chra dubai 20-24 march 2016

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Level: Advance Delivery Type: Group liveINDUSTRY AND COURSE OBJECTIVESHuman resources goals and objectives focus onrecognition of human capital as the resource that drivesorganizational success. More specific human resources goals are the inclusion of HR leaders in overall businessdecision-making and the ability to demonstrate thatinvestment in HR activities and strategy has a tinvestment in HR activities and strategy has a tremendous impact on the company’s bottom line.

BENEFITS OF ATTENDING• Establish a systematic perception of human resources management and its impact on your organization• Develop and implement “best practice” in your organization • Find out how to develop and implement e• Find out how to develop and implement effective procedures and policies in to your organization • Measure performance management and its links with improving organizational performance • Learn the importance of training and development and it’s impact on your organization’s bottom line• Participate in practical exe• Participate in practical exercises to put your learning in to practice

WHO SHOULD ATTEND This highly practical qualification has been specificallydesigned for:• Human Resources Analysts, Managers, Executives• HR professionals at all career levels working in this area• HR Policies and P• HR Policies and Procedures• Employee Relations• Employee Communications• HR Administration and• Professional Consultants

BY ATTENDING THIS COURSE, THE ADDEDBENEFITS YOU WILL RECEIVE INCLUDE:• Successful completion of this course makes you a CHRA™ Certified Human Resources Analyst.• You can use the designation CHRA™ on your business card and resume• Up to 18 month• Up to 18 month’s membership to the GAFM ® professional body• Access to the GAFM ® network and body of information online• Preferred access to education centers in USA, UK, Europe, Asia, Middle East and Latin America• Access to the GAFM ® journal published online• Gold Embossed Certificate with your name and• Gold Embossed Certificate with your name and designation as MGAFM (Member of the Global Academy of Finance and Management)

THE CHRA™ TRAINING STYLEWWe are employing “best practice” training – called “blended training”. This involves classroom lecturing,highly intensive case study/role playing reviews,classroom interaction and feedback, and one-on-onecoaching from the facilitator.WWe have found this to be one of the most effective training methodologies to date and many large multinationals and training companies have already taken up this “blended learning” methodology. The CHRA™ certification will bereceived approximately one month following the close of the workshop.

Certified Human Resources AnalystCHRA™Dubai, UAE 20-24 March, 2016

Organized by

WWW.HLTI.ORGThe GAFM ® is the only chartered professional body based in the USA that promotes the highest businessaccredited standards and excellence. We sanction the top accredited masters and doctorate degree programs worldwide as a path to membership and certification.

Certified by

COURSE REQUIREMENTS AND CERTIFICATES

Delegates must meet the following criteria to beeligible to become CHRA™:• Attendance – delegates must attend all sessions of • Attendance – delegates must attend all sessions of the course. Delegates who miss more than two hours of the course sessions will not be eligible to sit the course exam• Successful completion of the course assessment. After successfully passing the exam the Certificates will be p Certificates will be prepared by the AAPM and will be directly posted to your company address.

CHRA™ OVERVIEWThis particular certification program has beencarefully developed to ensure the student learns best and future practices within strategic humanresource management. This five day intensivepprogram will cover main pillars of modern strategic human resource management; ensuring your ability to demonstrate core competencies of a modern HR practitioner. CHRA™ certification serves as atangible acknowledgement of an HR practitionertangible acknowledgement of an HR practitioner’s knowledge, skills, and abilities. By acquiring the CHRA™ designation, you demonstrate a mastery of core HR competencies ensuring best and future practices are understood. Certified strategic human resource professionals are business and thought leaders, strategic partners, as well as professional mentors. Join thousands of HR certified pmentors. Join thousands of HR certified profession-als around the globe, from America to Zambia, the Middle East to Western Africa – become CHRA™ certified and make a difference.

EXECUTIVE MEMBERSHIPAn invitation to join the C-level suite is one of the most elusiveyet sought-after objectives of human resources. C-level leadership refers to anorganization’s highest level of management, which includes positions such as chief executive, chiefoperating, chief information and chief financialofficers. The chief human resources officer is acoveted coveted role for many HR professionals whoseprimary work involves strategic management and departmentaldecision-making that affects theorganization’s viability as a profitable enterprise.

IN-HOUSEIf interested to run this course in-house please contact Dr. Shpend Imeri at:+389 71 552 410 +389 42 222 [email protected]

PROGRAM TIMINGSRegistration will begin at 08.00 on Day One. The program will commenceat 08.30 each day and continue until 16.30.There will be two refreshment breaks and lunch atappropriate intervals.

Ioannis is the CEO and founder of New Mind Executives, an executive training and consult-ing firm. He has 20 years of successful experience in key positions in importantorganizations in Greece. Among others, he has served as Director of the Exports’ Research and Studies Institute, as Special Consultant on Organizational Restructuring andPrivatization at Thessaloniki Port Authority, and for 11 years he was the General Director of Helexpo S.A., the National exhibition and conference organizing company of Greece. During

his professional career he has been constantly teaching at the Executive MBA of the University of Sheffield as the Unit Leader of the Unit “Organizational Behavior” and at the ”Human Resources Management” Unit. He had been ranked among the top 3 lecturers of the program for the last 20 years and he is considered to be highlymotivational and inspirational. Ioannis has co-operated with Charles Handmotivational and inspirational. Ioannis has co-operated with Charles Handy, Rene Carayol, Keith Ferrazzi and other prominent authors and speakers and he has participated as a guest speaker in various congresses in South-Eastern Europe. He has presented seminars and workshops for an array of organizations and institutions such as M-Tel, The Ministry of Health of Macedonia, Agricultural Bank of Greece and the Exporters’ Association of Northern Greece. He delivers executive education programs on Behavioral Decision Making, Organizational Design, Leadership, Motivation and Human Resources Management. He is an economist with a Masters Degree in Management fin Management from the University of Kent at Canterbury (UK).

Ioannis Papaconstantinou

EU OFFICE: +389 42 222 032AFRICA OFFICE +233 246 035 185US OFFICE: +140 65 584 926

MOBILE: +389 71 552 410Email: [email protected]

REGISTER NOW!!!WWW.HLTI.ORG

CHRA™ Certified HumanResources Analyst

20-24 March2016

EU OFFICE: +389 42 222 032AFRICA OFFICE +233 246 035 185US OFFICE: +140 65 584 926

MOBILE: +389 71 552 410Email: [email protected]

REGISTER NOW!!!WWW.HLTI.ORG

Programme Outline

ComplianceCompliance may appear to be a very static goal for human resources; however, aligning company policies with federal and state employment laws ensures the workplace is a safeenvironment that has all the necessary support for productive relationships. Human resources achieves this goal through regular employment file audits to assess the equity of compensation practices. Audits also ensucompensation practices. Audits also ensure diversity throughout the workforce, proving that the company represents its client base and themarkets it serves.

Employee Engagement

Consistent employee engagement is what human resources strives for in its goals for the workforce. Creating a work environment where employees are enthusiastic about their jobs all the time -- not just when annual bonuses are due -- is a top priority. Human resources inches toward this objective through strategic planning. Such planning improves the likelihood of creating the right match between employee skills and job assignments, as well as cooskills and job assignments, as well as coordinating promotional opportunities and workforce capabilities.

Turnover and Retention

DAY ONE

The Changing Role of HR & HRM Administration • Historical Review of Personnel vs. HRM• Strategic Human Resource Management (SHRM)• Overview of HR as a strategic business Partner• Best and futu• Best and future practices ensuring the HR function can participate in Organizational Management and Behavior effectively• Develop and evaluate policies and procedures that are aligned with the organizational mission and vision• Corporate and Ethical Responsibilities (CER)• HR Resou• HR Resources – It’s about knowing to ask and where to find information• Supporting videos, case studies, and exercises

DAY TWO

Human Capital – HR as an asset not cost center• Review workforce planning initiatives and goals; including the usage of p including the usage of project management theories and teams (project vs. program) • HR Metrics (equations and worksheets)• International HR Topics/Global Workforce• Discuss modern labor force – including contingency workers, offshoring and outsourcing• Recruitment – Social, traditional as well as the importance of ensuring orientation become successful importance of ensuring orientation become successful onboarding• Supporting videos, case studies, and exercises

DAY THREE

Performance and Talent Management • Review Training and Development programs• Software review for knowledge and change management • Best and futu• Best and future practices of modern Talent Management• Homogenous vs. Heterogeneous cultures; corporate physiological contracts• Generational differences in the workplace – 4 to 5 generations working under the same roof for the first time in history can cause some opportunities and threats for HR • Supporting videos, case studies, and exe• Supporting videos, case studies, and exercises

Ask any human resources leader what is the greatest challenge, and many will say “keeping employees happy.” HR can measure this quantitatively with respect to turnover and retention. Human resources goals concerning turnover andretention are marked, respectively, by the words “reduce” and “increase.” Attracting qualified applicants, motivating theexisting workfoexisting workforce and inspiring long-term commitment arerealistic factors for attaining goals regarding turnover and retention.

Employer of ChoiceHuman resources has everything the company needs to improve its image; therefore, creating an employer of choiceis a goal that’s well within the capabilities of a focused human resources department. An employer of choice is the company employees are happy to be a part of and thecompany for which others want to work. Strengthening employeemployer-employee relationships, offering innovating compensation and benefits packages andinvesting in employees’ are ways human resources can achieve this goal.

CHRA™ Certified HumanResources Analyst

20-24 March2016

EU OFFICE: +389 42 222 032AFRICA OFFICE +233 246 035 185US OFFICE: +140 65 584 926

MOBILE: +389 71 552 410Email: [email protected]

REGISTER NOW!!!WWW.HLTI.ORG

DAY FOUR

Employee Relations/Communications &Compensation vs. Benefits• Communicate and p• Communicate and provide information about payments to workforce; payroll and overall compensation to include benefitspackages ranging from the traditional medical to diverse and unique flex packages• Review the coordination of applicable policies and p procedures that directly correlate to compensation; pay for performance; graduated steps (longevity pay); time off (including unpaid leave); absence• Compensation vs. Benefits – Differences and nuances• Accurate KM systems in place (manual or technical) to track,analyze, and report on anniversary and various data• Supporting videos, case studies, and exercises

DDAY FIVE

Health & Safety, Individual OR Group Projects and Final Exam• Individual and/or group project presentations• Review of health, safety and security measures and issues; including risk assessment• Supporting videos, case studies, and exercises

Review and RevisionReview and Revision• Opportunity to ask questions to the speaker• Revising for the final exam

Programme Close• Final questions and answers• Evaluations

Examination• 50 multiple choice question (time allowed 1h 30 minutes)• 50 multiple choice question (time allowed 1h 30 minutes)• No penalty for incorrect answers

Examination Marking and ResultsFinal Remarks and Closing

The GAFM was founded in 1996 by the original founders of the GraduateLeadership Society. The Founders of our Standards Board are CEOs,Executives, Professors, and industry

experts from around the globe. We desire to raise education standards and ethics in the business and management industries. The Standards Policy Board awards specialized board certifications,designations, and charters in the fields of: finance, accounting, management, and consulting fields to qualified professionals who have completedinteinternationally recognized or accredited exams &education, government recognized degrees anddocumented management credentials andexperience. Since 1996, the Academy has been promoting accredited graduate standards forcertification in business, management, law, andfinance. Since the inception with the founding of finance. Since the inception with the founding of the Graduate Institute of Leadership in 1996, theAcademy has been focused on quality assurance with accredited education, exams, assessment,education, ethics, and continuing education.Further, applicants must also have the necessaryexperience in practice, experience in practice, research or publications in their respective areas of expertise.

GLOBAL ACADEMY OF FINANCE AND MANAGEMENT

• IBS/GAFM European Standards Council is in agreement of ABEI-TUV for the support the members for all Certifications.• The International Board of Standards, “IBS/GAFM”, is ISO accredited and certified under ISO 9001:2008 quality standards in certification, training and professional development by the TUV after passing European accreditation audits.• The Inte• The International Board of Standards, IBS/GAFM, is ISO 29990 Certified and Accredited for Training and Education by the TUV after passing European accreditation audits."

CHRA™ Certified HumanResources Analyst

20-24 March2016

Delegate Details

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Company Details

VENUE DETAILS

Risenture Hotel, Downtown Dubai

115138 Dubai United Arab EmiratesTel: +971 (4) 4502000

Email: [email protected]

1. Please Invoice my Company 2. Please charge my Credit Card Visa Master CardCard Number : ______________CVC/CCV Number : __________Exp Date : _____ / _____ / _____Name on caName on card : ______________

Payments and Discounts1. Payment terms/ 100 % of the full amount at the time of registration. The registration will be confirmed only when full payment received. With the registrations are included refreshments, lunches and course materials. 2. To get the early bid discounts, payment must be received before the final price. Discount offers cannot be combined with any other alternative offer. 3. Substitute is always welcomed by a colleague or similar job function. If not possible a c3. Substitute is always welcomed by a colleague or similar job function. If not possible a credit will be given which can be used for any HLTI up to 1 year. Please notify us as soon as possible so we can make necessary arrangements.Cancellation Policy1. All cancellations must be done in writing. 2. Full refund for cancellation will only be paid one week from the invoice date; otherwise, you will receive a credit note to be used at other HLTI training which must be used within 1 year. Refunds are not given .There will be no credit issued for any cancellation less than 6 days. 3. Fo3. Force Majeure: HLTI is not responsible for any loss or damage in case the training/event is postponed, canceled, abandoned by reason of war, fire storm, explosion, national emergency, labor dispute, strike, lock-out, civil, disturbance, actual or threatened violence by terrorist group, or any other cause not within the control of our institute, we shall be under no liability to ‘Company’ for non-perfor mance or delay in performance or obligation under this contractor otherwise in respect of any actions, claims, losses (including consequential losses) costs or expenses whatsoever which may be b expenses whatsoever which may be brought against or suffered or incurred by ‘Company’, as the result of the happening of such event. 4. Complaint and Refund: For more information regarding administrative policies such as complaint and refund, please contact Dr. Shpend Imeri, e-mail: [email protected] 5. HLTI reserves the right to change the speaker/trainer or parts of the content in case of any circumstances that exceed the control of HLTI which necessitates these alterations, such as changes from the speaker/trainer. Any substitution or change will be communicated and are always kept to a minimum.

Terms & Conditions

I have read and agree to the following terms & conditions Signature:

Early Bird DiscountsRegister before January 24, 2016 - US$ 3590Register before February 24, 2016 - US$ 3790Final Price - US$ 3990

Group Discounts 3 Delegates 15% 5 Delegates 20%*please note that all group discount are given on the final price

BOOK EARLYSAVE US$ 400!!

CHRA™ Certified HumanResources Analyst

20-24 March2016