The document provides an overview of the evolution of human resource management, highlighting its transformation from an administrative role to a strategic business partner focused on global leadership development. It emphasizes the importance of training and developing employees with 'global brains' to address the needs of organizations in a globalized market. Additionally, it discusses various certification programs by the American Certification Institute aimed at equipping HR professionals with essential skills for success in today's competitive environment.

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

3. AIM ACCOMPLISH
INDUSTRY OVERVIEW
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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
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 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
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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?

9. STRIVE SUCCEED
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TRAINING SESSIONS
Make your Mark
@ the Marketplace

10. 9
ASPIRE ACHIEVE
CONVOCATIONS & SEMINARS

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:
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