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Human Resources Auditing - Convertas , United Arab Emirates

Wed, 23 Nov 2022 10:43:25 +04

Day 1:
Experiences and perceptions of being audited
· Getting people’s heads in the right place about audits
· The short and long term benefits of HR
· Why and when to conduct an internal HR audit?
The role of the auditor
· The process of auditing step by step
· Prepare for an audit: Useful techniques
· How to be audited – tips for the organization
· Creating a culture and attitude of audits as tools for continuous improvement

Day2:
The Contribution of the HR function
· The contribution to legal compliance
· The contribution to added value
· The contribution to competitive advantage
· The impact of HR Management on business performance
Financial and non- financial audits of HR
· Auditing Human Resource Management Systems (HRMS), resource
· management, compensation and benefits
· Auditing talent management, training, learning and development, employee services
· The role of the Balanced Scorecard in auditing HR

Day 3:
Evaluating and auditing the HR function
· Approaches to evaluation: comparative, statistical, external versus internal, compliance
· Methods of evaluation: process versus output criteria
· Types of performance measures
· Evaluation criteria
· Practical methods of evaluation (collecting, collating and analyzing information)
· HR benchmarking

Day 4:
Reporting on the audit
· Drawing conclusions
· Identifying recommendations
· Creating an audit action plan
· Checking validity
· Following-up the audit findings
Action Planning
· Identifying and developing a house approach to evaluating the effectiveness of its own HR function
· Relating this to other internal and external audits. Identifying common ground
· Identifying the different needs of other internal and external audits and how these will complement the in-house approach to auditing HR

Cost: 3495 USD

Duration: 4 Days

Employee Competency Assessment - Convertas , United Arab Emirates

Tue, 22 Nov 2022 10:52:10 +04

Day 1: Making the business case for competencies:
· Defining the main HRM strategies which competencies support to achieve sustainable business performance
· Competency assessment as a “people tool” for HR and the organization: How could it drive superior performance?
· The key responsibility of the HR function, line management and the individual: How these roles interact?
· Redefining competency framework to ensure consistency and conformity of job matching process
Constructing effective competency frameworks for the benefit of the organization and the employee:
· The principles of good objective setting: reaping the benefit of a focused approach
· Gaining stakeholders’ buy in and support throughout the implementation and application of the competency framework
· Implementing an organization wide framework to ensure consistency.

Day 2: Tips for undertaking desk research and writing competencies:
· Using profiling to create the framework
· Gathering informative data to effectively test and validate the framework
· Establishing job role definition
· Writing levels into competencies
Mapping leadership traits within competency frameworks:
· Gaining competitive advantage: linking leadership and talent development to the overall business strategies
· Assessing the degree of competencies aligned to strategic growth of the leaders
· Exploring the latest tools available to accurately evaluate an individual’s leadership capabilities

Day 3: How to link performance plans (individual employee success) and organizational excellence:
· Processes and procedures for setting objectives and managing performance
· Developing “Performance Evaluation and Planning” for employee’s overall job evaluation
· Gathering informative data
· Establishing job role definition for job matching purposes
· Consistently monitoring the current assessment in place to promote job ownership
· Validating and revising the competency performed to ensure maximum effect
Adopting qualitative measurement of employees to drive higher performance:
· Leveraging effective use of competencies to track employee’s current performance
· Collaborating closely with managers and employees to establish future goals and priorities
· Rewarding employees relative to their performance
· Focusing on performance as an on-going process to increase the effectiveness of assessment
· Creating a documented history of employee’s performance for future reference

Day 4: How to structure programmes to accelerate the learning and development process:
· Designing a targeted training and development programme according to the needs of specific groups
· Using competency frameworks to optimize knowledge transfer within the organization
· How competency frameworks can be used to run effective assessment/development centers to construct a personal learning development plan
· Validating and revising the competency performed to ensure maximum effect
· Effectively restructuring your workforce planning and future resourcing through talent mapping
· Implementing talent management analysis to identify new and hidden talent within the organization
· Offering developmental programmes to efficiently manage high-potential employees
· Providing career opportunities for core staff and promote critical talent from within
· Re-engineering the current training needs for an effective targeted development
· Competencies as tools for assessing strength capabilities
Maximizing the use of competency framework to drive a higher employee engagement
· Using competency assessment to enhance the compensation and benefit agenda
· Customizing learning and development programmes towards the employee’s needs
· Combining various competencies against required functional and cultural demands to evaluate next in-line leaders.
· Establishing a transparent talent programme

Cost: 3495 USD

Duration: 4 Days

The Organizational Culture - Convertas , United Arab Emirates

Tue, 22 Nov 2022 10:38:43 +04

Day 1:
· Culture and Change
· Form and maintain the right culture
· Organizational Pressures
· Identify stakeholders' expectations
· Consider the pressures that cause shifts in cultures within organizations

Day2:
· What is Culture
· Who or what determines it?
· Why is it important?
· Organizational Culture
· Culture types
· Organizational Effectiveness
· Levels of culture

Day 3:
· Culture Map
· You as an organizational culture-driver
· Change leadership
· Individual leadership styles
· Parameters of Culture
· Eight parameters
· Positioning yourself and your organization
· Integrated cultural Framework

Day 4:
· Bridging the Gap
· Future state
· Manage stakeholder expectations
· Phases of change

Cost: 3495 USD

Duration: 4 Days

Knowledge Evaluation Workshop - Convertas , United Arab Emirates

Fri, 18 Nov 2022 10:50:17 +04

Day One:
· Workforce planning
· Leadership Development
· Human resources change management strategies

Day Two:
· Training and Development
· Training Needs Assessment as baseline for Impact Assessments
· Training Matrix and Plans
· Training costing and budgeting

Day Three:
· Organizing efficient training programs
· Training as a performance improvement approach
· The enabling environment for change management

Day Four:
· Employee Assistance Programs
· Ergonomics: Safe Facilities in the Workplace
· Post – training evaluation
· Behavioral and 360 appraisals

Day Five:
· Measuring the impact of training
· HR Scorecards for training

Cost: 3995 USD

Duration: 5 Days

Performance Evaluation & KPIs Workshop - Convertas , United Arab Emirates

Fri, 18 Nov 2022 10:43:49 +04

Day One:
· Principles of human performance
· Definition of quality
· Applying quality in human performance
· The sub-conscious level and its role in performance
· Challenges in quality management

Day Two:
· Relating work to vision!
· Communicating about quality
· Defining standards
· Set your own standards
· Characteristics of a standard

Day Three:
· Tools for quality assessment and management
· What are KPIs
· The proper use of KPIs
· Action plans for quality management using KPIs
· Resources for quality management
· Stakeholder involvement and communicating your quality management practice

Day Four:
· Developing a matrix for KPI ranking and scoring
· Analysis of quality assessment data
· Integrating total quality concept in human performance
· Direct observation
· Using secondary sources
· Interview guides and checklist development

Day Five:
· Continuous performance quality control and management
· Participatory practices for performance quality assurance
· Working with resource limited and insecure areas
· International examples from other industries

Cost: 3995 USD

Duration: 5 Days

Modern Interviewing & Selection Techniques Workshop - Convertas , United Arab Emirates

Fri, 18 Nov 2022 10:34:52 +04

Day One:
· The true cost of recruitment
· Strategic Recruitment essentials
· Minimizing the risk of churn
· Job design and clarity
· Criteria for shortlisting and clear expectations from responses

Day Two:
· Methods to complete an effective job analysis
· Re-defining the recruitment and selection process
· Methods of recruitment - head-hunters, recruitment agencies, the media and internal applications
· Wide range exposure for vacancy announcement, using the internet and social networking
· Best practice on using the internet in the recruitment process

Day Three:
· Using job descriptions and person specifications
· effective interviewing
· Selecting an appropriate interview time and venue
· Style of interview - one-to-one, board, panel, who should attend etc.
· Prior testing and information gathering from applicants
· Equally treatment of applicants
· The importance of employment legislation in successful interviewing

Day Four:
· The art of questioning
· Communicating to understand
· The right use of behavior assessment psychometrics (DiSC Classic Profiles) for interviewing the right candidate

Day Five
· Integrating behavior assessment with technical and skills findings
· Selecting the right candidate
· Post-hiring orientation and support
· Employee exit- interview as a tool for improving job design

Cost: 3995 USD

Duration: 5 Days

Developing Job Descriptions Workshop - Convertas , United Arab Emirates

Fri, 18 Nov 2022 10:27:50 +04

Day One:
· People are the most important asset of an organization
· Task Analysis
· Workforce planning
· Job grades, steps and salary scales
· Benefits and compensation
· Career development
· Leadership Development

Day Two:
· Ergonomics: Safe Facilities in the Workplace
· Preventing Violence in the Workplace
· Team equality and diversity
· Personnel Polices and Records
· Employment policies
· Ethics – Practical Toolkit
· Relating performance and competency to rewards
· Job Descriptions vs. Job Roles

Day Three:
· How to include leadership behavior in Job description
· Legal Issues of a Job Description
· Diversity Management
· Employee involvement in strategic management
· Labor unions and professional associations
· Behavioral and 360 appraisals
· Retaining Employees

Cost: 3195 USD

Duration: 3 Days

Talent Aquisition Professional - Convertas , United Arab Emirates

Fri, 18 Nov 2022 10:21:08 +04

Day 1: Global Trends’ Impact on Talent Acquisition
· The rise of the social enterprise
· The workforce ecosystem
· Individual value proposition Vs employee value proposition
· From careers to experiences and development
· The end of static jobs as we know them

Day 2: Employer Branding Strategy
· Profiling your target audience and setting your brand context
· Defining your brand value
· Establish and state your brand position and value proposition
· Communication strategy
· Understanding and applying employer branding Metrix

Day 3: The Candidate Experience
· Candidates’ expectations
· Attractive job briefs
· Simplification of online application process
· Hurdles: how much is too much?
· Hiring manager accountabilities and organizational culture overview

Day 4: The Assessment Stage & Methods
· Defining requirements
· Role analysis
· Functional must-haves
· Strategic requirements
· Validity of assessment methods
· Behavioural simulations
· The myth of psychometrics
· Gamification of assessment tools
· The assessment framework
· Become an interview guru
· Preparing your questions and interview guides
· Managing the interview
· Quantification of interview results

Day 5: Onboarding
· The administrative process
· The four layers of onboarding for successful integration
· Compliance
· Clarification
· Culture and connection
· The psychological contract
· A linear approach
· A holistic approach
· Onboarding effectiveness

Cost: 3995 USD

Duration: 5 Days

Talent Management Workshop - Convertas , United Arab Emirates

Fri, 18 Nov 2022 10:13:59 +04

Day 1: Talent Definition
· Rationale behind talent management
· The differentiation approach
· The inclusive approach
· Current challenges of talent management systems
· Holistic and integrated talent management approach
Performance management scheme
· Quantitative vs qualitative performance management systems
· Differentiation between performance and potential
· Defining potential
· Value system approach
· Competency based approach
· Integrated approach

Day 2: Performance management scheme
· Quantitative vs qualitative performance management systems
· Differentiation between performance and potential
· Defining potential
· Value system approach
· Competency based approach
· Integrated approach
Talent review
· Identification and validation criteria
· Assessing proficiency, ability, drivers and personality
· Assessment frameworks
· Assessment and development centers

Day 3: The talent management program
· Stages of career development (HRCI resources)
· Integrated development and training approach
· Stakeholders; the role of talents, management and HR
· Tracking progress
· Coaching talents
· Succession planning charts
Organizational readiness and the way ahead
· Assessing the readiness level of your organization
· Implications on HR department and processes
· Talent acquisition branding and value proposition
· On-boarding process
· Retention strategies
· Learning and Development
· Creating a talent management strategy

Cost: 3195 USD

Duration: 3 Days

Facilitation Management Skills - Convertas , United Arab Emirates

Fri, 18 Nov 2022 10:01:32 +04

Day 1:    Getting Started
· Icebreaker
· Housekeeping Items
· The Parking Lot
· Workshop Objectives
                Understanding Facilitation
· What is Facilitation?
· What is a Facilitator?
· When is Facilitation Appropriate?

Day 2:   Process vs. Content
· About Process
· About Content
· A Facilitator’s Focus
                Laying the Groundwork
· Choosing a Facilitated Approach
· Planning for a Facilitated Meeting
· Collecting Data

Day 3: Tuckman and Jensen"s Model of Team Development
· Stage One: Forming
· Stage Two: Storming
· Stage Three: Norming
· Stage Four: Performing
Building Consensus
· Encouraging Participation
· Gathering Information
· Presenting Information
· Synthesizing and Summarizing

Day 4: Reaching a Decision Point
· Identifying the Options
· Creating a Short List
· Choosing a Solution
· Using the Multi-Option Technique
Dealing with Difficult People
· Addressing Disruptions
· Common Types of Difficult People and How to Handle Them
· Helping the Group Resolve Issues on Their Own
Addressing Group Dysfunction
· Using Ground Rules to Prevent Dysfunction
· Restating and Reframing Issues
· Getting People Back on Track

Day 5: About Intervention
· Why Intervention May Be Necessary
· When to Intervene
· Levels of Intervention
Intervention Techniques
· Using Your Processes
· Boomerang it Back
· ICE It: Identity, Check for agreement, Evaluate how to Resolve

Cost: 3995 USD

Duration: 5 Days

Performance Management - Convertas , Dubai,Kuala Lumpur, Istanbul, London,United Kingdom,Malaysia,Turkey,United Arab Emirates

Sun, 13 May 2018 12:59:07 +04

Day1: Performance Management
* Definition of performance management
* Objectives of performance management
* Impact of poor performance on an organization
* Key terms and uses
* The annual performance cycle - overview
* Responsibilities in performance management
* Shared management model
* Mistakes in performance management

Day 2: Establishing effective objectives
* Cascading the vision, mission and strategies
* The impact of critical success factors on performance
* The 3 types of performance criteria
* Key result areas - definition and examples
* Key Performance Indicators (KPIs)
- Definition and characteristics
- Units of measure
* Difference between goals and objectives
* Turning goals into objectives the 'SMART' way
* Measuring the semi tangible factors and competencies
- Behavioral indicators
- Proficiency level
* Corporate values - their importance

Day 3: The importance of coaching
* What is coaching?
* Coaching responsibilities
* Benefits of good coaching
* The focus and purpose of coaching
* Important coaching skills
* Five steps of coaching for optimal performance
* Role play: facilitating a coaching session

Day 4: Conducting effective performance appraisals
* Planning performance appraisals
* Conducting effective appraisal meetings
- Beginning the meeting
- Discussing the evaluation: an in-depth view
- Closing the meeting
* Roles of managers and employees
* Common appraisal errors

Day 5: Following up after the performance appraisal meeting
* Percentage of time spent on performance management
* Acknowledging good performance
* Ways of recognizing employees
* Techniques for performance diagnosis
* Categories of performance problems and possible causes
* System factors versus individual factors
* Performance improvement planning

Cost: 3995 USD

Duration: 5 Days

Learning Management Professional - Convertas , Dubai,Kuala Lumpur, Istanbul, London,United Kingdom,Malaysia,Turkey,United Arab Emirates

Sun, 13 May 2018 12:21:02 +04

Day 1: Managing a training department
* Defining management
* Key management functions
* Personal assessment and development plan
* Role of the training department in an organization
* Conducting a 'PESTLE' and 'SWOT' analysis
* Devising a training strategy
* Training department mission statement
* Identifying key result areas
* Training department key performance indicators
* Marketing the training function within your organization
* Training and development roles
* Structure of a training department

Day 2: Mapping training policies, procedures and training plans
* Importance of training policies
* A look at common training policies
* Drafting training policies
* Components of a training plan
* Partnering with training providers

Day 3: Establishing a training budget
* Whose responsibility is it?
* Budget types and techniques
* Measurement, metrics and budget data
* Eight steps to creating your budget
* Tips for defending your budget
* Examples of training budgets

Day 4: Evaluating the training function
* Reasons for evaluating the training function
* Key performance indicators
* Deciding on indicators
* Monitoring and reporting
* Measuring employees' satisfaction of the training function
* Evaluation methods
* Developing the training function's satisfaction survey
* Evaluating transfer of behavior
* Conducting a cost/benefit analysis
* Reporting return on investment
* Presenting your findings

Day 5: Selecting and implementing an LMS
* Purpose and importance of LMS
* Existing types and technology
* Common features
* Business requirements
* Defining the selection process
* Examples and comparison of LMS

Cost: 3995 USD

Duration: 5 Days

Recruitment Specialist - Convertas , Dubai,Kuala Lumpur, Istanbul, London,United Kingdom,Malaysia,Turkey,United Arab Emirates

Sun, 13 May 2018 12:13:40 +04

Day 1: Recruitment and selection
* Recruitment versus selection
* Roles and responsibilities in each stage
* Managing relations with other HR functions
Recruitment plans and defining requirements
* Defining workforce organizational needs
* Planning the various stages
* Roles of line managers
* Roles of recruitment personnel
* Capturing and tabulating information
* Producing recruitment reports
* Building a job profile
* The use of essentials and desirables

Day 2: Attracting candidates
* Various sources for attracting candidates:
* Employee referrals as a method of sourcing candidates
* Attracting internal candidates
* Advertising: pros and cons
* Internet and websites
* Recruitment agencies and head hunters
* Career fairs and universities

Day 3: Screening candidates and short listing
* Tangible versus intangible criteria
* The use of CVs, résumés and applications for shortlisting
* Verifying on line applications
The art of interviewing candidates
* Screening and biographical interviews
* Hypothetical interviews
* Panel interviews: pros and cons
* Competency based interviews

Day 4: Selecting candidates
* Importance of data capture
* Objective versus subjective remarks
* Legal and fairness issues
* Producing a personal profile
* Criteria that should be used
* Use of decision matrixes in selection
* Use of competency gap analysis

Day 5: Measuring recruitment efforts
* The main KPIs for measuring the recruitment function
* Applicant response ratios
* Qualified application ratios
* Yield rates
* Time to fill and time to join
* Offer acceptance ratio

Cost: 3995 USD

Duration: 5 Days

Human Resources Professional / Business Partner - Convertas , Dubai,Kuala Lumpur, Istanbul, London,United Kingdom,Malaysia,Turkey,United Arab Emirates

Sun, 13 May 2018 12:09:36 +04

Day 1: Human Resources Management (HRM)
* Definitions and objectives of HRM
* The main functions in HR
* Examples of HR organization charts
* The recruitment and selection cycle
* The performance management cycle
* The compensation and benefits cycle

Day 2: The audit process
* History and origin of auditing
* Definition of auditing
* Conducting a good audit
* Pitfalls to watch out for
* Creating a plan to conduct an HR audit
Organizational chart audit
* Identifying the components of a good organization chart
* Conducting a proper analysis of organization charts
* Studying the current organization chart for weaknesses and strengths
* Identifying areas of improvement
* Developing possible actions
* Creating a plan for implementing improvements

Day 3: Recruitment and selection process audit
* Analyzing the current workforce plan
* Modifying the workforce plan and budget to include the important elements
* Reviewing the current recruitment and hiring process as per the company's HR policy
* Analyzing the joining formalities of new employees
* Improving the joining formalities of new employees
* Creating a proper new joiners file
* The induction process

Day 4: Employee administration process audit
* Reviewing and developing the probation period administration process
* Reviewing and developing the staff performance appraisal process
* Maintaining a proper leave record
* Auditing the leave administration process
* Auditing and improving the current payroll administration process
* Overtime management review
* Ensuring correct calculation of severance pay
* Ensuring compliance with pension fund regulations

Day 5: Computer based data management system audit
* Evaluating current methodology for maintaining electronic employee data
* Ensuring electronic data matches employee personnel files
* Identifying best approaches for maintaining e-records for employee
Statutory compliance audit
* Ensuring pension records for national employees are in order and properly coordinating with pension fund authority
* Verifying employee records and compliance of HR process with the labor law
* Checking for compliance with visa and local sponsorship processes

Cost: 3995 USD

Duration: 5 Days

Human Resources Auditor - Convertas , Dubai,Kuala Lumpur, Istanbul, London,United Kingdom,Malaysia,Turkey,United Arab Emirates

Sun, 13 May 2018 12:04:07 +04

Day 1: Human Resources Management (HRM)
* Definitions and objectives of HRM
* The main functions in HR
* Examples of HR organization charts
* The recruitment and selection cycle
* The performance management cycle
* The compensation and benefits cycle

Day 2: The audit process
* History and origin of auditing
* Definition of auditing
* Conducting a good audit
* Pitfalls to watch out for
* Creating a plan to conduct an HR audit
Organizational chart audit
* Identifying the components of a good organization chart
* Conducting a proper analysis of organization charts
* Studying the current organization chart for weaknesses and strengths
* Identifying areas of improvement
* Developing possible actions
* Creating a plan for implementing improvements

Day 3: Recruitment and selection process audit
* Analyzing the current workforce plan
* Modifying the workforce plan and budget to include the important elements
* Reviewing the current recruitment and hiring process as per the company's HR policy
* Analyzing the joining formalities of new employees
* Improving the joining formalities of new employees
* Creating a proper new joiners file
* The induction process

Day 4: Employee administration process audit
* Reviewing and developing the probation period administration process
* Reviewing and developing the staff performance appraisal process
* Maintaining a proper leave record
* Auditing the leave administration process
* Auditing and improving the current payroll administration process
* Overtime management review
* Ensuring correct calculation of severance pay
* Ensuring compliance with pension fund regulations

Day 5: Computer based data management system audit
* Evaluating current methodology for maintaining electronic employee data
* Ensuring electronic data matches employee personnel files
* Identifying best approaches for maintaining e-records for employee
Statutory compliance audit
* Ensuring pension records for national employees are in order and properly coordinating with pension fund authority
* Verifying employee records and compliance of HR process with the labor law
* Checking for compliance with visa and local sponsorship processes

Cost: 3995 USD

Duration: 5 Days

Human Resources Assessor - Convertas , Dubai,United Arab Emirates,Malaysia,Turkey,United Kingdom

Thu, 10 May 2018 15:31:23 +04

Day 1: Importance, use and reliability of assessment methodologies
The organizational environment has changed
* Organizational complexity
* Productivity expectations
* Interdependence
Contextual use of assessments within HR functions
* Recruitment and selection
* Talent and succession management
* Learning and development
Effectiveness and reliability of assessment tools and methods
Skills, abilities and certifications for assessors

Day 2: Position requirements and assessment frameworks
Analysis of position requirements
* Job description analysis
* Job analysis interview
* Competency analysis
Defining, prioritizing and leveling of technical and behavioral competencies
Aligning assessments criteria with business objectives
Development of assessment frameworks

Day 3: Psychometrics, questionnaires and tests
Definition and possible uses
Psychometrics
* 'DISC' model
* Personality versus ability assessments
* Candidate report analysis
* Vendor selection criteria
* Reliability and drawbacks
Motivation and engagement assessment questionnaires
* Job fit facets
* Organizational fit facets
* Aspiration and engagement questionnaires
360 and 180 degrees' assessments
Knowledge and skill assessment tests

Day 4: Types and effectiveness of interviews
Structured interviews
* Definition and possible use
* Development of interview guides and answer evaluation guides
* Reliability and possible drawbacks
Competency based interviews
* 'STAR' approach for data collection
* Interview guides
* Questioning techniques
* Quantification of results
Selection methodologies
* Matrix approach
* Gap analysis approach

Day 5: Assessment and development centers
Assessment versus development centers
Center exercise selection criteria
* In-tray
* Fact finding
* Analysis
* Group
Center design and administration
Qualitative and quantitative reports

Cost: 3995 USD

Duration: 5 Days

Employee Relations Professional - Convertas , Dubai,United Arab Emirates,Malaysia,Turkey,United Kingdom

Thu, 10 May 2018 15:24:58 +04

Day 1
Employee relations
* Definition of the employee relations function
* Main duties and responsibilities
* Administration versus operations versus welfare
* Employee relations versus human resources
* Employee relations versus personnel and administration
* Employee relations versus performance management
* Employee relations versus training and development

Day 2
National labor laws
* Main sections of the labor law
* Labor law and administration
* Code of conduct
* Disciplinary matrixes
* Disputes resolution: employee, company and law
* Code of conduct and legality of the disciplinary framework
* Role of employee relations in communicating labor law

Day 3
From workforce reporting to impactful analytics
* Employee relations main key performance indicators
* More data does not equal useful data
* The importance of analytics on critical business directions
* Providing implications not HR directives

Day 4
Employee morale
* Organizational culture versus organizational climate
* Influencing organizational climate
* Defining employee morale
* Main principles for the development of employee satisfaction surveys
* Employee morale versus organizational health
* Tangible and intangible measures of employee morale
* The morale index
Coaching and counseling roles of employee relations
* Appropriateness of coaching and counseling
* Common mistakes done by employee relations
* Coaching methodologies and tools

Day 5
Performance management and career development
* Understanding your workforce culture, capabilities and needs
* Performance management systems
* The tangibles and intangibles in performance management
* Role of employee relations in performance management and career planning
* Talent management grids
* Succession planning
Exit interviews
* The importance of exit interviews
* Exit interview form
* Conducting exit interviews
* Reporting exit interview results

Cost: 3995 USD

Duration: 5 Days

Compensations & Benefits Professional - Convertas , Dubai,United Arab Emirates,Malaysia,Turkey,United Kingdom

Thu, 10 May 2018 15:18:47 +04

Day 1
Managing compensation: an overview
* Compensation objectives
* Total compensation
* Direct and indirect compensation
* Balancing compensation components
* Equitable, value adding, competitive and motivating compensation
* Internal consistency
* External consistency
* The hierarchy of needs and compensation

Day 2
Job analysis and job descriptions
* Uses of job descriptions
* Job analysis explained
* Carrying out the job analysis process
* Conducting a proper job analysis interview
* Explaining a typical job description
* Job analysis: a summary

Day 3
Job evaluation
* Definition of job evaluation
* Job evaluation systems
* Introduction to the Hay system
* Job grading
* Sources of error in the job evaluation process

Day 4
Compensation systems
* Objectives of compensation
* Decisions to take
* Designing base salary structures
* Allowances to offer
* The structuring of benefits' programs
* Important considerations in compensation
* Managing your compensation programs
Competitive compensation
* Staying competitive
* Designing and carrying out compensation surveys
* Four basic survey methods
* Data requirements
* Issues related to the implementation of change

Day 5
Performance based rewards
* The definition of Performance Management (PM)
* Objectives of performance management
* Current and prevailing PM systems
* Rewarding performance
* Rewarding the right behaviors and results
* Key Performance Indicators

Cost: 3995 USD

Duration: 5 Days

Arbitration and Dispute Resolution - Convertas , Dubai,United Arab Emirates,Malaysia,Turkey,United Kingdom

Thu, 10 May 2018 15:11:00 +04

Day 1
Fundamentals of dispute resolution
· Overview of the dispute resolution process
· Methods of dispute resolution including:
                > Litigation
                > Arbitration
                > Collaborative law
                > Mediation
                > Conciliation
                > Negotiation
                > Facilitation
· Introduction to international High Court litigation processes
> Path of a claim
> Pre-action matters
> Court documents
> Case management
> Disclosure
> During the trial
> Judgement

Day 2
Dispute resolution in the GCC
· The Alternative Dispute Resolution (ADR) system
                > Early neutral evaluation
                > Negotiation
                > Conciliation
                > Mediation
                > Arbitration
· Importance of Alternative Dispute Resolution
Law systems
· Civil law system
· Codification
· Subgroups
Common law system
· Court decisions
· Statutes

Day 3
International arbitration
· Introduction to international arbitration
· Institutional versus 'ad hoc' arbitration
· Introduction to mediation: The process and its principles
Arbitration in the GCC
· Drafting international arbitration clauses
· The arbitration award and its enforcement
· Recent international arbitration case law
· Advantages and disadvantages of:
> Arbitration
> Litigation
> Mediation

Cost: 3195 USD

Duration: 3 Days

Interpersonal Skills for HR Professionals - Convertas , Dubai,United Arab Emirates,Malaysia,Turkey,United Kingdom

Sun, 28 Jan 2018 11:39:54 +04

Day 1
Human Resources and Communication
· Definition of communication
· Communication in HR
· Characteristics of an effective HR communicator
· Questioning techniques
· Listening and empathy
· Interviewing techniques:
- The STAR technique
- The FACT technique
- The probing technique
- The leading technique
· Basics of public speaking

Day 2
HR Business Communication and HR Reports
· Basics of business writing
· Writing HR reports
· Common mistakes in writing HR correspondence and reports
· Examples of HR correspondence and reports

Day 3
Conflict Resolution: A Required Skill for HR Professionals
· Definition of conflict
· Sources of conflict in HR
· Thomas Kilmann conflict model
· Influencing skills
· Practical applications in HR

Day 4
Client-Centric HR Departments
· Definition of customer service
· Internal customers versus external customers
· The importance of customer service in HR
· Who are the HR customers?
· Building a customer service mentality in the HR department

Day 5
Coaching and Counseling Employees and Line Managers
· Coaching, counseling and mentoring
· Importance of coaching and counseling to HR professionals
· Differences between coaching, counseling and mentoring
· The 5 principles of coaching:
Principle 1: feedback
Principle 2: accountability
Principle 3 challenge
Principle 4: tension
Principle 5: systems
· The 'TGROW' model of a super coach:
Choosing a topic
Setting a goal
Checking reality
Identifying options
Gaining commitment through will

Cost: 3995 USD

Duration: 5 Days

Strategic Talent Management Workshop - Convertas , United Arab Emirates,Dubai,Malaysia,Turkey,United Kingdom

Sun, 22 Oct 2017 10:52:59 +04

Day 1
The war for talent
· Six realities about people today
· The battle for brainpower
· The hard facts about employee engagement
· The hierarchy of needs, engagement levels and managing talent
· HR as the architects of the talent machine
· HR transformation is the big challenge
· The corporate talent system
· Some talent management Key Performance Indicators (KPIs)

Day 2
Intangibles: the new HR return on investment
· Intangibles defined
· The rising importance of intangibles
· An architecture for intangibles
· The new war for talent: war for deep specialization
· HR's role in building organizational capabilities
Proactive talent management
· Six HR conditions for organizational success
· What talent management is not all about
· What talent management is all about
· Defining proactive talent management based on the experience of highly successful organizations
· The foundations of talent management; the performance -potential grid
· An integrated talent management system

Day 3
Talent management: problem or solution?
· A short historical perspective
· A new way to look at talent management
· The fundamental business challenge: managing risk
· Managing talent management
· A new framework for talent management: four principles to consider
Building a talent management system
· Building a talent management system in four steps
· Develop assessment tools and scores
· Develop training and development solutions
· Assess each employee for core competencies and forecast potential
· Prepare action plans

Day 4
The HR guide to identifying high potentials
· Why the stakes are so high
· The three components of high potential: Aspiration, Ability, Engagement
· Mountain versus valley people
· Modern talent spotting: what to look for
· The CFO question
· The impact of good HR
· Qualities of processes needed to spot, develop and retain excellence
Institutional strategies for dealing with talent management issues
· Navigating the forces impacting talent management
· Institutional strategies and best practices

Cost: 3995 USD

Duration: 5 Days

HR Policies And Procedures - Convertas , United Arab Emirates,Dubai,Malaysia,Turkey,United Kingdom

Sun, 22 Oct 2017 10:46:39 +04

Day One
Human resources management
· Towards a modern definition
· The main functions in HR management
· Competency-based HR management
· HR deliverables: a model for multiple roles
· HR as business partner
· HR competencies: moving from traditional HR to strategic HR
The strategic role of human resources
· The evolution of HR into a strategic function
· Steps to building the strategic role of human resources
· Policies and procedures as the cornerstone in strategizing human resources

Day Two
Basic writing tips
· Writing in an impersonal style
· Organizing paragraphs and sentences
· Using simple, specific and positive language
· Using active verbs
· Applying easy and effective grammatical rules
· The gunning fox index for writing complexity

Day Three
Human resources policies and procedures
· Nature and importance of policies and procedures
· Policies versus procedures
· Why are HR policies and procedures required?
· Expressing values in HR policies and procedures
· Importance of statutory inclusions
· Formulating HR policies and procedures
· A partial list of policies
· Contents and sections of a policy
· Practical policy writing activities

Day Four
Development of human resources procedures
· Defining processes and procedures
· Differences between processes and procedures
· Considerations in developing processes and procedures
· Building your process
· Use of flowchart symbols
· Writing detailed procedures to support process maps
· Main considerations in developing HR procedures
· The development process
· Developing HR procedures - practical application

Day Five
Human Resources Management Systems (HRMS)
· Introduction and briefing
· Relating HRMS to policies and procedures
· The various applications
· Oracle human resources management system
· Sap human resources management system
· Other options

Cost: 3995 USD

Duration: 5 Days

HR Leadership Development Program - Convertas , United Arab Emirates,Dubai,Malaysia,Turkey,United Kingdom

Sun, 22 Oct 2017 10:40:33 +04

Day One
The HR business and outside expectations
· Incorporating outside expectations into the 'HR business': focusing on the real business
· The business of business
· Business stakeholders and business strategies
· Waves of HR evolution
· Six paradoxes facing HR
· Meeting the six paradoxes

Day Two
The human resource competency model
· Observations about the competency approach
· Evolution of the HR competency model
· The 21st century HR competency model
· HR competency domain factors;
· Strategic positioner
· Credible activist
· Capability builder
· Change champion
· HR innovator and integrator
· Technology proponent

Day Three
A closer look at the six modern HR competencies
· Strategic positioner
· The meaning of strategic positioner
· The building blocks of strategic positioner
· The factors of strategic positioner
· Credible activist
· The meaning of credible activist
· The factors of credible activist
· Capability builder
· The meaning of capability builder
· The factors of capability builder
· Change champion
· The meaning of change champion
· The 'STARME' principles of change sustainability
· HR innovator and integrator
· The meaning of HR innovator and integrator
· The factors that make up the competency
· Technology proponent
· The factors of technology proponent

Day Four
Developing yourself
· Own your own career
· Learn about yourself
· Assess your strengths and weaknesses
· Create opportunities for growth
· Conduct projects and experiments

Day Five
Building the effective HR department
· Create an HR business plan
· Align your HR organization with the business
· Provide good HR analytics
· HR analytics
· Managing tomorrow today
· The meaning and importance of HR analytics
· Five steps of analytics

Cost: 3995 USD

Duration: 5 Days

Performance and Quality Improvement - Convertas , Dubai,Malaysia,Turkey,United Kingdom

Mon, 29 May 2017 20:16:29 +04

Objective

Biases of human performance
Defining quality
Ways to measure quality
Setting standards
Implementing quality based management
Total quality concept for development projects
Designing tools for quality measurement and improvement

Outline

Principles of human performance
Definition of quality
Applying quality in human performance
The sub-conscious level and its role in performance
Challenges in quality management
Relating work to vision!
Communicating about quality
Inspiring the purpose of Performance Quality Improvement
Defining standards
Set your own standards
Characteristics of a standard
Performance Assessment Tools
Assessment Methods
Tools for quality assessment and management
The proper use of KPIs
Action plans for quality management
Resources for quality management
Stakeholder involvement and communicating your quality management practice
Communicating During Performance Assessment
Ranking and scoring
Analysis of quality assessment data
Integrating total quality concept in human performance
Direct observation
Using secondary sources
Interview guides and checklist development
Finding Gaps
Cause and Effect - Detecting the route cause
Prioritizing interventions to fill performance gaps
Supportive Supervision to improve performance
Continuous performance quality control and management

Cost: 3995 USD

Duration: 5 Days

Motivational Methods and Techniques Workshop - Convertas , Dubai,Malaysia,Turkey,United Kingdom,United Arab Emirates

Mon, 29 May 2017 20:07:24 +04

Objective

Understand employee engagement and motivation
Understand the components of employee engagement
Understand the drivers and enablers of employee engagement
Acquire skills to promote employee engagement
Human Resources development and its benefits

Outline

People are different and the most important asset of an organization
Specifying Job descriptions and Roles
Human behavior in workplace
The immense need of leadership roles in each employee
What is Motivation?
How to motivate people
People fears and concerns vs. interests and ambitions
The most used 360 degree assessment tools
Team equality and diversity
Ethics - Practical Toolkit
Relating performance and competency to rewards
Behavior assessment and profiling
Coaching and mentoring new leaders
Diversity Management
Employee Assistance Programs
Ergonomics: Safe Facilities in the Workplace
Employee involvement in strategic management
Performance evaluation
Behavioral and 360 appraisals
Interpersonal Skills
Retaining Employees

Cost: 3995 USD

Duration: 5 Days

Modern Behavioral Assessment Workshop - Convertas , Dubai,Malaysia,Turkey,United Arab Emirates,United Kingdom

Mon, 29 May 2017 19:58:00 +04

Objective

Understand the importance of people as the organization's most important asset
Learn how an organization should manage its Human Resources
Confidently recruit the right person in the right position with the right package of benefits.
Workforce planning
Use the most effective recruitment options and modern tools
Understand appropriate reward philosophy and strategy
Benefits and how to maximize their effectiveness

Outline

People are different and the most important asset of an organization
Specifying Job descriptions and Roles
Human behavior in workplace
The immense need of leadership roles in each employee
What is Motivation?
How to motivate people
People fears and concerns vs. interests and ambitions
The most used 360 assessment tools
Team equality and diversity
Ethics - Practical Toolkit
Relating performance and competency to rewards
Behavior assessment and profiling
Coaching and mentoring new leaders
Diversity Management
Employee Assistance Programs
Ergonomics: Safe Facilities in the Workplace
Employee involvement in strategic management
Performance evaluation
Behavioral and 360 degree appraisals
Interpersonal Skills
Retaining Employees

Cost: 3995 USD

Duration: 5 Days

Managing Difficult People - Convertas , Dubai,Malaysia,Turkey,United Arab Emirates,United Kingdom

Mon, 29 May 2017 19:44:21 +04

Objective

Understanding difference in People
Understanding human behavioral patterns and persona
Understanding why people become difficult to deal with
Avoiding Manipulations of difficult people
Developing confidence in dealing with a number of different types of people
Applying conflict resolution techniques
Using words that de-escalate and give criticism effectively
Applying assertive behavior and see instant results

Outline

Human behavior and comprehension
Communication challenges with different people
Establish clear understanding
Who can be labeled as difficult people
Cultural diversities affecting comprehension and reaction
The Perception Divide - why it makes positive outcomes difficult for you
The Communication Process
Barriers to communication
Choice and Control
Emotional Intelligence
What are the causes of difficult behavior?
Developing Trust
Gaining Rapport
What is challenging behavior.
Outcome Thinking
Listening for understanding
Questioning for Specifics
Influencing Framework
Strategies for responding to different behavior styles.
Appreciating the impact of the different styles of behavior on each other

Cost: 3195 USD

Duration: 3 Days

Effective HRM for non-HR, Workshop - Convertas , Dubai,Malaysia,Turkey,United Arab Emirates,United Kingdom

Mon, 29 May 2017 19:32:27 +04

Objectives

Recruitment - position review, advertising; interviewing skills; selection techniques
Retention - induction, orientation, development, rewards & recognition
Performance Management - setting expectations, key accountabilities
Training and coaching for performance and provision of effective feedback
Outline of the legal requirements that HRM practices

Outline

Day 1

Typical management functions and responsibilities
Relationship between HR and the line managers
Working with the HR manager as a business partner
HR outsourcing as an option

Day 2

Integrated HR strategies
Input to Human Resource Planning
Training and talent management
Succession planning

Day 3

Workforce Planning, Job descriptions and person specifications
Compensation and benefits
Recruitment and selection
Behavioral interviewing
Employment contracts

Day 4

Effective 360 degree Performance Appraisals
Practical work on modern appraisal tools
Building engagement, motivation and loyalty
Managing absence effectively

Day 5

Team Development and Coaching
Showing added value in training activities
Identifying and developing a successor

Cost: 3995 USD

Duration: 5 Days

Advanced Human Resource Management Workshop - Convertas , Dubai,Malaysia,Turkey,United Arab Emirates,United Kingdom

Mon, 29 May 2017 19:17:01 +04

Objectives

Understand the importance of people as the organization's most important asset
Learn how an organization should manage its Human Resources
Confidently recruit the right person in the right position with the right package of benefits.
Workforce planning
Use the most effective recruitment options and modern tools
Understand appropriate reward philosophy and strategy
Benefits and how to maximize their effectivenes

Outline

Importance of people as assets of an organization
Workforce planning
Specifying Jobs and Roles
Recruiting
Outsourcing and distance employment
Job grades, steps and salary scales
Benefits and compensation
Career development
Leadership Development
Team equality and diversity
Human resources change management strategies
Training and Development
Personnel Polices and Records
Employment policies
Ethics - Practical Toolkit
Relating performance and competency to rewards
Diversity Management
Employee Assistance Programs
Ergonomics: Safe Facilities in the Workplace
Personal Wellness
Managing promotions and regular employee engagement
Performance evaluation
Behavioral and 360 degree appraisals
Interpersonal Skills
Retaining Employees
Global Good practices

Cost: 3995 USD

Duration: 5 Days

Human Resources Management Master (previously CHRM) - LEORON Professional Development Institute , Dammam, Dubai, Accra, Baku, Lagos, Maputo, Tbilisi, Luanda, Jeddah, Amsterdam, Khobar, Riyadh,Dubai,Riyadh,Khobar

Mon, 02 Mar 2015 19:41:33 +04

Course Overview

Previously known as Certified Human Resources Manager (CHRM), the ANSI accredited Human Resouces Management Master - Advanced Diploma Program, will guide you to develop and implement "best practice" in your organization. You will ensure that your employment contracts and HR manuals meet your business needs, whilst attracting, retaining, engaging and motivating employees. In an increasingly competitive employment environment, when you want to attract and retain high performers, managing your employee relations and communications are increasingly critical tools that form part of your overall HR strategy. This five-day course will cover the key areas of HR policies and procedures so that you adopt best-practice to compete more effectively in the war to attract talent. You will learn how to improve employee engagement whilst developing trust and fairness for both parties in the employer-employee relationship.

Topics Covered

Day One: Strategic Human Resources

Introduction to HRM and Strategic HR

Global Talent Issues and Trends by Industry
Top Three Talent Trends Transforming Business
CEO Talent Challenges Expectations of HR

Business and HR Strategy Integration

Business Strategy and Planning Approaches
Business Models and Organizational Design
Integrated HR Strategy Planning Framework
Workforce Risks and Implications of Business Strategy
8C's of Workforce Risks to Strategy Execution
Risk Identification Matrix and Prioritization
The Six Talent Implications of Business Strategy

Day Two

Manpower Planning

Determining Workforce Supply and Demand
Manpower Forecasting and Capability Review
Gap Analysis and Risk Assessment

Strategic Workforce Planning and Implementation

Strategy-Driven Workforce Planning Model
Workforce Segmentation Methods & Approaches
Creating Gap-Closing Talent Action Plans

International and Organizational Culture

How Culture Impacts Business Results
Methods for Maintaining and Changing Culture
International Cultures and Hofstede Framework

Day Three

Leadership and International HR

Leadership Theories and Behaviors
Transactional vs. Transformational Leadership
The Role of HR in International Business

Global Talent Management

Global Talent Management Challenges and Obstacles
Integrating HR Functions into a Global Talent Framework
Establishing an Enterprise-wide Talent Mindset and Culture

Recruitment, Selection, and Onboarding

Global Talent Supply Chains and Right Sourcing
"Best Fit" Candidate Analysis and Selection Methods
Creating Onboarding Programs that Drive Organizational Performance

Day Four

Talent Development and Succession Planning

The 50/30/20 Model for Developing Talent at All Levels
Growing Leaders with the Leadership Development Framework
High-Impact Succession and Replacement Management Model

Performance Management, Engagement, and Retention

Creating a High-Performance Workforce
Diagnostic Tools for Retention and Engagement
Turnover, Retention, and Engagement Best Practices

HR Metrics, Business, and Workforce Analytics

Using Measurement and Analytics to Improve Talent Decisions
The Measurement Hierarchy Pyramid and Impactful Metrics
Stages of Business and Workforce Analytics

Day Five

Compensation and Benefits

Financial, Non-Financial, and Incentive Compensation
Job Analysis, Evaluation, Specification, and Descriptions
Job Pricing and Pay Rate Administration Approaches

Training and Change Management

The ADDIE Model of Training, Delivery, and Needs Analysis
Bloom's Taxonomy of Learning and Learning Styles
Change Management Methods and Types of Organizational Change

Employee Relations, Health, and Safety

Employee Disciplinary and Grievance Systems
Employee Rights and Organizational Exit
Workforce Health, Safety, and Environment Programs

Course Benefits

Become a proud holder of the HRMM title displayed on your Diploma, business card and resume.
Demonstrate you have completed the Advanced Diploma level program and passed successfully all HRMM requirements.
Get unlimited access to HRMM Online community platform along with thousands of fellow HRMM's of similar professional background.
Receive regular Industry updates, Expert opinions, Job postings, Free Industry ;
VIP invitations to HRMM professional community organized Conferences, Gala Dinners and Luncheons at different locations worldwide.

Cost: 5670 USD

Duration: 5 Days