Laimoon.comhttps://courses.laimoon.com/sitemap/rss Courses in Dubai, Abu Dhabi, Sharjah Diplomas, Degrees & Doctorates - Laimoon Course Guide en-us <![CDATA[Human Resources Auditing - Convertas , United Arab Emirates ]]>https://courses.laimoon.com/course/human-resources-auditing-convertas/online 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

]]> Wed, 23 Nov 2022 10:43:25 +04 <![CDATA[Employee Competency Assessment - Convertas , United Arab Emirates ]]>https://courses.laimoon.com/course/employee-competency-assessment-convertas-1/online 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

]]> Tue, 22 Nov 2022 10:52:10 +04 <![CDATA[The Organizational Culture - Convertas , United Arab Emirates ]]>https://courses.laimoon.com/course/the-organizational-culture-convertas/online 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

]]> Tue, 22 Nov 2022 10:38:43 +04 <![CDATA[Knowledge Evaluation Workshop - Convertas , United Arab Emirates ]]>https://courses.laimoon.com/course/knowledge-evaluation-workshop-convertas/online 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

]]> Fri, 18 Nov 2022 10:50:17 +04 <![CDATA[Performance Evaluation & KPIs Workshop - Convertas , United Arab Emirates ]]>https://courses.laimoon.com/course/performance-evaluation-kpis-workshop-convertas/online 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

]]> Fri, 18 Nov 2022 10:43:49 +04 <![CDATA[Modern Interviewing & Selection Techniques Workshop - Convertas , United Arab Emirates ]]>https://courses.laimoon.com/course/modern-interviewing-selection-techniques-workshop-convertas/online 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

]]> Fri, 18 Nov 2022 10:34:52 +04 <![CDATA[Developing Job Descriptions Workshop - Convertas , United Arab Emirates ]]>https://courses.laimoon.com/course/developing-job-descriptions-workshop-convertas/online 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

]]> Fri, 18 Nov 2022 10:27:50 +04 <![CDATA[Talent Aquisition Professional - Convertas , United Arab Emirates ]]>https://courses.laimoon.com/course/talent-aquisition-professional-convertas/online 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

]]> Fri, 18 Nov 2022 10:21:08 +04 <![CDATA[Talent Management Workshop - Convertas , United Arab Emirates ]]>https://courses.laimoon.com/course/talent-management-workshop-convertas/online 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

]]> Fri, 18 Nov 2022 10:13:59 +04 <![CDATA[Facilitation Management Skills - Convertas , United Arab Emirates ]]>https://courses.laimoon.com/course/facilitation-management-skills-convertas/online · 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

]]> Fri, 18 Nov 2022 10:01:32 +04 <![CDATA[Human Resources Professional / Business Partner - Convertas , Dubai,Kuala Lumpur, Istanbul, London,United Kingdom,Malaysia,Turkey,United Arab Emirates ]]>https://courses.laimoon.com/course/five-days-human-resources-professional-business-partner-convertas/online 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

]]> Sun, 13 May 2018 12:09:36 +04 <![CDATA[Human Resources Auditor - Convertas , Dubai,Kuala Lumpur, Istanbul, London,United Kingdom,Malaysia,Turkey,United Arab Emirates ]]>https://courses.laimoon.com/course/five-days-human-resources-auditor-convertas/online 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

]]> Sun, 13 May 2018 12:04:07 +04 <![CDATA[Human Resources Assessor - Convertas , Dubai,United Arab Emirates,Malaysia,Turkey,United Kingdom ]]>https://courses.laimoon.com/course/five-days-human-resources-assessor-convertas/online 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

]]> Thu, 10 May 2018 15:31:23 +04 <![CDATA[Employee Relations Professional - Convertas , Dubai,United Arab Emirates,Malaysia,Turkey,United Kingdom ]]>https://courses.laimoon.com/course/five-days-employee-relations-professional-convertas/online 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

]]> Thu, 10 May 2018 15:24:58 +04 <![CDATA[Compensations & Benefits Professional - Convertas , Dubai,United Arab Emirates,Malaysia,Turkey,United Kingdom ]]>https://courses.laimoon.com/course/five-days-compensations-benefits-professional-convertas/online 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

]]> Thu, 10 May 2018 15:18:47 +04 <![CDATA[Arbitration and Dispute Resolution - Convertas , Dubai,United Arab Emirates,Malaysia,Turkey,United Kingdom ]]>https://courses.laimoon.com/course/three-days-arbitration-and-dispute-resolution-convertas/online 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

]]> Thu, 10 May 2018 15:11:00 +04 <![CDATA[Strategic Talent Management Workshop - Convertas , United Arab Emirates,Dubai,Malaysia,Turkey,United Kingdom ]]>https://courses.laimoon.com/course/strategic-talent-management-workshop/online 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

]]> Sun, 22 Oct 2017 10:52:59 +04 <![CDATA[HR Policies And Procedures - Convertas , United Arab Emirates,Dubai,Malaysia,Turkey,United Kingdom ]]>https://courses.laimoon.com/course/certificate-in-hr-policies-and-procedures-2/online 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

]]> Sun, 22 Oct 2017 10:46:39 +04 <![CDATA[HR Leadership Development Program - Convertas , United Arab Emirates,Dubai,Malaysia,Turkey,United Kingdom ]]>https://courses.laimoon.com/course/hr-leadership-development-program/online 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

]]> Sun, 22 Oct 2017 10:40:33 +04 <![CDATA[Performance and Quality Improvement - Convertas , Dubai,Malaysia,Turkey,United Kingdom ]]>https://courses.laimoon.com/course/performance-and-quality-improvement/online 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

]]> Mon, 29 May 2017 20:16:29 +04 <![CDATA[Managing Difficult People - Convertas , Dubai,Malaysia,Turkey,United Arab Emirates,United Kingdom ]]>https://courses.laimoon.com/course/managing-difficult-people/online 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

]]> Mon, 29 May 2017 19:44:21 +04 <![CDATA[Effective HRM for non-HR, Workshop - Convertas , Dubai,Malaysia,Turkey,United Arab Emirates,United Kingdom ]]>https://courses.laimoon.com/course/effective-hrm-for-non-hr-workshop/online 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

]]> Mon, 29 May 2017 19:32:27 +04 <![CDATA[Advanced Human Resource Management Workshop - Convertas , Dubai,Malaysia,Turkey,United Arab Emirates,United Kingdom ]]>https://courses.laimoon.com/course/advanced-human-resources-workshop/online 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

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