Human Resources have become an essential and integral part of every organization worldwide and a vital component of any business regardless of the size, revenue, or business area. HR helps bridge the gap between employees' performance and the organizations' strategic objectives. Also, HR is essential to create a competitive advantage for the company, thus increasing its profits and growth.
The demand for professional human resources is expected to increase during the coming years in all administrative positions of the human resources department, whether senior or entry-level positions.
In this practical, interactive Human Resources Diploma, you will learn a solid foundation and practical training across multiple job responsibilities and career paths in Human Resources Management.
You will acquire knowledge and skills to better equip you for the challenges of recruiting, selecting, training, developing, appraising, and compensating employees. Attend to their labor relations, and retain qualified employees who enable your organization to reach its strategic goals and, thus, its potential.
The learning process will be by seasoned HR professionals who will help you gain essential knowledge on HR roles and tasks and provide up-to-date insights in all human resources domains. Also, they will be using practical applications & case studies during the diploma.
Diploma Quick Overview:
Duration:125 Hours.
One Day per week - Saturday from 10 AM to 4 PM.
Accredited from HRCI (Human Resources Certification Institute).
HR practical applications & case studies.
Lecturers are seasoned HR Professionals with a track record in national & international companies and advanced academic background in Human Resources.
During the diploma, each participant will conduct a project where he/she will apply each learning module practically.
Who should attend:
New and junior HR who need to increase their knowledge base
HR generalist or HR specialist seeking to gain further practical skills and up-to-date insights in all domains of HR
Individuals currently working in HR who lack a formal academic qualification in business or HR
Individuals considering transitioning into an HR role
Small business owners or office managers who perform the HR function for their company
New or experienced managers interested in learning more about employee management skills
Representatives selling or supporting HR systems and services
Job seekers who are investigating HR as a new career option or want to enhance their resume with HR skills
Diploma Learning Objectives:
Facilitate and communicate the human resources component of the organization's business plan.
Contribute to developing, implementing, and evaluating employee recruitment, selection, and retention plans and processes.
Design and evaluate the performance management system.
Develop, implement, and evaluate employee orientation, training, and development programs.
Facilitate and support effective employee and labour relations.
Research and support the organization's total compensation plan.
Research and analyze information needs and apply current and emerging information technologies to support the human resources function.
Develop, implement, and evaluate organizational development strategies to promote organizational effectiveness.
Present and evaluate communication messages and processes related to the organization's human resources function.
Manage professional development and provide leadership to others to achieve ongoing competence in human resources professional practice.
Conduct research and recommend changes in human resources policies & procedures.
Learning Modules:
Orientation
Strategic Management.
Recruitment & Selection.
Learning & Development.
Performance Management System.
Compensation & Benefits.
Labor Law & Social Insurance.
Payroll Operation Management.
HR Information System.
HR Audit.
Organizational Development.
HR Analytics.
HR Policies & Procedures.
Project
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14+ years of professional and academic experience in The fields of (Business Consulting, HR, OD & Training) in multinational and local companies, Part-time instructor at Arab Academy for Science, Technology & Maritime Transport (for 2 years), Instructor at Leaders for Consulting & Training (for 4 years), Human Resources Diploma (AUC - 2010), Master of Business Administration MBA "HR Major" (AAST - 2013), Doctorate of Business Administration DBA (Ain Shams University - 2019).
+15 years of practical experience in HR field, HR Manager & Consultant for many companies, holds a lot of technical certificates in labor law & social insurance, author of several articles & researches in personnel field, developed many HR systems in different companies, in addition to being a professional HR trainer with many years of experience.
Mr. Emad Bakhit"HR Consultant & Trainer"- BA Graduate 2007, with Post Graduate Diploma in HRM 2010, Certified Corporate Trainer, attended several HR & Business focused workshops.- Senior HR Practitioner for over 12 years.- SME's HR & Management Consultant for over 6 years.- Delivered over 100 hours of Corporate Training.- Volunteer with several educational initiatives.
Module One
Strategic Management
Basic Model of Strategic Management
Strategic Decision Making
Strategic Audit
The Concept of Environmental Scanning
Internal & External Scanning
Industry Analysis
A Resource-Based Approach to Organizational Analysis
Competitive Advantage
Business Models
Value-Chain Analysis
Strategy Formulation
Types of Strategies
Strategy Implementation
Evaluation & Control in Strategic Management
Measuring Performance
Module Two
Recruitment & Selection
Difference between Recruitment & Selection
Staffing Process
What is Recruitment?
Establishing Manpower Planning
Job Posting / Job Adv.
Factors affecting the Recruitment Process
Sources of Recruitment
Internal & External Recruitment
Recruitment Channels
Recruitment Yield Pyramid
Job Application
CV Screening & CV Mistakes
Conducting Job Analysis
Creating Job Description
Writing Job Specifications
Process of Selection
Basic Testing Concept
Onboarding Process
Interview Types and Characteristics
Conduct a Successful Interview Process
Overview of the Competency-Based Interview (CBI) Process
Assessing Competencies – Reviewing Job Description
Building the CBI interview
Developing Competency-Based Interview Questions
Evaluation of CBI
Module Three
Training & Development
L&D’s Role in Organizations
Training Job Titles.
L&D Concepts
The Training Process
ADDIE Model
Analysis Concept
Training Needs Analysis (TNA)
Analysis Objectives
Design Concept
Instructional Design
Development Concept & Products
Course Content
Delivery methods
Implementation Concept
70:20:10 Model
Common L&D Methods
Evaluation Concept
Kirk Patrick Model
Common Barriers for L&D
Measuring Results of Training & ROI
ISO 10015:1999
Module Four
Performance Management System
Business Definitions
Strategic Management Model
Performance Management Definition
Performance Management Objectives
Performance Management System
Performance Management Process
Performance Management Model
Performance Management Cycle
Performance Management Importance
Organizational Values & Goals
Values Definition
Goals Definition
SMART Goals
Connecting Goals
Effective Goals
Performance Management Standards
Results
Behaviors
Performance & Organizations’ Accomplishment
Increasing Employee Performance
Why to Measure Performance
Performance Appraisal Purpose
Performance Appraisal Vs. Performance Management
Performance Appraisal Form
Performance Appraisal and HR
Performance Appraisal Methods
Errors in Performance Appraisal
Performance Measures
Succession Planning
Succession Planning Definition
Preparing Succession Plan
Replacement Chart Template
The 9 Box Talent Model
Module Five
Compensation & Benefits
Compensation Definition
Benefits Types 1.3 Compensation Objectives
Compensation Factors
Compensation System
Compensation Models
Total Rewards Definition
Total Reward System Components
Compensation Administration Process
Job Analysis Concept
Effective Job Analysis
Job Analysis Techniques
Job Evaluation Concept
Job Evaluation Methods
Qualitative Methods
Quantitative Methods
Pay Rates
Job Grading
Job Mapping
Broadbanding
Salary Survey Concept
Why Conducting Salary Survey
Salary Movements
Pay Mix Structure
Job Master Survey
Important Diagrams
Module Six
Labor Law & Social Insurance
▰ قانون العمل:
شرح القانون رقم 12 لسنة 2013
▰ التأمينات الإجتماعية:
شرح القانونرقم 148لسنة 2019 مع أهم التعديلات والفروق
▰ ضريبة كسب العمل :
شرح ضريبة كسب العمل بالكامل مع طرح أمثلة عملية
Module Seven
Payroll Operations Management
What is Payroll from various viewpoints?
The Integration Role between Personnel & Payroll.
Training on the different Excel equations needed in Payroll Process.
Payroll's Role and Objectives.
Payment Types.
Salary Classifications.
Payroll Transactions (effects).
Payroll Cycle.
How to deal with the various Effects (sick leaves – annual leaves – absence – penalties – overtime – etc.)
Explaining the Calculation of notable increases related to Taxes Calculation.
Taxes Calculations and Insurance Procedures.
Payroll Outputs.
Pay Slips Forming.
Payroll Reports and Analysis.
Workshop (Designing & Applying the Payroll sheet from A to Z)
Module Eight
Organizational Development
What is OD?
What does an OD specialist do?
Organizations and the importance of culture
Handy typology of culture
How to design organograms and workflow charts
Drivers of the OD theory
Application of OD theory and designing OD interventions
Creating OD plans
Developing OD diagnostic tools and frameworks
Translate the OD plans and strategies into a prioritized implementation map
Define and construct organizational values and behaviors
How people change through different change management models
Identifying risks and creating mitigation plans
Basics of process improvement tools
How to monitor progress and measure outcomes
Module Nine
HR Metrics & Analytics
What is HR analytics?
Why is HR analytics important?
Why does HR need to be insight-driven?
What do the best HR analytics teams do well?
Types of HR analytics data
Analyzing and interpreting HR Dashboard Data
What are statistics?
Usage of statistics in HR
HR Analytics in all HR Functions
Module Ten
HR Policies & Procedures
Introduction to Competency-Based HR Management
Policies versus procedures
Why are HR policies and procedures required?
List of the most important HR policies and Procedures
Contents and sections of a policy
Basic Writing Tips – As Applied to the Design of Policies and Procedures
Developing HR Procedures (Practical Application)
How can you ensure your staff following policies and procedures?
Module Eleven
HR Audit
Introduction to HR Audit
When to Conduct an Audit?
Who Should Conduct an Audit?
Role of the HR Audit Team
Should the HR Audit be Internal or External?
What to Expect from your Audit?
Types of HR Audit: Compliance & Statistics
Module Twelve
Human Resources Information System (HRIS)
The significant uses of HRIS
Steps to ideally selecting the best HRIS
Various ways for HRIS implementation
Top free ideas for implementing HRIS at your workplace
Human Resources Certification Institute (HRCI®), headquartered in Alexandria, Virginia, United States is the premier credentialing and learning organization for the human resources profession. For over 45 years, we have set the global standard for HR expertise and excellence through our commitment to the development and advancement of businesspeople in the people business. HRCI develops and offers world-class learning, as well as the administration of eight global certifications and is dedicated to helping professionals achieve new competencies that drive business results.
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