Get Certified in Human Resources CHRP CHRM Dubai, HR certification training will be held in Dubai Abu Dhabi, UAE, Qatar, Saudi Arabia, from the American Certification Institute, USA. Register today : http://itiinstitute.org/coursesuae/certified-hr.html

1. The Global Seat of Learning
World Class Training In
Human Resource
Management
w w w . i t i i n s t i t u t e . o r g
Certified Human Resources Professional (CHRP)
Certified Human Resources Manager (CHRM)
from
American Certification Institute (ACI)

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Human Resource Management is no longer about
payroll and recruitment. As a profession, it now
incorporates employment law, organizational behav-
iour 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 the
globalizing of the HR process and the creation of a
global mindset for nurturing future global leaders. One
of the principal tasks of global leadership develop-
ment 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 oppor-
tunities 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, or 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 employ-
ees 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. What 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.
T h e G l o b a l S e a t o f L e a r n i n g
Industry Overview
Focus on Global
Leadership
Development
Human Resources

3. 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 respec-
tive countries and conduct ACI programs in collabora-
tion with ACI. ACI has developed several
business‐related certification programmes 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 organiza-
tion 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.
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.
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T h e G l o b a l S e a t o f L e a r n i n g
Human Resources
Training Benefits
Putting the Right Man in the Right Place
American Certification Institute
Trained manpower
has a direct impact on
Training is the most important activity in the develop-
ment of human resources. To put the right man 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 person-
nel, can an organization achieve its goals.

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T h e G l o b a l S e a t o f L e a r n i n g
Human Resources
Certified Human Resources
Professional (CHRP)
Certified Human Resources
Manager (CHRM)
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, then
the spotlight moves on to the competencies required to
manage 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 consist-
ently 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 facing 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 Apprais-
als, 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 Administra-
tion 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 qualifica-
tion and get hands on, practical training for implemen-
tation.

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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
Nature of Strategic HRM
Different Levels of Strategy
HR Applications for Competitors
Strategic Management Process
Steps for using HR Score Card
Job Analysis
Uses of Job analysis Information
Steps in Job Analysis
Job Description
Job Specification
Job enlargement, Job Rotation,
Job enrichment
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
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
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
Basics of HRM
Strategic Human Resource
Management
Job Analysis
Recruitment
Selection
Certified
Human Resources Professional
CHRP
T h e G l o b a l S e a t o f L e a r n i n g
Human Resources
continued....

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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
Organization Development
Using Internet for Career Planning and
Development at Texas Instruments
Developing Unique Segments of the Workforce
Performance Appraisal Definition
Uses of Performance Appraisa
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
Importance in today’s corporate world
Compensation
Rewards
Types of incentives
Fringe benefits History and Growth
Employee services
Payroll calculations
IPractical Oriented Modules
Case studies
Practical formats ‐
MRF, Pre‐interview questionnaire
Job application form,
Performance Appraisal etc.,
Interview Related Questionnaire
Labour Laws
Calculations Related to Payroll
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
Training and Development
Performance Management
Payroll System & administration
Other Topics
Career Planning and Development
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
Career Planning and Development
Establishing Strategic Pay Plans
Certified
Human Resources Professional
CHRP
T h e G l o b a l S e a t o f L e a r n i n g
Human Resources
continued....

7. www.itiinstitute.org
T h e G l o b a l S e a t o f L e a r n i n g
Human Resources
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
Components of Environment
Environmental Scanning process
Environmental Scanning outcome
Strategic objectives
Strategy implementation
Strategic HR Defined
What does it mean to be strategic from HR Stand-
point?
How can this be done?
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 responsi-
bilities 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.
How to write HR policies and procedures
Communicating HR policy to the organization
Reviewing and updating policies
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.
IHistorical 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
Why use Competency based Job Analysis
Behavioural Aspect of Job Analysis
Strategically Aligned HR
Developing HR Policies and
Procedures
Job Analysis and Job Description
Certified
Human Resources Manager
CHRM
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
continued....

8. www.itiinstitute.org
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.
The HR department plays an integral role in the
budgeting of costs for the whole organisation. It is
also responsible for the preparation and manage-
ment 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.
IBudget 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
Flexible budgeting.
Zero‐based Budgeting
Manpower Planning &
Forecasting
Controlling &
Preparing HR Budget
Certified
Human Resources Manager
CHRM
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
Work Study Technique
Delphi Technique
Business Process Reengineering
Supply of Employees
Internal Sources
External Sources
T h e G l o b a l S e a t o f L e a r n i n g
Human Resources
continued....

9. www.itiinstitute.org
T h e G l o b a l S e a t o f L e a r n i n g
Human Resources
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.
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
Total Rewards
Compensation elements of total Rewards
Non Compensation elements of total
Roles and Responsibilities in
Compensation System.
Strategy Aligned Pay
Policies Affecting Strategic Pay plans
Establishing Pay Rates
How do organisations establish what to
pay to the employees?
Internal compensation philosophy.
Effective Performance
Management and Appraisals
Certified
Human Resources Manager
CHRM
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.
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.
continued....

10. www.itiinstitute.org
T h e G l o b a l S e a t o f L e a r n i n g
Human Resources
What is HR Audit?
Why should organisations
undertake HR Audit?
Scope of Audit
Auditing process
Briefing and orientation
Interview
Document Review
Questionnaire
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
Certified
Human Resources Manager
CHRM
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?
HR Audit
The process to review implementation of your
institutions policies and procedures, ensure compli-
ance with employment law, eliminate liabilities,
implement best practices and educate your manag-
ers. This module explains what HR Audit is and how
to conduct it?
continued....

11. Training Photos
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T h e G l o b a l S e a t o f L e a r n i n g
Human Resources

12. No words can express the amount of knowledge and
inspiration I have obtained from the trainers’ and study
material provided by ITI Institute. The eight weeks training
period was a life time experience for me. It has changed my
approach on various aspects. I learned many new things and
I am definitely looking forward to apply it, in my daily
routine.
To be focused and dedicated to the job is KEY and
without this, nothing will ever be accomplished in any
department of the company.
I found your institute having excellent capabilities
to offer training on such a level which required all
aspects to be focused as you did, specially I like
the way your staff treated to candidates, friendly
atmosphere, best environment & quality
education.
The Certified Human Resources Professional Program (CHRP) was
a great experience!
As a novice I can say I have received a very rich knowledge base of
HR which will definitely help me to take a step further in my career.
I want to thank all teachers which took all efforts to make contents
easy understandable and involving all participants in discussion
where I was able to learn from other’s experience.
Blue Ocean Institute and its professional employees guided us
through our program period perfectly and I appreciated their
kindness, motivation and reliability at all times!
I would like to thank you for the excellent
training sessions you have been provided, both the
contents and standard of delivery was wonderful.
Furthermore, I would like to thank you for
choosing a capable trainer – Mrs. Ridmah – who
was extremely kind, supportive and knowledge-
able about the HR field.Thank you once again for
making such a wonderful learning experience. I
will surely recommend this course to others in the
same fraternity.
I found all aspects of the course informative and
extremely relevant. Furthermore, the trainers’ capability
of imparting knowledge was amazing!
Thank you once again for making such a wonderful
learning experience. I will surely recommend this course
to others in the same fraternity.
With regard to the CHRP course, I found it very
innovative and interesting. It enhanced my knowledge
in human resource management significantly. Being a
fresher in the field of HR, I gained a lot of informative
knowledge. The trainer’s are highly learned and were
outstanding in terms of imparting knowledge in their
own unique ways.
I will surely recommend this course to others in the
same fraternity in the future.
Marina Nikolopoulos
HR Manager
NMK Electronics ENT
Linda Wladyka
CHRP
Arwa S. Al Zinati
Asad Ali Shaikh
Group Manager
Priyanka Ravishankar
Iqbal Hussain
Hanif Muhammad
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T h e G l o b a l S e a t o f L e a r n i n g
Human Resources
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T h e G l o b a l S e a t o f L e a r n i n g
Human Resources
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