Blue Ocean Academy provides HR training Courses in Dubai and Abu Dhabi, Oman, Saudi Arabia, Qatar, Kuwait, and Bahrain. Our HR Certification Course includes CHRP and CHRM certification. At Blue Ocean Academy professionals are innovatively trained to be experts in the Human Resource Management field. http://www.blueoceanacademy.com/hr-training-courses/
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
Despite spending vast amounts of time and money on employee engagement, engagement metrics remain stagnant. What if, instead of obsessing about how to increase employee engagement, how to improve and position your employer brand, or how to fight the war for talent, you instead put serious effort into thinking about how to improve and position your employees?
Way before anyone began using the term BIG to describe data, Human Resources professionals had been using HR Metrics. So why is Big Data such a Big Deal? In this session, we will discuss HR Metrics, Big Data and HR Analytics.
We’ll uncover the real reasons you really need HR Analytics and dissect a few myths that could be holding you back from making the shift. We will then take a tactical approach diving into some practical tips and best practices on how you can get your organization up and running with HR analytics.
A storytelling session, exemplified through data, will cover everything from a talent strategy overhaul, to implementing emerging technologies, and how to tenaciously keep shaking things up - even when things don't go as planned.
Practical tips to start using predictive HR analytics in your organization.
Creating a distinction between HR Metrics, Big Data and Analytics.
Big Data progression and how this can affect your department.
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
Despite spending vast amounts of time and money on employee engagement, engagement metrics remain stagnant. What if, instead of obsessing about how to increase employee engagement, how to improve and position your employer brand, or how to fight the war for talent, you instead put serious effort into thinking about how to improve and position your employees?
Way before anyone began using the term BIG to describe data, Human Resources professionals had been using HR Metrics. So why is Big Data such a Big Deal? In this session, we will discuss HR Metrics, Big Data and HR Analytics.
We’ll uncover the real reasons you really need HR Analytics and dissect a few myths that could be holding you back from making the shift. We will then take a tactical approach diving into some practical tips and best practices on how you can get your organization up and running with HR analytics.
A storytelling session, exemplified through data, will cover everything from a talent strategy overhaul, to implementing emerging technologies, and how to tenaciously keep shaking things up - even when things don't go as planned.
Practical tips to start using predictive HR analytics in your organization.
Creating a distinction between HR Metrics, Big Data and Analytics.
Big Data progression and how this can affect your department.
When we say HR Business Partner, do you think, "strategic"?PeopleFirm
More than one business leader in our orbit has recently questioned the value of the Human Resources Business Partner in today's organization. They wonder if the HRBP — traditionally a liaison between the business unit and HR centers of excellence — should be phased out.
Well, we think there's still a uniquely valuable role for the HRBP in the organization... but some changes need to be made. In fact, we felt strongly enough about it that we put together a 3 minute postcard on the subject. Enjoy!
Maximize Business Results by Preparing Your Headcount Plan Within BudgetHuman Capital Media
When it’s time to conduct headcount planning and budgeting to maximize business performance, you want to ensure your team is built for success. Simple enough, right?
Well, maybe not. Sometimes, it can become a seemingly never-ending project. Let us show you how we can help with your headcount planning and budgeting needs!
Join this webinar, and we'll walk you through how to:
Visualize and evaluate your current workforce.
Align the finance team's budget with your goals.
Manage headcount and reporting relationships to maximize employee engagement.
Account for contingent workforce needs in helping drive business initiatives.
Compare and contrast multiple headcount plans.
Deliver your headcount plan for executive review.
Employee Engagement - meaning, Benefits of Employee Engagement, Process of Employee Engagement, Engaged Employees, Not Engaged Employees, Actively Disengaged Employees, 3 C Components of Employee Engagement - Career, Competence, Care, Strategies of Employee Engagement
Overview of the One Page Talent Management approach featured in the new Harvard Business Publishing book One Page Talent Management, by Marc Effron and Miriam Ort
Although views were varied at the beginning about the effectiveness of allowing members of staff to work from home or away from the office, many business owners agree that employees can be just as, if not more productive working at home than when in an office environment. As well as increased productivity, many factors such as a better work/life balance, and appreciating the flexibility and trust from senior members of staff can also work towards creating an effective working culture for both staff and management
מצגת המציגה את סיפורה של חברת יוניברסל מוטורס כפי שהוצגה בכנס ההדרכה ה- 18 ב- 25.5.2011.
בשנת 2008 הציבה ג'נרל מוטורס את שיפור איכות השירות ברמה הבינלאומית, ויצירת "לקוח לכל החיים", כיעד אסטרטגי.
במצגת זו יוצג תהליך הטמעת אסטרטגיית השירות של ג'נרל מוטורס באמצעות תהליכי למידה ארוכי טווח בהתאם למודל של אינסייטס-ייעוץ ופיתוח עסקי.
למידע נוסף, חפשו אותנו בפייסבוק
INSIGHTS מיכולת לתכלית
Get certified in human resources chrp chrm dubaiITI Institute
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
Certification included:
Certified Associate in Human Resource Management (CAHRM)
Certified Expert in Human Resource Management (CEHRM)
Certified Specialist in Human Resource Management (CSHRM)
When we say HR Business Partner, do you think, "strategic"?PeopleFirm
More than one business leader in our orbit has recently questioned the value of the Human Resources Business Partner in today's organization. They wonder if the HRBP — traditionally a liaison between the business unit and HR centers of excellence — should be phased out.
Well, we think there's still a uniquely valuable role for the HRBP in the organization... but some changes need to be made. In fact, we felt strongly enough about it that we put together a 3 minute postcard on the subject. Enjoy!
Maximize Business Results by Preparing Your Headcount Plan Within BudgetHuman Capital Media
When it’s time to conduct headcount planning and budgeting to maximize business performance, you want to ensure your team is built for success. Simple enough, right?
Well, maybe not. Sometimes, it can become a seemingly never-ending project. Let us show you how we can help with your headcount planning and budgeting needs!
Join this webinar, and we'll walk you through how to:
Visualize and evaluate your current workforce.
Align the finance team's budget with your goals.
Manage headcount and reporting relationships to maximize employee engagement.
Account for contingent workforce needs in helping drive business initiatives.
Compare and contrast multiple headcount plans.
Deliver your headcount plan for executive review.
Employee Engagement - meaning, Benefits of Employee Engagement, Process of Employee Engagement, Engaged Employees, Not Engaged Employees, Actively Disengaged Employees, 3 C Components of Employee Engagement - Career, Competence, Care, Strategies of Employee Engagement
Overview of the One Page Talent Management approach featured in the new Harvard Business Publishing book One Page Talent Management, by Marc Effron and Miriam Ort
Although views were varied at the beginning about the effectiveness of allowing members of staff to work from home or away from the office, many business owners agree that employees can be just as, if not more productive working at home than when in an office environment. As well as increased productivity, many factors such as a better work/life balance, and appreciating the flexibility and trust from senior members of staff can also work towards creating an effective working culture for both staff and management
מצגת המציגה את סיפורה של חברת יוניברסל מוטורס כפי שהוצגה בכנס ההדרכה ה- 18 ב- 25.5.2011.
בשנת 2008 הציבה ג'נרל מוטורס את שיפור איכות השירות ברמה הבינלאומית, ויצירת "לקוח לכל החיים", כיעד אסטרטגי.
במצגת זו יוצג תהליך הטמעת אסטרטגיית השירות של ג'נרל מוטורס באמצעות תהליכי למידה ארוכי טווח בהתאם למודל של אינסייטס-ייעוץ ופיתוח עסקי.
למידע נוסף, חפשו אותנו בפייסבוק
INSIGHTS מיכולת לתכלית
Get certified in human resources chrp chrm dubaiITI Institute
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
Certification included:
Certified Associate in Human Resource Management (CAHRM)
Certified Expert in Human Resource Management (CEHRM)
Certified Specialist in Human Resource Management (CSHRM)
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
The CHRA integrates latest HR concepts and practices to give participants a firm grounding in the advanced skills and knowledge required for a successful HR professional.
GAFM CHARTERED HUMAN RESOURCES ANALYST (CHRA)-ZAMBIA CHAPTERKen Atambo
The CHRA integrates latest HR concepts and practices to give participants a firm grounding in advanced skills and knowledge required for a successful HR professional
A business briefing on talent management that I deliver to organisations- if you are interested in having this briefing I would be delighted to hear from you
Unlock the secrets of effective talent acquisition with our in-depth exploration of recruitment in human resource management. From sourcing strategies to selection techniques, discover how to build a high-performing team that drives organizational success.
The definition of talent management is the meticulously planned, strategic process of bringing on the right personnel and assisting them in reaching their full potential while keeping organizational objectives in mind.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
1. Certified Human Resource Professional (CHRP)
Certified Human Resource Manager (CHRM)
From American Certification Institute (ACI), USA
2.
3. 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 DEVELOPMENT
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.
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
4. 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, HRAudit 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.
TheAmerican Certification Institute is an US –based apex certification institute. It was founded in the USA in 1999. Headquartered in
Lewes, Delaware, USAit 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)
5. 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
6. 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
7. 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
ORGANIZATIONAL
DEVELOPMENT
PAYROLL
EXAMINATION
CLASSIFICATION &
COMPENSATION
HUMAN
RESOURCES
8. 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?
11. 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
12. Train @ Blue Ocean and
gain entry into an elite club of
certified professionals worldwide
For more information
please contact:
Tel: +971 4 3963968
Fax: +971 4 3961818
Email: info@blueoceanacademy.com
Website: www.blueoceanacademy.com