consultants) in the UK and UAE from 1985-1990 consulting in over 20 countries.

Establishing and managing a framework for job analysis, understanding all the roles in an organisation and describing them through job profiles or job descriptions is a component of the HR role.

Another is to have a suitable grade and salary structure that supports the needs of the organisation.

Course Content • • • • • • • • •

Understanding the main components of job analysis Establishing a job analysis framework Using job analysis to understand job roles and accountabilities Step-by-step guide to developing job descriptions Linking job analysis to performance management and competency libraries How to communicate results of job analysis to employees Using job profiles in other areas of HR The role of job evaluations Overview of commonly used best-practice proprietary systems of job evaluations in the GCC

Who Should Attend?

This course is designed for everyone who requires an appreciation or an in-depth knowledge of writing job profiles and job descriptions, and/or an understanding of how to implement a job evaluation scheme and develop grade structures underpinned by professional job analysis and job evaluation techniques. This includes staff in all areas of human resources as well as specialists who focus on compensation and benefits, and reward.

Benefits Of Attending

1. I ncrease your business performance and employee effectiveness by developing clear job profiles, job descriptions and key accountability statements that communicate clearly what is expected of employees and effectively underpin your performance management system 2. Align your grade structures to your organisational objectives and HR strategy, by learning how to implement an effective job evaluation and grading system 3. Discover practical steps which will help you build your new system effectively, taking into consideration the different approaches available and your own organisation’s aims

E/I = Earned Training Hours

During this time he developed a strong interest in the Middle East.

On leaving Hay Group, he joined Emirates Group and Emirates Airline based in Dubai where he worked for 13 years from 1990 - 2003 and he was promoted to SVP Human Resources with over 22,000 employees in 60 countries. At all times, Robert kept a detailed hands-on role on all remuneration policies globally, and on all general HR policies and procedures.

In 2003, Robert left Emirates Group to establish his own consulting business focusing on HR and C&B called Lemon Pip Consulting Limited, and over the past six years he has developed a very successful specialist consulting practice with over 200 clients. His two main areas of specialism are working with clients in the Middle East region, and in the global aviation industry. Robert is a Fellow of the Chartered Institute of Personnel and Development (FCIPD) and holds an MSc from Oxford University and an MBA from London Business School.

Robert currently spends most of his time working in and around the Middle East, and offers an expert range of services and solutions on all compensation and benefits issues.

Robert has been offering extremely popular training courses through IIRME for the past 13 years. He has led highly successful courses on Job Descriptions and Job Evaluation, Compensation and Reward and HR Policies and Procedures, and has now introduced this exciting new course on Performance Management and Performance Appraisals.

Overall, Robert has over 25 years of expertise on HR issues, with particular focus on compensation and benefits in the GCC region.

21

30 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In Nationalisation Strategies (In association with The George Washington University School of Business)

7-10 Sep 2014 - The Address Hotel, Dubai Marina, Dubai, UAE www.iirme.com/nationalisation Course Overview

The aim of this course is to enable you to get a better understanding of the latest best practice approaches for managing Nationalisation, and give practical guidance to enable you to implement your own plans for Nationalisation, and achieve better results in your programmes for Nationalisation. You will gain an in-depth understanding of the core factors that determine the success or failure of Nationalisation programmes. You will come away with a practical action plan that you can deploy within your own organisation, driving results and providing a better return on investment for your Nationals.

Course Outline

• Situation on Nationalisation in the GCC countries and differences across the GCC • Trends in public sector versus private sector, and relevant laws in the GCC • Planning career development for Nationals • Reward and employment terms for Nationals • Retention of Nationals • Motivation and performance management of Nationals • Managing daily working life for Nationals • Managing displacements – redundancies of Non-Nationals

Who Should Attend?

This course is designed for anyone and everyone who is involved in any way with either “Nationalisation” or “Localisation” in any of the six GCC countries, including UAE (Emiratisation), KSA (Saudisation), Qatar (Qatarisation), Oman (Omanisation), Bahrain (Bahrainisation) and Kuwait (Kuwaitisation). Whilst this course is primarily designed for HR Business Partners, Learning And Development (L&D) Specialists and Compensation And Benefits (C&B) Specialists, it is also suitable for all professionals in the HR function, and indeed from any other functions, if they are actively involved in managing the issues of “Nationalisation”.

Benefits Of Attending

4. Develop solutions for your own policies and practices for Nationalisation 5. Increase business performance and employee effectiveness through effective Nationalisation programmes that attract, reward, motivate and retain Nationals 6. Understand key elements of a successful Nationalisation programme, and common failure factors that hinder Nationalisation

22

E/I/A = Earned Training Hours

Robert Mosley Global Remuneration Expert and Consultant and CEO Lemon Pip Consulting Limited, UK Robert Mosley is widely recognised in many industries and countries as one of the leading global experts on compensation and benefits, and is also a leading expert in the more general field of human resources and performance management. His main areas of expertise and specialism are in the fields of job analysis, job descriptions, job evaluation, grading schemes, pay structures, allowances, bonuses and incentives, industrial relations and collective agreements, e-HR systems, performance management, performance appraisals, and all issues on compensation and benefits globally.Robert worked with Hay Group (Hay Management Consultants) in the UK and UAE from 1985-1990 consulting in over 20 countries.

During this time he developed a strong interest in the Middle East.

On leaving Hay Group, he joined Emirates Group and Emirates Airline based in Dubai where he worked for 13 years from 1990 - 2003 and he was promoted to SVP Human Resources with over 22,000 employees in 60 countries. At all times, Robert kept a detailed handson role on all remuneration policies globally, and on all general HR policies and procedures.

In 2003, Robert left Emirates Group to establish his own consulting business focusing on HR and C&B called Lemon Pip Consulting Limited, and over the past six years he has developed a very successful specialist consulting practice with over 200 clients. His two main areas of specialism are working with clients in the Middle East region, and in the global aviation industry. Robert is a Fellow of the Chartered Institute of Personnel and Development (FCIPD) and holds an MSc from Oxford University and an MBA from London Business School. Robert currently spends most of his time working in and around the Middle East, and offers an expert range of services and solutions on all compensation and benefits issues.

Robert has been offering extremely popular training courses through IIRME for the past 13 years. He has led highly successful courses on Job Descriptions and Job Evaluation, Compensation and Reward and HR Policies and Procedures, and has now introduced this exciting new course on Performance Management and Performance Appraisals. Overall, Robert has over 25 years of expertise on HR issues, with particular focus on compensation and benefits in the GCC region.

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In Performance Management And Performance Appraisals (In association with The George Washington University School of Business)

2 - 5 Nov 2014 - The Address Hotel, Dubai Marina, Dubai, UAE www.iirme.com/performancemanagement Course Overview

Performance Management After this course you will be able to establish and manage a performance culture, determine Key Results Areas (KRAs), set objectives and Key Performance Indicators (KPIs), and establish the right competencies and behaviours for all the roles in your organisation. You will design and define the right performance management system to support your organisation’s goals and business objectives, and encourage the development of each individual employee.

Performance Appraisal Individual performance appraisals help you manage the performance of each employee in your organisation. However, unless you clearly link a performance appraisal to corporate goals and see it as part of the responsibilities of an effective manager, it can be nothing more than a tick-box paper exercise.

Course Content

Performance Management (Including Objectives [KRAs, KPIs] And Competencies [Behaviours]) • What is performance management?

• Creating a performance culture • Performance based on objectives and goals Performance Appraisal (Including Appraisal Forms, Rating Systems And Pay-For-Performance) • Performance appraisal cycle and planning • Preparing for an appraisal discussion • Key skills in performance appraisal

Who Should Attend?

This course is designed for everyone who requires an appreciation or an in-depth knowledge of managing performance and implementing a performance appraisal system underpinned by objectives and competencies as part of an overall performance management approach. This includes HR generalists at all levels of their careers, as well as specialists who focus on performance and compensation and wish to develop their skills in performance management and appraisal.

Benefits Of Attending

1. Support business effectiveness by implementing a best-practice performance management system and performance appraisal process 2. Understand the three critical components of an effective performance management system – setting objectives, measuring competencies and planning development 3. Increase overall business and individual employee performance by developing clear and SMART objectives which communicate to your employees what is expected of them

I = Earned Training Hours

Robert Mosley Global Remuneration Expert and Consultant and CEO Lemon Pip Consulting Limited, UK Robert Mosley is widely recognised in many industries and countries as one of the leading global experts on compensation and benefits, and is also a leading expert in the more general field of human resources and performance management. His main areas of expertise and specialism are in the fields of job analysis, job descriptions, job evaluation, grading schemes, pay structures, allowances, bonuses and incentives, industrial relations and collective agreements, e-HR systems, performance management, performance appraisals, and all issues on compensation and benefits globally. Robert worked with Hay Group (Hay Management Consultants) in the UK and UAE from 1985-1990 consulting in over 20 countries.

During this time he developed a strong interest in the Middle East.

On leaving Hay Group, he joined Emirates Group and Emirates Airline based in Dubai where he worked for 13 years from 1990 - 2003 and he was promoted to SVP Human Resources with over 22,000 employees in 60 countries. At all times, Robert kept a detailed hands-on role on all remuneration policies globally, and on all general HR policies and procedures.

In 2003, Robert left Emirates Group to establish his own consulting business focusing on HR and C&B called Lemon Pip Consulting Limited, and over the past six years he has developed a very successful specialist consulting practice with over 200 clients. His two main areas of specialism are working with clients in the Middle East region, and in the global aviation industry. Robert is a Fellow of the Chartered Institute of Personnel and Development (FCIPD) and holds an MSc from Oxford University and an MBA from London Business School.

Robert currently spends most of his time working in and around the Middle East, and offers an expert range of services and solutions on all compensation and benefits issues.

Robert has been offering extremely popular training courses through IIRME for the past 13 years. He has led highly successful courses on Job Descriptions and Job Evaluation, Compensation and Reward and HR Policies and Procedures, and has now introduced this exciting new course on Performance Management and Performance Appraisals.

Overall, Robert has over 25 years of expertise on HR issues, with particular focus on compensation and benefits in the GCC region.

23

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In Resource Management, Recruitment And Talent Planning (In association with The George Washington University)

28 Sep - 2 Oct 2014 - The Address Hotel, Dubai Marina, Dubai, UAE www.iirme.com/resourcing Course Overview

This course gives you the knowledge and skills to contribute to the resourcing and talent planning process of your organisation.

Delegates will understand the factors that affect an organisation’s talent planning, recruitment and selection policy, identifying appropriate recruitment and selection methods, contributing to the interviewing process and understanding the importance of effective induction.

Course Content

• Strategy and organisation design and links to resource planning • Organisation design and resourcing • Strategic importance of resourcing, recruitment and talent planning • Developing a resource framework and methodology • Recruitment and becoming an Employer Of Choice • Utilising employee branding • The recruitment process and the role of HR and managers • Job descriptions, job analysis and establishing the package • Recruitment interview techniques and exercises • Using head hunters, agencies, job boards and social media • Utilising recruitment agencies and headhunters • Use of online recruitment and developing an online recruitment strategy • Utilising your company website and social media channels in recruitment and branding • Completing the recruitment process, references, employment contracts, administration etc.

• Moving from induction to ‘onboarding’ • Probation period and how to assess performance in the first few months • From induction to ‘onboarding’, how to make an impact on your new employees • Develop a talent management strategy and framework • How HR can add value in resourcing, recruitment and talent management

Who Should Attend?

This course is for you if you are in an HR support role, or looking to become involved in recruitment, selection and resourcing talent.

Benefits Of Attending

1. Explain the factors that affect your organisation’s talent planning, recruitment and selection policy 2. Identify appropriate recruitment and selection methods 3. Develop and implement an effective online recruitment strategy

24

I/A = Earned Training Hours

Tom Raftery Director - it’s all about people UAE Tom Raftery has established a human capital consulting company – it’s all about people – based in Dubai, utilising his extensive experience in HR strategy, processes and systems, organisational design, leadership development, change management and compensation and benefits. Prior to this he was VP HR for Arc International, the world’s largest glass and tableware manufacture and was responsible for a workforce stretching from Japan to Africa, based in Dubai.

Tom has over 30 years’ international HR experience and has spent over 15 years in the Middle East, including working at board level with the Nazer Group in Saudi Arabia and as a consultant with a local HR consultancy, as well as his time with Arc International. In addition to this Tom was the head of HR for a major division of British Aerospace and HR Manager for a subsidiary of Sedgwick Forbes, the insurance company, based in Athens. Tom has extensive consulting experience gained working for Towers Watson, Meirc, Arthur Andersen and his own consulting company. This experience covers all aspects of HR in addition to work on large change management projects and leadership development and facilitation work with senior executives. Tom’s mixture of senior line management and consulting experience has given him a wide range of methodologies and frameworks to call on as well as the experience of how to effectively implement them.

In his recent line roles he has been heavily involved in developing incentive schemes, recruiting, performance management and talent management processes that actually work. Tom is now focusing on Human Capital Consulting, that involves listening to and understanding the client’s needs and then developing appropriate solutions, along with the business case, that are fit for purpose. This will ensure that the solution will add value to the business. He is launching a new service: Coaching for HR by HR™ specifically for the development of Nationals in HR roles and he is developing another concept to improve the use of role play in training and development.

Tom has a degree in Industrial Sociology, an MBA from Warwick University and is a member of the Chartered Institute of Personnel and Development. He has presented at various conferences in Europe and the Middle East and is an engaging facilitator and trainer.

30 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In Succession Planning And Career Development (In association with The George Washington University School of Business)

14 - 17 Dec 2014 - The Address Hotel, Dubai Marina, Dubai, UAE www.iirme.com/succession Course Overview

Succession planning has been identified as a key issue that “keeps CEOs awake at night”. Organisations that implement effective succession planning and career development ensure business continuity while motivating and retaining their talent. In the GCC region it is a key driver of localisation by ensuring that strategies are in place to meet challenging localisation targets.

Course Content • • • • •

Succession planning or external market forces?

Compiling the succession plan Career development Impact on HR and organisational processes Implementation of the succession and career development plan

Who Should Attend?

This course is designed specifically for all management professionals with an interest in ensuring business continuity and improving performance, motivation and loyalty of employees. It is an essential course for Department Heads, Directors, Senior Managers and Section Heads. HR professionals, People Development Officers and Career Development specialists will also benefit from the outcomes of this course.

Paul Walsh Managing Director PJW Training, Cyprus Paul Walsh currently mixes his consultancy work with lectures at further and higher education colleges and universities in the UK, together with conducting training courses in the Gulf region.

Paul lectures on business courses specialising in HR, finance and leadership. He also spends time teaching adults with learning difficulties, basic business and retail skills. Prior to founding his own training consultancy in 1999, Paul worked with the Royal Mail in various roles in finance and HR, concluding his time there as the senior operations manager in Manchester, responsible for 1,100 employees and a budget in excess of £40 million. In 1993, Paul led a team in the restoration of postal services in Kuwait as part of the national infrastructure regeneration process following the first Gulf War. He has also undertaken consultancy work in Qatar, Pakistan, the UAE, Bahrain and Egypt.

Paul has a postgraduate diploma in business administration, a postgraduate certificate in education and training and a certificate in Teaching English to Speakers of Other Languages (TESOL).

Benefits Of Attending

1. E nsure business continuity by planning succession into key organisational positions and preparing people appropriately to step up to leadership roles 2. Identify talented employees and provide structured career development opportunities to enable them to take on higher level and broader responsibilities 3. Attract and retain the top talent you need to meet your organisation’s current and future objectives

I = Earned Training Hours

25

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In Talent Acquisition And Succession Planning (In association with Society for Human Resource Management (SHRM))

26 - 30 Oct 2014 - Dubai, UAE www.iirme.com/talentplanning Course Overview

This course provides HR professionals the concepts and information to be able to develop a talent acquisition strategy that will ultimately attract qualified employees who have the keys skills necessary to support the organisation in achieving its goals. This interactive course forms a framework within which HR professionals can create, develop and implement an in-depth succession plan according to their organisation’s current and future needs. Delegates will also learn how monitoring, developing and retaining critical talent creates a positive impact on the bottom line.

Course Outline

Understanding your organisation Workforce planning Employment branding Recruiting Sourcing and targeting Interviewing Evaluation and selection Onboarding and retention Metrics Understand the organisation and succession planning relationship • Developing and implementing a succession plan • • • • • • • • • •

Who Should Attend?

Bill Robinson Consultant SHRM, MEA Bill Robinson is the MD of Robinson Faris and Jones. He is former Head of Learning at averda and was the Senior HR Manager at Cornell University.

He is in the unique position of holding both UK and USA Certification, MCIPD, SPHR and GPHR. He currently trains both programmes for the CIPD and for the Society of Human Resource Management (SHRM).

Bill utilises the SHRM learning system to train HR professionals in the USA and globally towards certification exams in SPHR, GPHR, HRBP and HRMP. He helped establish and was a partner with ResourceBank in the UK and developed assessment and development centers for Budweiser, L’Oreal and Allied Domecq working closely with them for 10 years. Bill is an independent reviewer for the USA HR Certification Institute HRCI for instruction materials for the Global Professional Body of Knowledge in HR. Bill holds a Bachelor of Science in Law and Economics and has a Masters Postgraduate certificate from Cornell for its HR Director Programme.

• Mid to senior-level HR professionals with three to 14 years of HR experience • HR professionals who need a greater understanding of the drivers of business performance • HR professionals who want to communicate with business leaders around financial metrics • HR professionals who support business leaders • HR managers, directors and vice presidents responsible for working with business leaders

Benefits Of Attending 1.

2.

3.

Identify the importance of a talent acquisition strategy and where it fits into the overall HR and business strategies Recognise the importance and need for workforce planning Appreciate the importance of organisational culture and its impact on talent acquisition

26

I = Earned Training Hours

30 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In Training Coordination

(In association with The George Washington University School of Business)

21 - 24 Sep 2014 - Dusit Thani Hotel, Dubai, UAE www.iirme.com/trainingcoordination Course Overview

This course provides the foundation knowledge and skills required to be an effective training coordinator. It introduces delegates to the role of personal and organisation effectiveness, the importance of building relationships and creating a customer-focused function.

It also focuses on the need to make sure that the training and development initiatives put in place deliver results and have clear value to the organisation.

Course Content • • • • • • • • •

Personal and organisational learning HRD department effectiveness Core competencies Operational performance, causal analyses and learning needs analysis Individual and team learning journeys Managing a training intervention Validation and evaluation Administration processes and procedures The numbers game

Who Should Attend?

This course has been specifically designed to provide the background information required for training coordinators. It is appropriate for newly appointed training professionals from all industries, and all those wishing to extend and update their foundation knowledge to become effective training coordinators.

Benefits Of Attending

1. L ink learning with change and performance by recognising and understanding the key concepts of both personal and organisational learning 2. Analyse learning needs, plan training, organise training delivery and control the training budget 3. Provide analysis and advice to operational managers on how learning interventions will improve their departmental performance

E = Earned Training Hours

Ian Thomson Consultant Leadership International Limited, UK Ian Thomson is a business builder with more than 30 years of practical experience in international business. He is proactive in implementing leading edge change to regenerate businesses to align them with their continually changing markets. He works specifically with organisations in media, engineering, financial services, oil and gas and utilities.

Ian has an MA in economics and finance and a diploma in training management. He is a chartered accountant, a Fellow of the Chartered Management Institute and a Fellow of the Institute of Training and Occupational Learning. He is a certified master coach, recognised by the International Coaching Council and a master practitioner of Neuro-Linguistic Programming. He is Chief Executive of Leadership International Limited which he formed in 1997 having previously worked as a financial controller, project manager and change consultant. His company provides change consultancy, training and executive coaching.

As a trainer, Ian has extensive experience creating and delivering leadership programmes in more than 30 countries, working with such clients as BP, Schlumberger and Unilever. In the broader field of developing people and organisations, he uses his membership of the American Society of Training and Development to research new themes in HRD and design and to deliver programmes in training co-ordination, training and learning needs, evaluation, HRD management and human performance improvement. He has spent more than 20 years visiting the Middle East and has worked in the UAE, Kuwait, Oman, Qatar and Saudi Arabia.

27

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Certificate In Training Management

(In association with The George Washington University School of Business)

26 - 30 Oct 2014 - Grand Hyatt Hotel, Doha, Qatar 9 - 13 Nov 2014 - The Address Hotel, Dubai Marina, Dubai, UAE www.iirme.com/trainingmanagement Course Overview

Human Resource Development, as an organisational process, comprises the skillful planning and facilitation of a variety of formal and informal learning and knowledge processes and experiences, primarily but not exclusively in the workplace, in order that organisational progress and individual potential can be enhanced through the competence, adaptability, commitment and knowledge-creating activity of all who work in the organisation.

This course addresses the whole arena of Human Resource Development to identify how training managers should be positioning themselves to be effective producers of business results. In addition to developing the skills of a training manager, it looks to develop the policies and procedures required to ensure alignment of learning initiatives and interventions with the business requirements, the visible support of senior executives, delivering efficiency and effectiveness of the department, linking learning to measurable performance and broadening the department offerings beyond formal classroom training.

Course Content • • • • • •

The strategic partnership The need for a total system A flexible approach to Learning Needs Analysis (LNA) Intervention design and delivery The HRD manager Effective communication techniques

Who Should Attend?

This course has been designed for middle to senior level executives in the training sector including Heads of Human Resource Development, Training and Development Managers, Employee Performance Managers and anyone looking to build a career in training management.

Ian Thomson Consultant Leadership International Limited, UK Ian Thomson is a business builder with more than 30 years of practical experience in international business. He is proactive in implementing leading edge change to regenerate businesses to align them with their continually changing markets. He works specifically with organisations in media, engineering, financial services, oil and gas and utilities.

Ian has an MA in economics and finance and a diploma in training management. He is a chartered accountant, a Fellow of the Chartered Management Institute and a Fellow of the Institute of Training and Occupational Learning. He is a certified master coach, recognised by the International Coaching Council and a master practitioner of Neuro-Linguistic Programming. He is Chief Executive of Leadership International Limited which he formed in 1997 having previously worked as a financial controller, project manager and change consultant. His company provides change consultancy, training and executive coaching.

As a trainer, Ian has extensive experience creating and delivering leadership programmes in more than 30 countries, working with such clients as BP, Schlumberger and Unilever. In the broader field of developing people and organisations, he uses his membership of the American Society of Training and Development to research new themes in HRD and design and to deliver programmes in training co-ordination, training and learning needs, evaluation, HRD management and human performance improvement. He has spent more than 20 years visiting the Middle East and has worked in the UAE, Kuwait, Oman, Qatar and Saudi Arabia.

Benefits Of Attending 1.

2.

3.

Assess organisational, departmental, team and individual needs, linking human performance to the effectiveness of the organisation Create a broad range of effective and efficient solutions and interventions Ensure that programmes are effectively designed in accordance with developmental principles

28

I = Earned Training Hours

30 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Chief Learning Officer

(In association with The George Washington University School of Business)

7 - 10 Dec 2014 - Radisson Royal Hotel, Dubai, UAE www.iirme.com/chieflearningofficer Course Overview

This course invites senior Learning and Development managers to identify how Chief Learning Officers should be positioning themselves to be effective producers of business results.

In this course, you will work with like-minded people striving to make the learning professional relevant to their organisation.

Overall, you will identify a strategy to encourage the visible support of senior executives, linking learning to measurable performance and broadening the department offerings beyond formal classroom training.

Course Content

The strategic partnership The HRD value proposition Getting the policies right Blended learning – creating effective and efficient solutions and interventions • Evaluating the HRD function • Effective relationship • Action plan • • • •

Who Should Attend?

• Training and Development Managers who are seeking to influence in the boardroom • HRD Managers • HR Directors • General Managers – HRD

Benefits Of Attending 1.

2.

3.

Communicate effectively with senior managers about strategy and write a value proposition Align the Learning and Development (L&D)/HRD strategy with the organisation’s goals Develop solutions based on latest trends in L&D and ensure that evaluation of learning actually happens

A = Earned Training Hours

Ian Thomson Consultant Leadership International Limited, UK Ian Thomson is a business builder with more than 30 years of practical experience in international business. He is proactive in implementing leading edge change to regenerate businesses to align them with their continually changing markets. He works specifically with organisations in media, engineering, financial services, oil and gas and utilities.

Ian has an MA in economics and finance and a diploma in training management. He is a chartered accountant, a Fellow of the Chartered Management Institute and a Fellow of the Institute of Training and Occupational Learning. He is a certified master coach, recognised by the International Coaching Council and a master practitioner of Neuro-Linguistic Programming. He is Chief Executive of Leadership International Limited which he formed in 1997 having previously worked as a financial controller, project manager and change consultant. His company provides change consultancy, training and executive coaching.

As a trainer, Ian has extensive experience creating and delivering leadership programmes in more than 30 countries, working with such clients as BP, Schlumberger and Unilever. In the broader field of developing people and organisations, he uses his membership of the American Society of Training and Development to research new themes in HRD and design and to deliver programmes in training co-ordination, training and learning needs, evaluation, HRD management and human performance improvement. He has spent more than 20 years visiting the Middle East and has worked in the UAE, Kuwait, Oman, Qatar and Saudi Arabia.

29

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Competency Based Interview And Selection For Hiring Managers (In association with The George Washington University School of Business)

21 - 24 Sep 2014 - The Address Hotel, Dubai Marina, Dubai, UAE www.iirme.com/competencyinterviews Course Overview

The difference between minimum acceptable performance and excellent performance is in the behaviours and attitudes that people bring to the workplace. What type of performance do we demand from our people and what standard of performance are we recruiting for? If you rely on skills, experience and qualifications to make your selection decision, you are probably recruiting for a minimum standard of performance.

This course will give you the skills and practical experience through role plays and custom built assessment criteria to ensure you select the right type of people for your organisation.

Course Content • • • • •

The benefits of a competency based interview Structuring the interview Setting the objectives for selection Interviewing and making the selection decision Each delegate will leave the course with: §§ A custom made list of questions for key positions in their organisation §§ A custom built marking criteria for assessing candidates §§ A set of common competency based interview processes

Who Should Attend?

Paul Walsh Managing Director PJW Training, Cyprus Paul Walsh currently mixes his consultancy work with lectures at further and higher education colleges and universities in the UK, together with conducting training courses in the Gulf region.

Paul lectures on business courses specialising in HR, finance and leadership. He also spends time teaching adults with learning difficulties, basic business and retail skills. Prior to founding his own training consultancy in 1999, Paul worked with the Royal Mail in various roles in finance and HR, concluding his time there as the senior operations manager in Manchester, responsible for 1,100 employees and a budget in excess of £40 million. In 1993, Paul led a team in the restoration of postal services in Kuwait as part of the national infrastructure regeneration process following the first Gulf War. He has also undertaken consultancy work in Qatar, Pakistan, the UAE, Bahrain and Egypt.

Paul has a postgraduate diploma in business administration, a postgraduate certificate in education and training and a certificate in Teaching English to Speakers of Other Languages (TESOL).

The course is designed for hiring managers outside of HR, as well as recruitment specialists within HR, and all with responsibilities for interviewing and selection of employees.

Benefits Of Attending 1.

2.

3.

Learn how to assess behaviours at an interview and design an objective marking criteria to assess candidates Create situational questions that probe real behaviours Ensure you select the right fit of candidate for your organisation and reduce recruitment errors

30

I/A = Earned Training Hours

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Developing And Implementing A Dynamic HR Strategy (In association with The George Washington University School of Business)

14 - 17 Dec 2014 - Kempinski Hotel, Mall of the Emirates, Dubai, UAE www.iirme.com/HRStrategy Course Overview

Human resources input is key to managing business and recessionary risk; it is the most important function of an organisation in today’s turbulent economy. Organisations need proactive human resource strategies that ensure long-term sustainability.

This comprehensive course provides insight, depth and understanding into the principles, models and frameworks used for developing and implementing an HR strategy that aligns with organisational strategic objectives.

Course Content • • • • • • • • • • • • • • •

Who Should Attend?

This course is designed for middle to senior level HR professionals responsible for developing HR strategies, and for contributing to organisational strategy, and who want to develop their repertoire of strategy analysis tools and techniques.

Benefits Of Attending

1. U nderstand HR’s role in organisational strategy development and implementation and ensure that your organisation’s objectives and critical success factors are supported by a comprehensive, proactive HR strategy 2. Ensure your HR strategy is based on a detailed and comprehensive understanding of the environment through sound strategic analysis and considered evaluation of alternatives 3. Successfully implement your HR strategy by managing the strategic change process appropriately

= Earned Training Hours

Janine Rothwell is an Executive Director of MFX Options and Solutions (Pty) Ltd, specialising in strategic consulting, business management and communications. She has 25 years experience in marketing and sales, primarily in the industrial sector.

She established and built up a successful marketing division, responsible for introducing construction, quarry and mining products and services to the local and international market and piloting a radically new method of product distribution. Her responsibilities initially included marketing strategy, market surveys, implementing self-directed work teams, sales, product launches, distribution, education and support and customer satisfaction surveys and corrective action plans. Subsequently, her portfolio was increased to include international marketing strategies for various business units and facilitating and compiling annual and five year business strategies and plans.

Changing times and your HR strategy Strategic modelling Strategic analysis Analysing the environment Analysing resources and strategic capability Analysing cultural and stakeholder expectations Identifying critical success factors Strategic choice Identifying strategic options – generic strategies Identifying strategic options – alternative directions Evaluating options Selecting strategy Strategic implementation Managing strategic change Organisational structure and design

I

Janine Rothwell Executive Director MFX Options and Solutions (Pty) Ltd., South Africa

Her exposure to the business environment, and her expertise and experience in helping organisations entrench transformation and business optimisation programmes internally, provided the basis for high-level strategic management consulting in the corporate environment, identifying customer and employee needs and organisational assessment through surveys, identifying critical issues for transformation programmes, producing training material and facilitating training workshops and programmes. Her work focuses heavily on auditing systems, which ensure that results are aligned with objectives.

Janine’s enthusiasm for her fields of interest makes her a popular trainer. She has developed and trained for Square One (compiling internet-based training modules on sales, marketing, teams, communication and management), and Informa – both in South Africa and the GCC. In addition, she has lectured for General Electric (USA) on strategy, marketing, sales and e-commerce. In the last ten years, Janine’s strategic work has been focussed on the importance of HR’s understanding of organistional strategies so that Human Resource strategies enhance the organisations strategy.

Janine completed a Henley, UK MBA which focused on strategic management.

31

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Employee Relations

(In association with The George Washington University School of Business)

26 – 30 October 2014 - Dusit Thani Hotel, Dubai, UAE www.iirme.com/employeerelations Course Overview

How we behave towards our employees is of increasing importance.

Globalisation and increased competition has intensified the ‘Talent War’. The relationship between the employer and employee has changed. New definitions of loyalty are emerging. ‘Jobs for life’ appear to have gone. Employees are more discriminating and certainly more mobile. This practical course to produce ideas and plans for successful Employee Relations (ER) is designed around answers to our research into determining what constitutes an effective ER programme

Course Content • • • • • • • • • • • • • • • •

The psychological contract and Employee Relations (ER) Corporate culture and its impact upon ER Designing supportive ER policies and procedures Impact of stress upon ER Impact of managing Human Resource Key Result Areas (KRAs) The line managers’ role in ER – we are all HR managers!

Changing perceptions – staff as a revenue centre not a cost centre Impact of staff on the bottom-line Defining competency to use individuals to greatest effect Securing profit and increased efficiency through innovation Opening channels for employees’ ideas Assessing and using the intellectual capital of an organisation Motivating staff and managing performance The employee as internal customer – revealing what employees really think New concepts of human capital management ’accounting for people’ Preparing a ‘way ahead’ policy – fitting ER into a strategic plan

Charles Wilson Founder The Consultancy, UK Charles Wilson is enjoying a successful international HR career. He has extensive experience in the Gulf region. Charles has watched the area develop and has played a leading role in national development schemes in Oman, the UAE and Kuwait. His major professional interests in the Gulf region lie in the areas of development of Nationals, management education and cross-cultural management.

His current research is centred on ER in the Gulf Region and international HRD, with an emphasis on leadership. Charles lives on the Isle of Man in the British Isles from where he operates his company, “The Consultancy”. His work with Informa in the Gulf Region began 16 years ago. He has led many courses and presented and chaired conferences throughout the region. Charles is a graduate of the Royal Military Academy Sandhurst. He holds Fellowships of the Chartered Institute of Personnel and Development, The Institute of Administrative Management and the University of Suffolk (UK). He is a Director of the UK Council for Administration and a Commissioner for the Isle of Man Government Service.

Who Should Attend?

Whilst ER is an integral part of HR, this course is not just for HR staff. The importance of high quality ER has a direct impact upon levels of service, profit, standards, business ethics, corporate social responsibility and corporate governance. As such it is important for any manager who has charge of staff to understand the latest thinking regarding ER.

Benefits Of Attending 1.

2.

3.

Understand what constitutes an effective Employee Relations programme Appreciate the impact of employee relations on organisational development Clearly demonstrate how Employee Relations impacts the bottom line of organisations

32

I = Earned Training Hours

30 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

HR Next - HR Management Best Practice (In association with Society for Human Resource Management (SHRM))

21 - 24 Sep 2014 - Renaissance Hotel, Doha, Qatar 23 - 26 Nov 2014 - Riyadh, KSA www.iirme.com/Hrbestprac Course Overview

This is a certificate course introduced by SHRM. It is based on contemporary research and best practices conducted by SHRM globally. It is a generalist program that focuses on the application of conceptual knowledge in everyday work. It is facilitated by certified SHRM-trained subject matter experts. The aim of the course is for delegates to fully understand the five main domains of HR within the context of a value-added HR model.

Course Content • • • • • • • • • •

Overall roles, functions and importance of HR Understand the screening process and the selection funnel Enhance turnovers and productivity at optimal costs Develop an appreciation of stakeholders’ role and interest in talent acquisition and management Awareness of critical legal frameworks that affect acquisition Apply structured analysis to needs assessment, learning objectives, program design and effectiveness assessment Appreciate the principles of learning styles, human behavior, competencies, knowledge, training methods and development planning processes Principles of performance and its assessment Performance Management System (PMS) Conceptual framework behind compensation, benefit structures and their application in the overall business

Who Should Attend?

This course is for HR professionals with two to five years’ supervisory/ managerial level experience, typically in sectors like IT, ITES, banking and financial services, telecom, and retail. It is also ideal for those who have managerial roles, which require a high degree of interface with line functions or businesses. Job titles include: HR Manager, HR Business Partner, HR Advisor, HR Supervisor, HR Consultant.

Alternatively, Operational Managers moving into HR who have little-to-no formal HR theoretical studies.

Brad Boyson Executive Director SHRM, MEA Brad Boyson is Executive Director for SHRM MEA. Brad spent 17 years holding senior HR roles in globally diverse organisations like Mitsubishi Corporation (Tokyo), Royal Caribbean International (Miami) and most recently Hamptons/Emaar (Dubai). He holds the rare distinction of having practised embedded HR on every inhabited continent including possessing HR experience in almost every major industrial sector. He was also one of the first people in the world to have earned a professional HR certification in two international jurisdictions (USA and Canada) and has first-hand HR experience supervising employees from over 120 different nationalities. Prior to embarking upon his career in HR, he spent nine years working in a union (UFCW) while attending BCIT and UBC business schools, majoring in finance and industrial relations respectively; later complemented with a Masters Degree in HR from the Thomas Edison School of Business.

Mr. Boyson’s affiliation with SHRM, the world’s largest HR association, began in 1999 when he earned the SPHR designation. In 2004 he earned the GPHR in its inaugural year. His volunteer activism with SHRM began in 2006 on a professional delegation to China. In 2007 he joined the HRCI GPHR exam development team. From 2008 to 2011 he served on SHRM’s Global Special Expertise Panel. In 2009 he set up and led one the first SHRM Members Forum (UAE) and joined the SHRM-ANSI taskforce to develop HR standards. In 2010 he began teaching the SPHR Learning System and was recruited as an SME to develop the HRBP Learning System. In 2011 he attended the first ISO TC 260 meeting in Washington DC and in March 2012 he was a special representative for Canada at the second meeting held in Paris.

Later in 2012 he earned the first iteration of the HRMP certification.

Benefits Of Attending

1. Apply a structured analysis to assess learning needs, learning objectives and programme designs to ensure the effectiveness of your learning and development initiatives 2. Understand the conceptual framework behind compensation, benefit structures and their application in the overall business 3. Understand employee engagement, its framework and HR’s role in engaging employees

I/A = Earned Training Hours

33

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

ILM Endorsed Recruitment, Selection And Retention Programme (Endorsed by ILM (Institute for Leadership and Management), UK)

2 - 5 Nov 2014 - The Address Hotel, Dubai Marina, Dubai, UAE www.iirme.com/talent Course Overview

This course, which is endorsed by ILM, has been specifically designed to help delegates recruit, retain and manage the talent needed to fulfil their strategic plans. Learn the latest thinking and approaches to the pressing issues you are facing and return to your office equipped to address current challenges in these aspects of HR. Delegates will be challenged to face current difficulties and encouraged to discuss them in an open, professional exchange of ideas.

Programme Content • • • • • •

The approach – competencies, culture Recruitment – get the right candidate Placement Retention – keep top performers Exciting ways to change Managing knowledge for successful retention

Who Should Attend?

This innovative course has been specially designed for HR managers, recruitment specialists and all other professionals involved in attracting, recruiting and retaining talent within their organisation.

Benefits Of Attending

1. E xplore current best practice in recruitment, retention and development and how you can adapt these practices and strategies to best suit your organisational environment 2. Discover how to achieve best value for money through adopting precise selection measures, careful placement procedures and constructing exciting retention initiatives which help you get the right people on board in the right places 3. Win the management support you need to develop superior recruitment, retention and development programmes

Lesley Harvey Director The Human Edge Lesley Harvey, Director – The Human Edge, has in excess of 14 years experience in HR; the first part in operational and strategic roles and the last seven of which have been in HR consulting. Following on from a successful career in sales and marketing, Lesley has extensive experience in both the design and implementation of HR processes and systems as well as in managing large scale change projects, which gives her skills which are well honed both in the GCC and internationally enabling her clients to see tangible results quickly and effectively.

Some of the projects she has recently undertaken include: • Performance management system design, communication and implementation – including training 3,000 staff in workshops of 15 people • Complete HR start up for a media company in Dubai – including the design of performance management process, behavioural competency model, induction, HR policy and process development as well as the development of employee welcome guide • Project Director for a telecom change project – designing all the HR enablers such as reward structure, performance management system, career planning, job design, organisation design, and managing the internal communications and launch event over a period of two years • Management development training design and delivery for a wide variety of organisations • Conducting HR audits in order to identify the gaps coupled with an accompanying recommendations report Lesley is registered with the British Psychological Society and is currently studying for her MBA.

34

I = Earned Training Hours

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Immigration And Labour Law In Bahrain 23 - 24 Nov 2014 - Kempinski Grand and IXIR Hotel Bahrain City Centre, Manama, Bahrain www.iirme.com/immigrationlawbahrain Course Overview

This two day course will provide delegates a solid understanding of existing and newly issued labour regulation in Bahrain. By attending this course, delegates will learn the framework and best practices for labour law compliance and the methods to minimise potential liability arising from employee terminations.

Course Content • • • • •

Overview of Bahrain labour regulations Labour Law (A comparative study) Employee mobility Lawful termination Employment disputes

Who Should Attend?

This course would be highly beneficial for HR professionals responsible for their employees in the Kingdom of Bahrain and offshore entities seeking to establish or expand their presence in Bahrain. Corporate executives and in-house counsel should view this course as an opportunity to understand the implications of the Bahrain Labour Law which may require an update to their company’s model for recruitment, development and allocation of human capital.

Benefits Of Attending

1. Gain an overview of the Kingdom of Bahrain Labour Law through comparative analysis 2. Understand employee mobility rights and how they can affect your business 3. Manage lawful termination of the employment relationship

E = Earned Training Hours

Steven Brown Corporate and Finance Lawyer ASAR - Al Ruwayeh & Partners’ Bahrain Steven is a corporate and finance lawyer in ASAR - Al Ruwayeh & Partners’ Bahrain office qualified in New York State. He has over four years experience assisting clients in and outside of Bahrain on matters of Bahrain law.

Steven is responsible for providing legal advice on various facets of Bahrain law including secured and unsecured financing, mergers and acquisitions, regulatory compliance, corporate formation/ authorisation and employment matters. With the advent of Bahrain’s new labour law in September 2012, Steven has dedicated significant time to understanding the new statutory employment regulations and advising clients on employer obligations and rights.

With a close-knit team, the ASAR-Bahrain attorneys work closely to maximise client value and identify sophisticated solutions to meet client needs. Steven’s experience in Bahrain, since 2007, helps capture the interplay between local practices and legal requirements.

Steven has acted for many international clients seeking to establish themselves in Bahrain and the Gulf region as well as local banks and large industrial corporations. Steven also regularly advises international law firms on discrete matters of Bahrain law, including employment regulations. Prior to joining ASAR - Al Ruwayeh & Partners in 2010, Steven spent two years as an attorney in a Bahrain law firm.

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12 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Immigration And Labour Law In Oman 12 - 13 Oct 2014 - Muscat, Oman www.iirme.com/law-oman Course Overview

This course is being launched in Oman in 2014 in response to high demands for a dedicated course to address the most common labour issues in Oman. This course will help you understand Omanisation and its application including Omanisation rates applicable to different business sectors and restricted positions. You will identify the key elements of an employment contract, with particular attention to salary structure and mandatory benefits.

Course Content

• Employment and Omanisation policy in the various business sectors • Types of employment contracts • The components of the salary • Minimum salary for Omani employees and its allocation • Minimum yearly increase • What is a mandatory benefit?

• Working hours • Wage Protection System (WPS) • Termination of employment • Protecting the company • Employment disputes

Who Should Attend?

This course has been developed for all HR professionals in Oman.

It would also be highly beneficial for those working as company secretaries and legal heads who have had minimal formal training in labour law and wish to consolidate their experience in the region.

In addition it would also benefit in-house counsel and lawyers who have recently been transferred to Oman.

Benefits Of Attending

1. Gain an understanding of employment regulations and benefits in Oman 2. Understand Omanisation policy and be able to analyse an employment contract 3. Manage termination clauses and manage labour disputes

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E = Earned Training Hours

Alessandra Zingales Alessandra Zingales is an Italian lawyer who graduated from the University of Milan and qualified as Lawyer at the Court of Appeal of Venice in 2005. From 2003 to 2007, she practised in Italy, covering both contentious and non-contentious work in the fields of commercial contracts, labour issues, real estate and family law.

She moved to Oman at the end of 2007 to work for one of the major Muscat based law firms. In July 2011 she joined Jihad Al Taie Law Office as Senior Associate.

She works in the corporate/commercial department of the firm but specialises in Employment Law. Examples of her experience in this field include: • Advising on Omani Labour Law in particular for newly incorporated corporate entities (preparing Omanisation plans, assisting in the adoption of workplace and disciplinary regulations, drafting employment contracts, providing general advice on training programmes etc.)

• Providing advice on employer-employee relationships and how to manage matters such as termination of employment contracts, work organisation (working hours, shifts, overtime etc. with particular reference to businesses in the tourism, health and oil & gas sector).

• Assisting employers in the pre-litigation phase of labour disputes including preparation for conciliation meetings to be held at the Ministry of Manpower • Advising on employment related issues such as transfer of employees in connection with Merger & Acquisitions transactions.

Since she arrived in Oman, she has been involved in a number of major assignments for both local and international clients.

She advises on a regular basis on various aspects of Omani law and has handled assignments in relation to industrial projects and power, water and infrastructure projects and M&A transactions. She currently handles, inter alia, the employment aspects of a major infrastructure project (roads) and of a large company providing services to the oil and gas sector.

12 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Immigration And Labour Law In Qatar 27 - 28 Oct 2014 - Grand Hyatt Hotel, Doha, Qatar www.iirme.com/qatarlabourlaw Course Overview

Current Trends In Labour And Employment Law In Qatar has been developed for all those working in Qatar who want a recap of the Qatar labour laws; or want to gain a better understanding of Qatar labour laws and current practices; and for anyone who is new to the region or to an HR role. It has been designed for those who want an update on the regulatory trends and an insight of how to address issues that often arise in the employment context, in the new economic landscape in Qatar

Course Content

• Overview of the key employment/labour legislation and the sponsorship/immigration systems in Qatar and in the Qatar Financial Centre (QFC) • Applicability of the labour law, Human Resources law, and QFC employment Regulations 2005 • Employment and the nature of sponsorship • Employee benefits • Issues for companies (Discrimination/data protection/ repatriation/health and life insurance/exit visas) • Employer civil and criminal liability for employees • End of employment • Resignation by employee • Termination • Protecting the company • Employment disputes

Emma Higham Senior Associate Corporate Commerical Lawyer Emma Higham is a Corporate Commercial Lawyer with over ten years’ experience. Having been based in Qatar for more than nine years, Emma incorporates her extensive knowledge of the local law when advising both local and international clients. In addition to her corporate and commercial practice Emma advises on a wide range of immigration and employmentmatters pertaining to Qatar, including termination and associated disputes, international and local consultancy and “secondment” arrangements.

While working in Qatar, Emma spent six months on secondment to Qatar Telecom (Qtel) QSC, assisting in the start up of a Gulf Corporate Council Telecommunications Company.

Emma joined Clyde & Co in October 2007, having previously worked for another international law firm for six years, both in London and Qatar.

Prior to that Emma worked for PriceWaterhouseCoopers for eight years in both audit and corporate recovery.

Who Should Attend?

This course will be highly beneficial for those working as company secretaries and legal heads that have had minimal formal training in labour law and wish to consolidate their experience in the region. In addition it would also benefit in-house counsel and lawyers who have recently been transferred to this region.

Benefits Of Attending

1. Understand the significance of local and international employment contracts 2. Identify the implications of terminating an employee and know which employee entitlements are discretionary for employers 3. Gain an understanding of the statutory provisions relating to immigration and sponsorship

I = Earned Training Hours

37

12 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Labour And Employment Law In Saudi Arabia 20 - 21 Oct 2014 - Manama, Bahrain www.iirme.com/labourlawsaudi Course Overview

This two day course will provide the delegates with a solid knowledge of KSA labour law and an employer’s obligation towards employees. As a result of attending the course, delegates will learn the framework for employing and terminating employees as well as the potential liability arising out of termination.

Course Content • • • • • • • • • • •

Registering as an employer Immigration considerations Recruitment- Nitiquat and Hafiz system Termination of employment Social security Employment disputes Resignation Visa cancellation Saudisation Company policies All kinds of leaves

This course will be highly beneficial for those working in the HR role as well as company secretaries and legal heads that have had minimal formal training in labour law and wish to consolidate their experience in the region.

In addition it would also benefit in-house counsel and lawyers who have recently been transferred to the KSA region

Benefits Of Attending

Understand the labour and immigration framework in KSA Manage and fulfil the requirements to hire KSA nationals Learn the process for effecting lawful termination of employment

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I = Earned Training Hours

Sara qualified in England and Wales in 2002 and specialises in employment law. She joined Clyde and Co’s Dubai office in 2008 where she provides employment advice for the Middle East region, in particular the Arabian Gulf Cooperation Council member states.

She has worked with multinational clients in a variety of sectors but with a primary focus on the hospitality, the technology media and telecommunications, the professional services and the insurance sectors. Sara provides advice on all aspects of employment law, including recruitment, termination, terms and conditions of employment (benefits, bonuses, and remuneration), and the application of quotas and training requirements for the employment of nationals in various AGCC countries.

Who Should Attend?

1.

2.

3.

Sara Khoja Partner, Employment & Incentives Clyde & Co LLP, Dubai, UAE

Sara also has a particular focus on multi-jurisdictional projects (including covering restructures, sales of a business as a going concern and employee status issues) as well as issues arising out of employee mobilisation/international assignments and including the territorial reach of UK employment law.

Sara regularly presents at seminars and workshops as part of Clyde and Co’s regular client programme; and at external events organised by various business councils and HR consultancy firms. She has written for a number of publications, including the New Law Journal, Asian Counsel, Solicitors Journal, and Personnel Today. She is also regularly quoted in publications such as Gulf News, Gulf Business, and Emirates 24/7.

She has contributed UAE chapters to the International Labour and Employment Compliance Handbook (published by Kluwer Law International and the IBA); Corporate Immigration (published by the Oxford University Press) and Compensating Mobile Executives (published by Taxmann).

12 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

Labour And Employment Law In The UAE 26 - 27 Oct 2014 - Dusit Thani Hotel, Dubai, UAE www.iirme.com/labourlaw Course Overview

This course has been developed for HR professionals within the UAE industry sectors who want a recap of the UAE labour laws; or want a better understanding of UAE labour laws and current practices; and for anyone who is new to the region or to an HR role. It has been designed for those who want an update on the regulatory trends and an insight of how to address issues that often arise in the employment context.

Course Content

• Overview, recruitment and in-term issues • Employment contracts • Emiratisation and the recruitment of host country national employees • Employee benefits during the term of employment • Holding employee passports • Health and safety obligations • Employee resignation and termination • Notice periods and garden leave • Employee entitlements upon termination • Employment disputes • The Ministry of Labour processes • Labour and employment disputes in the local courts • Protecting employer data and confidential information

Who Should Attend?

Herbert S. Wolfson Managing Partner Emirates Law Network, USA, & UAE Herbert S. Wolfson is the Managing Partner of Emirates Law Network, an American law firm focusing on the United Arab Emirates and neighbouring countries. He began his career as a securities lawyer in Washington in 1990 and went on to practice in Riyadh, New York, Abu Dhabi, Dubai and Philadelphia. He has more than 15 years experience working in and with the Middle East.

Herb serves as lead counsel for multinational corporate clients in transactions in the UAE and neighbouring countries. He has delivered lectures on UAE law in New York, Washington, San Francisco, Paris, Beijing, Kuala Lumpur and elsewhere and has provided expert testimony in US courts on commercial disputes governed under the UAE, Saudi Arabian and Egyptian legal systems. Wolfson’s publications include a detailed analysis (accompanied by his own English translation) of UAE Federal Law No. 4 of 2000, which established the Emirates Securities and Commodities Authority. He has a degree in law Magna cum Laude, as well as an undergraduate degree and a Master’s degree in Arabic, all from the University of Pennsylvania.

In 2003, Herb was the lead drafter for a new contract law for the Government of Afghanistan. He was born and raised in New York and is licensed to practice law in Pennsylvania.

This course has been developed for all HR professionals within the UAE industry sector. It would also be highly beneficial for those working as company secretaries, legal heads who have had minimal formal training in labour law and wish to consolidate their experience in the region. In addition it would also benefit In-House Counsel, lawyers who recently have been transferred to the UAE.

Benefits Of Attending

1. Understand key principles of the labour laws of the UAE and the regulatory and enforcement trends at the Ministry of Labour 2. Manage the legal requirements organisations have to fulfil in relation to salaries, leave and other benefits 3. Identify the special considerations involving terminations/ redundancies of senior professionals and end of service benefits including severance pay/gratuity and other benefits

I = Earned Training Hours

39

12 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

The A - Z Of Competency Frameworks

(In association with The George Washington University School of Business)

19 - 22 Oct 2014 - Park Rotana Hotel, Abu Dhabi, UAE www.iirme.com/competency Course Overview

Being tasked with introducing competencies into your organisation can seem at times like a mission impossible. This highly informative and interactive course will give delegates the tools, models, knowledge and understanding to be able to effectively design, build and implement a competency framework that contributes to your organisation’s strategy and long term success.

Gain an overall understanding of Human Resources as it relates to an organisation’s goals and strategic objectives. You will examine the issues of Human Resources management and its various functions, activities and processes.

Course Content • • • •

Why introduce a competency framework?

Designing a competency framework Preparing to implement Implementation

Who Should Attend?

This course is appropriate for anyone who is considering reviewing or implementing a competency framework as part of the HR strategy.

Benefits Of Attending

Paul Walsh Managing Director PJW Training, Cyprus Paul Walsh currently mixes his consultancy work with lectures at further and higher education colleges and universities in the UK, together with conducting training courses in the Gulf region.

Paul lectures on business courses specialising in HR, finance and leadership. He also spends time teaching adults with learning difficulties, basic business and retail skills. Prior to founding his own training consultancy in 1999, Paul worked with the Royal Mail in various roles in finance and HR, concluding his time there as the senior operations manager in Manchester, responsible for 1,100 employees and a budget in excess of £40 million. In 1993, Paul led a team in the restoration of postal services in Kuwait as part of the national infrastructure regeneration process following the first Gulf War. He has also undertaken consultancy work in Qatar, Pakistan, the UAE, Bahrain and Egypt.

Paul has a postgraduate diploma in business administration, a postgraduate certificate in education and training and a certificate in Teaching English to Speakers of Other Languages (TESOL).

1. D evelop and define competencies that are a valuable management tool providing a common language and framework for understanding your organisation’s performance 2. Gain top management commitment to the framework, ensure that it is based on the mission, vision, values and strategy of your organisation, and then communicate it effectively 3. Learn how to implement the competency framework, using it to build a linked and cohesive suite of critical HR processes and discover how to overcome common implementation pitfalls

40

I = Earned Training Hours

24 Hrs Essential

Intermediate

Advanced

TABLE OF CONTENTS

General Registration Information Five Ways To Register +971 4 335 2437 +971 4 335 2438 register-mea@informa.com Informa Middle East, P.O Box 9428, Dubai, UAE www.informa-mea.com

Payments A confirmation letter and invoice will be sent upon receipt of your registration. Please note that full payment must be received prior to the event. Only those delegates whose fees have been paid in full will be admitted to the event. You can pay by company cheques or bankers draft in Dirhams or US$. Please note that all US$ cheques and drafts should be drawn on a New York bank and an extra amount of US$ 6 per payment should be added to cover bank clearing charges. In any event payment must be received not later than 48 hours before the Event. Entry to the Event may be refused if payment in full is not received.

Cancellation If you are unable to attend, a substitute delegate will be welcome in your place. Registrations cancelled more than 7 days before the Event are subject to a $200 administration charge. Registration fees for registrations cancelled 7 days or less before the Event must be paid in full. Substitutions are welcome at any time.

All registrations are subject to acceptance by Informa Middle East which will be confirmed to you in writing.

Due to unforeseen circumstances, the programme may change and Informa Middle East reserves the right to alter the venue and/or speakers or topics.

Hospitality Dubai is extremely busy at all times of the year and failure to reserve your flight and accommodation early may result in them being unavailable.

We have negotiated special delegate rates for you at selected hotels. We highly recommend you secure your room reservation at the earliest to avoid last minute inconvenience. You can contact the Hospitality Desk for required assistance on: Tel: +971 4 4072693 Email: Hospitality@informa.com

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TABLE OF CONTENTS

+971 4 335 2437

register-mea@informa.com

www.informa-mea.com

HR Course Catalogue 2014

www.informa-mea.com