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Certified Human Resource Professional (CHRP) Certified Human Resource Manager (CHRM) From American Certification Institute (ACI), USA

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Page 1: Certified Human Resource Professional (CHRP) Certified · PDF fileCertified Human Resource Professional (CHRP) Certified Human Resource Manager ... How to write HR Policies and

Certified Human Resource Professional (CHRP)Certified Human Resource Manager (CHRM)

From American Certification Institute (ACI), USA

Page 2: Certified Human Resource Professional (CHRP) Certified · PDF fileCertified Human Resource Professional (CHRP) Certified Human Resource Manager ... How to write HR Policies and
Page 3: Certified Human Resource Professional (CHRP) Certified · PDF fileCertified Human Resource Professional (CHRP) Certified Human Resource Manager ... How to write HR Policies and

AIM ACCOMPLISH

INDUSTRY OVERVIEW

www.blueoceanacademy.com

Human Resource Management is no longer about payroll

and recruitment. As a profession, it now incorporates

employment law, organizational behavior and performance

management, among other specializations.

In the last decade, the HR industry has been in the midst of

a tremendous growth curve. The transition has seen HR

transforming from an administrative overhead, a non-

profitable department, to a strategic business partner.

In this decade the focus is increasingly shifting to

globalizing the HR process and creation of a global mindset

for nurturing future global leaders. One of the principal tasks

of global leadership development therefore should be to

create and support an environment where global mindsets

can flourish.

Global leadership development in future will focus on

providing a broad spectrum of employees with opportunities

to ‘acquire and enhance’ their global leadership skills and

capabilities, often using a variety of non-traditional

developmental techniques, such as Cross-border job

swaps, assignments to multi-cultural task forces and project

teams.

The greatest challenge will be to implement a set of

comprehensive HR processes that expedite the

globalization process, foster global competitive capabilities,

and support the selection, retention and motivation of future

global leaders.

In this context, global staffing and global leadership

development are perhaps the two components of global HR

with the greatest potential for powerful leverage that global

firms have already recognized.

Global firms will need increasing number of employees with

"global brains", but translating this attractive vision into an

operational reality is not simple. Most managers are not

"born global"; they acquire "global brains" through a series

of experiences, many of them at a substantial cost to the

organization.

2

FOCUS ON GLOBAL LEADERSHIP DEVELOPMENTWhat is the "return" on investing in developing people

with global brains? Making a rational "business case"

concerning the future and the need and use of global

managers is one of the critical strategic decisions that the

global HR function and business leaders must make

together for the sustainability of an enterprise.

Training is the most important activity in the

development of human resources. To put the right

person at the right place has now become essential

in today’s globalised market. Since no organization

has a choice on whether or not to develop

employees, the HR function is the life blood of any

enterprise. It is well-established that only through

well-trained personnel, can an organization

achieve its goals.

Trained manpower has a direct impact on

Growth, expansion and modernization

Productivity and profitability, reduces cost

and finally enhances skill and knowledge.

Prevents obsolescence. Helps in

developing a problem solving attitude.

Gives people awareness of rules and

procedures.

Putting the Right Person in the Right Place

TRAINING BENEFITS

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PREPARE PROSPER

3

AMERICAN CERTIFICATION INSTITUTE(www.amcertinst.org)

CERTIFIED HUMAN RESOURCE PROFESSIONAL

CERTIFIED HUMAN RESOURCE MANAGER

The Certified Human Resources Professional (CHRP) gives you a

head start in the world of professional HR. With this course you

develop a professional acumen and an insight to deal with core HR

issues. Here the focus is on mechanics of organizational change,

and then the spotlight moves on to the competencies required for

managing both people and processes. Human resource management nowadays is not just about

employing people or drafting work policies; it is also about being

able to rapidly respond to customer's global needs.

The CHRP is designed to equip you with the skills, knowledge, and

qualities required to succeed in the cutting edge world of business

administration and management. At Blue Ocean, the ACI HR

program combines high-quality core curriculum that is consistently

updated to ensure excellence in the global marketplace. Recent

research reveals that the careers in HR are becoming increasingly

lucrative.

The Advanced Human Resource Management Course addresses

issues faced by seasoned human resource (HR) professionals and

managers who want to add value and innovation to the functions of

HR within their organization.

This advanced course is focused on managerial aspects of HR

such as Strategically aligned HR, Developing HR Policies and

procedures, Job Analysis and Job Descriptions, Manpower

planning, Budgeting in HR, ROI on training, Effective Performance

Appraisals, HR Audit and Establishing Effective Pay plans.

CHRM tag will help you take on greater challenges in Human

Resource Management function. In today’s world most of the

people working in HR or Administration requires superior

knowledge and qualification which can help them implement the

policies and procedures aligned to the organizational objectives.

The ACI-CHRM course precisely helps the participants to achieve

that objective – Get a professional qualification and get hands on,

practical training for implementation.

(CHRM)

The competitive advantage of these

courses lies in the fact that they are

specially designed for working

professionals. ACI instructors generally

hold doctorates, most from prestigious

American and foreign universities.

ACI instructors are generally management practitioners well

known for their distinctive teaching methods.

The American Certification Institute is an US –based apex certification institute. It was founded in the USA in 1999. Headquartered in

Lewes, Delaware, USA it has numerous alliance partners in China, Malaysia, Singapore, Dubai, Romania, and other countries.

These alliance partners represent ACI in their respective countries and conduct ACI programs in collaboration with ACI. ACI has

developed several business-related certification programs and after conducting tests, awards these certifications.

The ACI Certified International Human Resource Professional and the Certified International Human Resource Manager is a career-

long commitment that shows your peers, your employees and your organization that you have mastered the core HR principles and

that you are dedicated to staying current in your profession. To become certified, you must meet stringent professional and

educational requirements before taking the exam.

(CHRP)

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STRIVE SUCCEED

www.blueoceanacademy.com

Nature of Strategic HRM

Different Levels of Strategy

HR Applications for Competitors

Strategic Management Process

Steps for using HR Score Card

STRATEGIC HUMAN RESOURCE MANAGEMENT

MODULES(CHRP)

Definition of Recruitment

Alternatives to Recruitment

External Environment of Recruitment

Internal Environment of Recruitment

The Recruitment Process

Methods Used in Internal Recruiting

External Sources of Recruitment

Recruitment for Diversity

Internet Trends

The Internet Recruitment Process

Requirements for Effective

Steps to Effective Internet Recruiting

Limitations of Internet Recruiting

New HR Position - Cyber Recruiter

Internal Recruitment - Using the Intranet

The Corporate Web Site and Home Page

External Sources of Recruitment and the Internet

External Recruitment Methods

RECRUITMENT

4

Definition of HRM

Functions of the HR Manager

Line and Staff Aspects of HRM

Environmental Changes

Strategies

Metrics

Equal opportunity and the Law

HR Score Card

BASICS OF HRM

Job Analysis

Uses of Job Analysis Information

Steps in Job Analysis

Job Description

Job Specification

Job Enlargement, Job Rotation,

Job Enrichment

JOB ANALYSIS

Internet Recruiting

Advertising

Private & Public Employment Agencies

Employee Enlistment

Unsolicited Walk-In Applicants

Talent Auctions

Posting Resumes on the Internet

Resume Management Systems

Electronic Resume Guidelines

SELECTION

Definition Of Selection

Environmental Factors Affecting the Selection

Process

The Selection Process

Characteristics of Properly Designed Selection

Tests

Types of Validation Studies

Types of Employment Tests

Vocational Interests

The Employment Interview

Interview Planning

Content of the Interview

Types of Interviews

Methods of Interviewing

Legal Implications of Interviewing

Potential Interviewing Problems

Assessment Centers

Personal Reference Checks

Negligent Hiring and Retention

The Selection Decision

Notification to Candidates

Role Play on Interviews

TRAINING AND DEVELOPMENT

Training and Development: Definitions

Changes Affecting Training and Development

Changes in Organizational Structure

Changes in Technology

Need for more Highly Skilled Workers

Critical Needs that Training Addresses

Determining Training and Development Needs

Establishing Training and Development Objectives

Purposes of Orientation

Organizational Development

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PERFORMANCE MANAGEMENT

Performance Appraisal Definition

Uses of Performance Appraisal

Performance Appraisal Environmental Factors

The Performance Appraisal Process

Evaluation

Responsibility for Appraisal

Rationale for Evaluations Conducted by Team Members

The Appraisal Period

Performance Appraisal Methods

Problems in Performance Appraisal

Characteristics of an Effective Appraisal System

Legal Implications

The Appraisal Interview

5

ASPIRE ACHIEVE

Wages and Salary Administration Definition

Compensation

Points to be taken Care before Deciding Wages

Factors Influencing Wages and Salaries

Compensation System Design

Policies Affecting Determination of

Wages and Salaries

Laws Affecting Compensation

Wage Practices

Staff Salary Plan/Grade Codes

ESTABLISHING STRATEGIC PAY PLANS -TOTAL REWARD

CAREER PLANNING AND DEVELOPMENT

Career Planning and Developmen: Definitions

Job Security Versus

Career Security

Factors Affecting Career Planning

Career-Impacted Life Stages

Career Anchors

Career Planning

Individual Career Planning

Self-Assessment

Strength/Weakness Balance Sheet

Career Assessment on the Web

Adding Value to Your Career

Career Development

Career Planning and Development Methods

Using Internet for Career Planning and

Development at Texas Instruments

Developing Unique Segments of the Workforce

Importance in Today’s Corporate World

Compensation

Rewards

Types of Incentives

Fringe benefits History and Growth

Employee Services

Payroll Calculations

PAYROLL SYSTEM & ADMINISTRATION

Practical Oriented Modules

Case Studies

Practical formats -

- MRF, Pre-interview questionnaire

- Job Application Form,

- Performance Appraisal etc.,

Interview Related Questionnaire

OTHER TOPICS

MODULES(CHRM)

The Strategic Planning Process

- Organisation’s Mission and Vision

- The role of organisation’s Mission, Vision and

Values in Strategic HR

Development of Strategic Objectives

- SWOT

- Environmental Scanning

1. Components of Environment

2. Environmental Scanning Process

3. Environmental Scanning Outcome

- Strategic Objectives

- Strategy Implementation

Strategic HR Defined

What does it mean to be Strategic from HR Standpoint?

How can this be Done?

STRATEGICALLY ALIGNED HR

DEVELOPING HR POLICIES & PROCEDURES

Policies and Procedures are the strategic link between the

Company's Vision and its day-to-day operations. Well written

policies & procedures allow employees to understand their

roles and responsibilities within predefined limits. This

module will be useful to those who are just beginning to

develop policies and those who are reviewing and updating

existing policies.

Defining Policy and Procedure

Essential HR policy Topics

Essential content of a Practical, Useful Policy

Common features of a Practical Policy

Role of the board of Directors in HR Policy Development

How to write HR Policies and Procedures

Communicating HR Policy to the Organization

Reviewing and Updating Policies

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The HR department plays an integral role in the

budgeting of costs for the whole organisation. It is also

responsible for the preparation and management of its

own departmental budget, and is accountable for the

achievement of that budget.

Financial awareness is therefore an essential

requirement for every role at every level within the HR

departments of modern business organisations.

This module will provide insights in understanding the

basic financial concepts of budgeting and how to

prepare an hr budget.

Budget Defined

Introduction to Organisational Finance

The link between Budgets and Organisational goals

Cash Flow Forecasts

Preparing a Budget

Why Make Budget?

Cost Control

Planning Revenue and Expenditure

Monitoring Plans against Actual

Elements of an HR Budget

Manpower planning

Compensation costs

Recruitment and selection

Training and development

Performance management

Administration

Preparing An HR Budget

Successful forecasting

CONTROLLING AND PREPARING HR BUDGET

JOB ANALYSIS AND JOB DESCRIPTION

Job analysis helps in analyzing the resources and

establishing the strategies to accomplish the

business goals and strategic objectives. Effectively

developed, employee job descriptions and job

specifications will help to hire quality workforce. This

module will explain how to do that.

Historical Perspective of Job Analysis

Fredrick Taylor Scientific Management

Elton Mayo Hawthorne Studies

Job Analysis as Foundation of HR practices.

Job Analysis Methods

Outcome of Job Analysis

- Writing Job Description

- Writing Job Specification

- Performance Standards

Competency Based Job Analysis

STRIVE SUCCEED

www.blueoceanacademy.com 6

MANPOWER PLANNING & FORECASTING

Manpower planning is a very important component

of HR management. A thorough assessment of the

present resources and the future estimated

resources is done. In this module you will

understand the importance of effective manpower

planning, how is it linked to the success of the

organisation, and how manpower planning is a vital

strategic tool? You will also be able to develop a

plan that results in optimum staffing which helps to

achieve the organisations goals.

Need for Manpower Planning

Pre-requisites of Manpower planning

Steps in Manpower planning

Process of Manpower Planning

Forecasting Techniques (Demand of Employees)

- Managerial Judgment

- Ratio-trend analysis

- Regression Analysis

I - Work Study Technique

- Delphi Technique

- Business Process Reengineering

Supply of Employees

- Internal Sources

- External Sources

EMPLOYMENT

BENEFITS

ORGANIZATIONALDEVELOPMENT

PAYROLL

EXAMINATION

CLASSIFICATION &COMPENSATION

HUMANRESOURCES

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7

ASPIRE ACHIEVE

HR AUDIT

The process to review implementation of your institutions policies

and procedures, ensure compliance with employment law,

eliminate liabilities, implement best practices and educate your

managers. This module explains what HR Audit is and how to

conduct it?

What is HR Audit?

Why should organizations undertake HR Audit?

Scope of Audit

Auditing process

- Briefing and orientation

- Interview

- Document Review

1 Questionnaire

2 Sampling

Approaches to HR Audit

- Comparative Approach

- Outside Authority Approach

- Statistical Approach

- Compliance Approach

- MBO Approach

Preparing Audit Checklist

Collection of Data

Benchmarking the findings

Feedback on Results

Create Action Plan

Stop dreading annual reviews and learn how to embrace

them to your supreme advantage. This module will help you

understand the detailed process of performance

management and how to conduct it effectively and

seamlessly.

Difference between Performance Management and

Appraisals

Stakeholders and their Needs

Performance Management Goals

HR’s Role in Performance Management

Performance Management Process

- Prerequisites.

- Performance Planning.

- Performance Execution.

- Performance Assessment.

- Performance Review.

- Performance Renewal and Re-Contracting.

Performance Appraisal Methods

- Graphic Rating Scale.

- Ranking Method.

- Forced Distribution Method.

- Critical Incident Method.

- Essay Method.

- BARS–Behaviorally Anchored Rating Scale

- MBO–Management by Objectives.

Performance Management and Appraisal

- Getting Ready for the Interview

- Conducting the Performance Interview

- Performance Renewal and Re-contracting

Problems with Assessment

Issues with Appraisal

Effect of poorly implemented Performance Management

System

EFFECTIVE PERFORMANCE MANAGEMENT AND APPRAISALS

ESTABLISHING STRATEGIC PAY PLANS - TOTAL REWARDS

The Purpose of this module is develop knowledge in the

areas of pay and benefit practices including job evaluation,

salary surveys, individual and group performance-based

pay. This module will also guide hr managers on how to

develop salary structures.

Total Rewards

- Compensation elements of total Rewards

- Non Compensation elements of total Rewards

Roles and Responsibilities in Compensation System.

Strategy Aligned Pay

Policies Affecting Strategic Pay plans

Establishing Pay Rates

- How do organizations establish what to pay to

the employees?

- Internal compensation philosophy

- Internal job worth

- Market competitiveness

- Market conditions

- Internal budget.

Wage and Salary Surveys

What is Job Evaluation?

Preparing for job evaluation

Choosing a Method

- Ranking Method

- Classification Method

- Factor Method

- Point Method

Special Topics in Compensation

Designing Financial Incentives

Psychological Insights into Financial Incentives

Types of Incentive Plans

Why Incentive Plans Fail?

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STRIVE SUCCEED

www.blueoceanacademy.com 8

TRAINING SESSIONS

Make your Mark @ the Marketplace

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9

ASPIRE ACHIEVE

CONVOCATIONS & SEMINARS

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www.blueoceanacademy.com

TESTIMONIALS

The training was very inspirational. The whole program was energizing and gave lots of idea. Many case studies were discussed. – Ahmed Ali Alkuwaiti

Learnt a lot from other participants as the sessions were highly interactive and fully practical oriented– Anthony

Highly participatory and inclusive..I have gained a lot of knowledge....excellent faculty...nice and inspiring group. - Aroshi Romaine

The training was excellent. Please keep it up! Best I've seen in different human resource trainings over the years.– Asma

Faculty was outstanding, including the guest lectures. Very much liked the approach. There was a lot of content, so lots of food for thought! - Bilal Yousaf

This was one of my best learning experience. Thanks to Blue Ocean…Excellent insights into the dynamics of human resource management- Brinda

I found the course very useful and will hopefully be able to put some of it into practice.– Deepa

An excellent program – I learnt a lot. I am inspired to rethink the way I work. A very knowledgeable faculty. Well done! – Esther

Keep on going! The program is great in content and in terms of networking. Thank you, for the training.- Fida

Very interactive and participatory. Liked the way the training was structured.- Hadi

Content and presentation by the facilitators was consistently high quality and engaging – Issam Abbas

It is an experience that will live long in my memory. I will constantly use these skills in my profession and grow in my career.- Lucy Nicole

High-impact trainer, with lots of enthusiasm, energy, and ability. – Roula Mamoun Al Najjar

10

AIM ACCOMPLISH

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Train @ Blue Ocean andgain entry into an elite club ofcertified professionals worldwide

For more information please contact:

Tel: +971 4 3963968 Fax: +971 4 3961818Email: [email protected]: www.blueoceanacademy.com