Book and pay NOW and bring your colleague for FREE on this course Only applicable for February 2014 course See back page for details*
HR Next: HR Management Best Practices Fully Understand The Five Main Domains Of HR Within The Context Of A Value-Added HR Model
A comprehensive HR generalist course with an applied focus based on global research by Society for Human Resource Management ® (SHRM)® 23 – 26 February 2014* Kempinski Hotel, Mall of the Emirates, Dubai, UAE
21 – 24 September 2014 Venue TBC, Doha, Qatar
18 – 21 May 2014 Park Rotana Hotel, Abu Dhabi, UAE
23 – 26 November 2014 Venue TBC, Riyadh, KSA
Top 5 Learning Objectives 1. Ensure a complete understanding of the difference between activity-based personnel versus outcome-based strategic Human Resources, and why outcome-based HR is a global best practice 2. Apply a structured analysis to assess learning needs and objectives, and programme designs to ensure the effectiveness of your learning and development initiatives 3. Build awareness of the basic principles of performance, its assessment and its development 4. Understand the conceptual framework behind compensation, benefit structures and their application in the overall business 5. Understand employee engagement, its framework and HR’s role in engaging employees
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Delegates are required to bring a calculator to the course
www.iirme.com/HRbestprac
Organised by
About Your Expert Course Leader Brad Boyson MSHRM, SPHR, GPHR, HRMP Executive Director, SHRM MEA
Founded in 1948, the Society for Human Resource Management® (SHRM)® is the world’s largest association devoted to human resource management. Representing more than 270,000 members in over 150 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. SHRM’s motto is, leading people, leading organisations. Professional development programs offered by SHRM® are created using proven global standards of best practice with an applied focus. Today, theory is not enough, the application is crucial. One of SHRM ’s four strategic pillars is to be a global organisation. SHRM’s global growth increased by 26% in 2012 and over 10,000 members currently reside outside of the US. SHRM® is also leading in the development ISO Standards for HR and competency models, by the profession, for the profession. ®
A SHRM® learning experience delivers the confidence of value and brand recognition that can only come from the world’s largest HR association.
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.
About The Assessment And Certification
Mr. Boyson’s affiliation with SHRM®, the world’s largest HR association,
After the start of each day there is a review of the previous day’s modules; roughly two modules are covered on each day. Each module includes two to three case study examples designed to reinforce the major learning points of the module. Time permitting, group presentations of the case studies are made to the class.
began in 1999 when he earned the SPHR designation. In 2004 he earned
On the final day there is a multiple-choice quiz covering the entire course content. Delegates who receive a passing grade of 80% or more and maintain a perfect attendance record are awarded the SHRM® Certificate of Completion. Delegates who do not achieve a passing grade on the final day are provided with one opportunity to repeat the test online within 10 days following the end of the course in order to earn the certificate.
SHRM’s Global Special Expertise Panel. In 2009 he set up and led one the
Delegates who miss more than two hours of the total course duration are not permitted to sit the quiz leading to the SHRM® certificate. Delegates who do not pass the assessment will be awarded a Certificate of Attendance from IIR ME based on their full attendance on the course.
Who Should Attend? HR Next: HR Management Best Practices is designed 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 will also benefit from this course.
“I have gained a lot of information that would help me to improve and change some of the issues in my current role.” Al Anood Salem Al Mahri, HR Specialist, Al Ain Wildlife Park & Resort, UAE
“The trainer made the course smooth and easy to understand.” Abdulmohsen Fahad Bin Ladin, Regional Manager, Al Nahdi Medical Company, KSA
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 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.
Course Overview HR Next: HR Management Best Practices is a certificate course introduced by SHRM®. It is based on contemporary research and best practices conducted by SHRM® globally. Part of the SHRM® Professional Development Series, a generalist course that focuses on the application of conceptual knowledge in everyday work. Suggested follow-up book: International Human Resource Management, Policies and Practices for Multinational Enterprises. Briscoe, Schuler, Tarique. Routledge Press, 3rd or 4th Edition.
Course Methodology HR Next: HR Management Best Practices – an outcome-oriented course for HR generalists and practitioners. • Each of the six modules is presented with an equal mix of instructorled presentation followed by delegate activities • Activities vary from simple Q&A to more detailed group work that involves presentations • Outcome-based HR emphasises the behavioural HR competencies associated with: Business Acumen, Relationship Management, Communication and Consultation
T: +971 4 335 2437 F: +971 4 335 2438 E: register@iirme.com W: www.iirme.com/HRbestprac
HR Next: HR Management Best Practices 23 – 26 February 2014 • Kempinski Hotel, Mall of the Emirates, Dubai, UAE 18 – 21 May 2014 • Park Rotana Hotel, Abu Dhabi, UAE
21 – 24 September 2014 • Venue TBC, Doha, Qatar 23 – 26 November 2014 • Venue TBC, Riyadh, KSA
Course Timings: Registration will be at 07:30 on Day One. Course sessions will start promptly at 08:00 and end at 14:30. There will be two short breaks for refreshments and lunch will be served at the end of each day’s sessions. Learning assessments via quizzes will occur on the morning of each day’s sessions. The final day will include a group project/presentation that applies core elements of the course.
Day One
•
Develop an end-to-end understanding of PMS processes, its construct and inter-connection with business aspirations, role accountabilities, rewards and employee development
Objective: Understanding of overall roles, functions and importance of HR
•
Demonstrate the importance of PMS elements in effective performance planning, its assessment and motivating performance improvement
•
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Understand key issues of various PMS processes, its pros and cons and FAQs
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Discuss typical gaps in implementation of PMS, employee concerns and ways to analyse and minimise them
Module 1: Value Added HR
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Develop an integrated perspective on how various HR functions and processes together provide the basis for HR to effectively support business objectives and employee needs Enable delegates to recognise the importance of approaching their role from a purpose and outcome-oriented manner
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Build an awareness of the need to perform roles in a way that enhances execution, effectiveness and stakeholder satisfaction
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Enhance personal effectiveness and contribution through developing a mental model which reinforces the competicies related to delivering HR activities and behaviours from a systematic perspective
Module 2: Talent Acquisition Module Objective: Provide understanding of concepts and match them with their application •
Understand the screening process – screen resumes, look for basic nontechnical competencies and organisational fit
•
Appreciate and understand the selection funnel and possible opportunities for enhancing turnovers and productivity at optimal costs
Day Two Module 2: Talent Acquisition Module (Continued) • •
Develop an appreciation of stakeholders’ role and interest in talent acquisition and management, and hand-holding of stakeholders
Module 5: Compensation And Benefits Objective: Understand the conceptual framework behind compensation, benefit structures and their application in the overall business •
Understand the conceptual frameworks behind compensation and benefit structures, internal benchmark concepts and their application; concept of fixed and variable pay, their applicability and implications; and determining total employee cost
•
Understand how compensation increases, the importance of matching pay for performance, and the need for performance distribution
•
Build awareness of the legal framework that governs benefits
Day Four Module 6: Employee Engagement Objective: Understand employee engagement, its framework and HR’s role in engaging employees •
Build an understanding of the need for HR to connect with the population they serve, and the purpose and objectives of such relationships
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Create an awareness of employee engagement surveys – what they typically cover, how to read results and thereby determine areas for intervention
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Provide a framework to understand the dynamics of typical conversations and your role in dealing with the stakeholders, their interests, and HR’s objectives
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Awareness and understanding of how you can seek and leverage opportunities to connect with people during transactions
Creating awareness of critical legal frameworks that affect acquisition
Module 3: Learning And Development Objective: Apply structured analysis to needs assessment, learning objectives, programme design and effectiveness assessment •
Effectively engage delegates in conversations with stakeholders, faculty participants, sponsoring managers etc., at various stages of the process
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Create an awareness of the legal framework that governs misconduct and deals with disputes
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Appreciate the basic principles of learning styles, human behavior, competencies, knowledge, training methods and development planning processes
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Group projects and presentations based on a module of specialisation or choice by the delegates
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Nominal group problem solving and class discussion using real case studies
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Final exam
Day Three Module 4: Performance Management Objective: Build awareness of the basic principles of performance, its assessment, development and enabling clarity of purpose, objectives and outcomes •
Enable clarity of purpose, objectives and outcomes expected from the Performance Management System (PMS)
Delegates are required to bring a calculator to the course
Would you like to run this course in-house? The in-house training division of IIR Middle East Tel: +971 4 407 2624 • Email: CTS@iirme.com www.iirme.com/cts
T: +971 4 335 2437 F: +971 4 335 2438 E: register@iirme.com W: www.iirme.com/HRbestprac
HR Next: HR Management Best Practices 23 – 26 February 2014 • Kempinski Hotel, Mall of the Emirates, Dubai, UAE 18 – 21 May 2014 • Park Rotana Hotel, Abu Dhabi, UAE
21 – 24 September 2014 • Venue TBC, Doha, Qatar 23 – 26 November 2014 • Venue TBC, Riyadh, KSA
FIVE WAYS TO REGISTER IIR Holdings Ltd. P.O Box 9428 Dubai, UAE
+971 4 335 2437 +971 4 335 2438 register@iirme.com
www.iirme.com/HRbestprac
DISCOUNTS AVAILABLE FOR 2 OR MORE PEOPLE
Riyadh
Doha
Abu Dhabi
Dubai
CALL – +971 4 335 2483 E-MAIL – a.watts@iirme.com Event
Course Fee Before 29 December 2013
Final Fee
US$ 3,995
US$ 4,495
US$ 4,795
Course Fee Before 2 March 2014
Course Fee Before 23 March 2014
Final Fee
US$ 3,995
US$ 4,495
US$ 4,795
Course Fee Before 6 July 2014
Course Fee Before 27 July 2014
Final Fee
US$ 3,995
US$ 4,495
US$ 4,795
Course Fee Before 7 September 2014
Course Fee Before 28 September 2014
Final Fee
Payments
US$ 3,995
US$ 4,495
US$ 4,795
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.
HR Next: HR Management Best Practices (BC5184) 23 – 26 February 2014*
Event HR Next: HR Management Best Practices (BC5185) 18 – 21 May 2014
Event HR Next: HR Management Best Practices (BC5186) 21 – 24 September 2014
Event
WEB BC5184/BC5185/BC5186/BC5187
Course Fee Before 8 December 2013
HR Next: HR Management Best Practices (BC5187) 23 – 26 November 2014
Course Fee For SHRM members
US$ 3,621 flat fee
Additional Fee For SHRM Membership (Optional)
US$ 95
Course fees include documentation, luncheon and refreshments. Delegates who attend all sessions and successfully complete the course assessment will receive an IIRME/SHRM Certificate of Completion. *Book and pay NOW and bring your colleague for FREE on this course. Only applicable for February 2014 course.
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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.
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Due to unforeseen circumstances, the programme may change and IIR reserves the right to alter the venue and/or speakers.
Event Venue: Kempinski Hotel, Mall of the Emirates, Dubai, UAE Tel: +971 4 341 0000 Park Rotana Hotel, Abu Dhabi, UAE Tel: +971 2 657 3333 Accommodation Details We highly recommend you secure your room reservation at the earliest to avoid last minute inconvenience. You can contact the IIR Hospitality Desk for assistance on: Tel: +971 4 407 2693 Fax: +971 4 407 2517 Email: hospitality@iirme.com © Copyright I.I.R. HOLDINGS B.V.
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