SENIOR PROFESSIONAL IN HR - INTERNATIONAL™

Allan Gardner

Expert Trainer

With over 35 years of experience in the Human Resources field, Allan is a seasoned International Human Resource Professional, with a diverse background encompassing the successful management of Human Resource Departments in government, manufacturing, transportation, and service industries. He has worked as HR Manager and Director for multi-national corporations in the United States, overseeing operations across the U.S., Mexico and Canada, as well as the Department of Homeland Security and Department of Energy in the U.S. government sector. For the past seven years, he has worked in the United Arab Emirates and GCC countries as an HR Consultant and Trainer, specializing in HR certification programs, Talent Management, Business Execution, Strategic Planning, Performance Management and Career and Succession Planning programs.

With a unique blending of academic and practical work experience, Allan is also an adjunct faculty member for Chifley Business School of Australia and Swiss Business School of Zurich, teaching Human Resource and Strategic Management courses in MBA programs throughout UAE campus locations, as well as campuses in Bahrain and Kuwait. His passion and energy for Human Resources, coupled with a high level of expertise and keen presentation skills, have earned Allan a distinguished reputation as a Human Resource subject matter expert as well as an effective trainer and educator.

Allan holds Human Resource Certification Institute certifications as a Professional in Human Resources (PHR) and became certified as a global Human Resource Management Professional (HRMP) in May, 2012 following completion of the new global pilot certification program. He also holds Australian HR certification (CAHRI) as well as chartered MCIPD level membership in UK based Chartered Institute of Personnel Development (CIPD). Allan provides pre-certification training for HRMP, PHRi, PHR, SPHR and CHRM programs as well as numerous specialized Human Resource topical subjects.

He received his Master’s degree in Human Resource Management in 2003 from U.S. based Keller Graduate School of Management, graduating “with distinction”.

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LEORON Professional Develop-ment Institute is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing pro-fessional education on the Na-tional Registry of CPE Sponsors.

State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Com-plaints regarding registered sponsors may be submit-ted to the National Registry of CPE Sponsors through its website: www.learningmarket.org

5 KEY TAKE AWAYS

1 Participate actively in the development of the organization’s HR strategy

2 Integrate local and global HR practices

3Knowledge of organizational development methods , problem- solving techniques, change management processes and techniques and leadership concepts and applications

4 Identify industry trends in HR

5 Establish and review results of an employ-ee performance management system

Human Resource Professionals/ Practitioners around the Globe that meet the following eligibility requirements:

» A minimum of 4 years of professional-level experience in an HR position with a Master’s degree or global equivalent

» A minimum of 5 years of professional-level experience in an HR position with a Bachelor’s degree or global equivalent

» A minimum of 7 years of professional-level experience in an HR position with a high school diploma or global equivalent

WHO SHOULD TAKE THE SPHRI?

BENEFITS OF CERTIFICATION

» Help you earn credibility and respect in your field.

» Open more opportunities for advancement.

» Increase your salary. Certified professionals earn up to 18% more than their non-certified peers.

» Prove your willingness to invest in your own development.

» Demonstrate your commitment to your profession.

» Improve your skills and knowledge

» Represent your personal achievement.

» Build confidence in your knowledge of the profession.

*Based on the HR Certification Institute survey of top business leaders

SPHRI BODY OF KNOWLEDGE TO BE COVERED:

▀ HR as a Business Leader (32%)

▀ Development and Talent Management (29%) ▀ HR Service Delivery (23%) ▀ Measurement (16%)

0 5 10 15 20 25 30 35

Exam Fees » PHRi* Exam Fee: 200 USD + Application Fee:100 USD » SPHRi* Exam Fee: 300 USD + Application Fee:100 USD

*aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ are all registered trademarks of HR Certification Institute.

The HR Certification Institute® (HRCI®) does not endorse any particular preparation program or offering. We encourage prospective certification holders to use a variety of resources that reflect their learning styles and needs. Purchasing a certification product is NOT required and HRCI does not guarantee that an individual will pass based on the purchase of a certification preparation product.

*aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ are all registered trademarks of HR Certification Institute.

October 07-11, 2018 | Dubai, UAE

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COURSE OVERVIEWWhy HRCI Certification? The HR Certification Institute offers a comprehensive portfolio of advanced professional credentials for HR professionals worldwide. Through the combination of formal education and experience, adherence to high ethical Standards, demonstrated knowledge and achievement through exam and a renewed commitment to continuing professional development, certified HR professionals enhance their credibility and the organizations they serve. 120,000+HR professionals worldwide proudly maintain the HR Certification Institute’s credentials as a mark of high professional distinction.

DAY ONE AND TWOfunctional area 01

HR AS A BUSINESS LEADER (32%)Responsibilities

1. Participate actively in the development of the organization’s strategy

2. Determine how the organization’s strategy guides workforce requirements (for example, decide how human capital strategy will support the business; identify workforce skills for the future)

3. Assess future business opportunities (for example, mergers and acquisitions; building new operations)

4. Conduct due diligence before acquiring another company (for example, evaluate important information about the potential acquisition)

5. Integrate the people, systems and cultures during mergers and acquisitions

6. Create an effective HR organization by establishing major roles and HR responsibilities; consider which functions will be outsourced or kept inside the company

7. Lead the organization in establishing values, ethics that support its strategy

8. Participate in the organization’s social and environmental responsibility initiatives

9. Lead the HR function in the organization10. Advise the organization and its business leaders on

HR issues 11. Align the organization’s employees, plans and

programs with the company’s business strategy12. Establish and promote HR strategy throughout the

organization (for example, global, regional. and local practices; strategies based on economic conditions)

13. Integrate local and global HR practices14. Lead the executive management team in important

HR discussions and decisions

DAY TWO AND THREEfunctional area 02

PEOPLE DEVELOPMENT AND TALENT MANAGEMENT (29%)(a) People Development(b) Talent ManagementResponsibilities

1. Develop programs and processes that motivate and retain employees in the company (for example, plans for career development)

2. Support the organization’s goals through training and educational programs

3. Analyze conditions affecting the organization’s source of employees (for example, the average age of the available workforce, global sourcing of talent, job changes including rotation of positions, global mobility)

4. Coach and train managers on performance management systems and processes

5. Create a work environment that results in high retention and productivity

6. Encourage an organizational culture that welcomes new ideas and innovation

7. Facilitate and manage change in the organization8. Develop programs and processes that promote

diversity and inclusion and support a global workforce9. Build effective employee relations (for example,

employee support programs, involvement with works councils, labor unions, and worker committees)

10. Establish programs to identify and develop high potential employees (talented employees who are important contributors)

11. Create succession plans and promote the development of future leaders

12. Develop and promote learning opportunities for employees (for example, knowledge management, transfer of knowledge across the organization, and continuous learning )

13. Develop professionally and continue to learn about the latest trends and ideas in Human Resources

ABOUT

The Senior Professional in HR –international

(SPHRi) is a globally relevant credential that is designed to validate management-level core human resource knowledge and skills. The credential demonstrates mastery of generally accepted HR principles in strate-gy and policy development as well as service delivery. Independent of geographic region, the credential com-plements local HR practices. Through demonstrated knowledge, the credential enhances the credibility of HR professionals and the organizations they serve.

SPHRi Prep Course Agenda Complementary Prep-Learning System for all Delegates

October 07-11, 2018 | Dubai, UAE

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DAY FOURfunctional area 03

KNOWLEDGE OF HR SERVICE DELIVERY (23%)

Responsibilities

1. Develop and implement effective HR marketing, branding, recruiting, and hiring processes

2. Establish programs that support a balance between employees’ professional and personal lives (work/life balance)

3. Conduct research to analyze the workforce (for example, skills available locally, salary requirements)

4. Use HR technology and tools to deliver HR services (for example, payroll, employee self-service, social networking, and Human Resource Information Systems [HRIS])

5. Plan and implement employee benefits programs6. Develop and implement salary and bonus programs

(compensation plans) and other forms of employee recognition

7. Plan for and integrate new employees into the organization (for example, new-hire orientation and training [on-boarding])

8. Manage programs to meet employees’ needs (for example, expatriates, disability challenges, family care, employee health and safety)

9. Manage employees who are returning to the organization (for example, people returning from maternity leave, expatriates returning home, people ending sabbaticals, or employees returning from layoffs)

10. Manage employees leaving the organization (for example, dismissals, layoffs, and retirement)

11. HR discussions and decisions

PROGRAMTIMINGS

Registration will begin at 08.00 on Day One.

The program will commence at 08.30 each day and continue until 16.30.

There will be two refreshment breaks and lunch at ap-propriate intervals.

IN-HOUSE If interested to run this course in-house please contact Goran Gakidev at +971 4 447 5711 or e-mail: goran.gakidev@leoron.com

DISTANCE LEARNING PROG. If interested to run this course with our distance learning program please contact Agron Kurtishi at +971 4 447 5711 or e-mail: agron.kurtishi@leoron.com

* This program outline is based on the competency requirements by HRCI. The PHRi, SPHRi Bodies of Knowledge are copyrighted by the HR Certification Institute.*©2010-2012 HR Certification Institute. All rights reserved.

Delivery Type Group Live

Pre-requisites None

Level Advanced Training

This Program is worth 35 NASBA CPE credits

DAY FIVEfunctional area 04

MEASUREMENT (16%)Responsibilities

1. Establish and review results of an employee performance management system

2. Establish and analyze HR metrics as they relate to the organization’s goals (for example, employment statistics, return on investment [ROI] of HR activities, employee satisfaction surveys, productivity data, and organizational analysis)

3. Connect individual and team performance to organizational measures of success and report the metrics to management

4. Establish and analyze key performance indicators (for example, outsourcing data, cost per hire, HR measurement tools [scorecards] and, trend analyses)

October 07-11, 2018 | Dubai, UAE

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TERMS & CONDITIONS

1. Payment Terms for LEORON Professional Development Institute (hereafter LEORON PDI)a. 100% payment of the amount in maximum 15 days upon the receipt of the invoice. b. The payment shall be conducted either in cash, credit/debit card, cheque or bank transfer. c. The stated amount is exclusive of Withholding Tax and other duties, taxes and transfer related charges which if

applicable are payable by the client in addition to the stated amount.2. Cancelation and Postponement Policy

a. All cancelations and postponements shall be done in written form.b. In case of client cancelation:

i. No cancelation fee if the cancelation takes place not less than 14 days prior to the beginning of the course,ii. 50% cancelation fee if the cancelation takes place between 7 days and 14 days prior to the beginning of the course,iii. 100% cancelation fee if the cancelation takes place less than 7 days prior to the beginning of the course,

c. In case of client postponement, i. LEORON PDI issues a credit note which states that the paid amount can be used for participation in any of the

company’s courses which are scheduled in a period of 12 months from the date of the credit note.ii. A 25% postponement fee if the postponement takes place less than 10 days prior to the beginning of the course

d. In case of LEORON PDI cancelation:i. A 100% refund shall be applicable if LEORON PDI decides to cancel the event - the client has an option to receive

a credit note which can be used for any course for a period of 12 months.ii. In case of LEORON PDI postponement - the client may choose to participate on the same course at the later date or

to be issued a credit note which states that the paid amount can be used for participation of any of the company’s courses which are scheduled in a period of 12 months from the date of the credit note.

3. Selection of Trainer and LocationSelection of the trainer and training location shall be at the discretion of LEORON PDI. Every effort shall be made to maintain continuity, but, if necessary, LEORON PDI can change the trainer and training location any time prior to commencement of the course.

4. Intellectual PropertyThe copyright, intellectual property and design rights of the learning materials are property of LEORON PDI and its expert trainers. It cannot be copied, shared or reproduced without prior written consent of LEORON PDI.

5. Health and SafetyThe clients must conform to and comply with the Health and Safety Policy and Procedures as laid down by LEORON PDI or its partner organizations when the course is delivered in leased premises. Breaches of these policies and procedures may result with the client being suspended or excluded from the course and premises.

6. Complaints and Refunds Procedurea. LEORON PDI shall deem relevant the following types of complaints:

i. If the contents of a course or the training materials are incorrect or inappropriate.ii. If the duration of the course is significantly different to that invoiced.iii. If the conduct or actions by the LEORON PDI trainer are inappropriate or offensive.iv. If the training delivery is not on a satisfactory level

b. Enquiries and complaints shall be made in written form and have to contain sufficient detail to allow LEORON PDI to compile an official written response.

c. All official enquiries and complaints shall be submitted electronically to Val Jusufi, Managing Director of LEORON PDI, at val@leoron.com

d. LEORON PDI shall officially respond to the complaint no later than 7 days from the date of its reception.7. Force Majeure

LEORON PDI shall not be liable to the clients or be deemed to be in breach of any agreement it has concluded with them for any delay in performing or failure to perform any of the LEORON PDI’s obligations in respect of the services if the delay or failure was due to any cause such as war, warlike activities, fire, storm, explosion, national emergency, labor dispute, strike, lock-out, civil disturbance, actual or threatened violence by any terrorist group, newly enacted law or regulation or any other cause not within the control of LEORON PDI.

8. Governing LawThis contract shall be governed by and construed in accordance with the Laws and Regulations of the DMC-CA Authority in Dubai, UAE.

I have read and agreed to the following terms and conditions!

COURSE DETAILSSENIOR PROFESSIONAL IN HR – INTERNATIONAL

Date: October 07-11, 2018 Location: Dubai, UAE

Signature:

leoron.comREGISTRATION FORM

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Pay by CREDIT CARD

Pay by INVOICE

4 EASY WAYS TO REGISTER

T: +971 4 447 5711

F: +971 4 447 5710

E: register@leoron.com

W: www.leoron.com

COURSE FEE: US$ 4390SAVINGS & DISCOUNTS

GET US$ 400 DISCOUNT if you register 2 months before the course

GET US$ 200 DISCOUNTif you register 1 months before the course

GROUP DISCOUNTS*

3-4 Delegates 20%

5 Delegates 25%

*please note that all group discounts are given on the original course fee** all prices are VAT-exclusive.

FINANCE (ACCOUNTS) PAYABLE DETAILS

Name: Position:

Tel: Mob: E-mail:

COMPANY DETAILS

Company: Phone: TRN:

Address: Post Code: Country:

DELEGATE DETAILS

1Name: Phone:

Job Title: Nationality:

E-mail: ID No.

2Name: Phone:

Job Title: Nationality:

E-mail: ID No.

3Name: Phone:

Job Title: Nationality:

E-mail: ID No.

(Name to Appear on the Certificate, Please PRINT Clearly)