Cost: 2499 AED

Duration: 32 Hours

• Globally Recognised Certifications: Earn prestigious HR certifications like CIPD, CHRP, CHRM, PHRi, SPHRi, and aPHRi.
• Flexible Learning Options: Choose from classroom, live online, or one-on-one training.
• Industry-Relevant Curriculum: Courses cover recruitment strategies, compensation management, UAE Labour Law, and more.
• Expert Trainers: Learn from experienced HR professionals with global expertise.
• Easy Payment Plans: Enjoy convenient instalment options for hassle-free enrollment.

• HR Fundamentals: Gain insights into hiring, performance management, and HR operations.
• HR Technology: Understand HRMS tools and modern people management systems.
• Strategic HR Management: Explore workforce planning, leadership development, and HR metrics.
• Compliance & Labour Laws: Learn about UAE Labour Law and international HR standards.

• Business Culture and Change in Context
• Core Behaviours for People Professionals
• Principles of Analytics
• Essentials of People Practice

• Professional Behaviours and Valuing People  
• Organisational Performance and Culture in Practice  
• Evidence-Based Practice  
• Employment Relationship Management  
• Talent Management and Workforce Planning  
• Reward for Performance and Contribution  
• Elective Course Modules (Choose One)  

• Professional Behaviours and Valuing People  
• Organizational Performance and Culture in Practice  
• Evidence-Based Practice  
• Supporting Self-Directed and Social Learning  
• Learning and Development Design to Create Value  
• Facilitate Personalised and Performance-Focused Learning Elective Course Modules (Choose One)  

• Work and Working Lives in a Changing Business Environment  
• People Management and Development Strategies for Performance  
• Personal Effectiveness, Ethics and Business Acumen  
• Business Research in People Practice  
• Organizational Design and Development  
• Leadership and Management Development in Context  
• Designing Learning to Improve Performance  
• Elective Course Modules (Choose One)  

• Understanding the Role of HR  
• Staffing  
• Employee Relations, HR Law  
• Health and Safety of Employees  
• HR Performance Management  
• Compensation Management  
• Training and Development  
• Evaluate UAE Labour Laws  
• HR Policy Development and Audit  

• Human Resource Policies and Strategies
• HRBP (HR Business Partnering)
• UAE Labor Laws
• Recruitment strategies
• HR Competencies
• HR Balance Scorecard (HR-BSC)
• Compensation and Rewards Management
• Strategic Workforce Planning
• HR Measurement and Metrics
• Employee Engagement and Talent Management

• HR Operations (33%)  
• Recruitment and Selection (22%)  
• Compensation and Benefits (15%)  
• Human Resource Development and Retention (10%)  
• Employee Relations (15%)  
• Health, Safety, and Security (5%)

• Talent Acquisition (19%)  
• HR Administration and Shared Services (19%)  
• Talent Management and Development (19%)  
• Compensation, Benefits, and Work Experience (17%)  
• Employee Relations and Risk Management (16%)  
• HR Information Management (10%)  

• Business Leadership (31%)  
• Talent Development and Management (27%)  
• HR Service Delivery (24%)  
• Measurement and Analysis (18%)  

• Compensation and Benefits Environment  
• Rewards & Basics of Compensation  
• Building Internal Equity  
• Building External Equity  
• Building Individual Equity  
• Benefit Plans & Total Reward Planning  
• Total Reward Planning

• Definitions and General Provisions  
• Employment Contracts, Records, and Wages  
• Protection of Health and Social Care of Workers  
• Disciplinary Rules  
• Termination of Employment Contract and End of Service Gratuity  
• Free Zone Rules  
• The Federal Decree-Law No. 33

• Higher Employability: Earn globally recognised HR certifications valued worldwide.
• Broaden Your Expertise: Master recruitment, compensation, benefits, and HR analytics.
• Diverse Career Paths: Work in corporate HR, consulting, or talent management roles.  

• KHDA-Approved Training: Industry-recognised certification with global acceptance.
• Experienced Trainers: Courses led by HR experts with practical insights.
• Hands-On Learning: Real-world case studies and interactive sessions.
• Flexible Schedules: Options for weekend, weekday, and online classes.

Cost: 2999 AED

Discount: 55% Off for Laimoon Users!

Duration: Upto 40 Hours

• Thorough Knowledge of Employment Law: Learn about key regulations, rights, and responsibilities under GCC labour law.
• Practical Insights: Understand how to handle recruitment, probation, termination, and other HR practices ethically and in compliance with legal standards.
• Expertise in Current Trends: Stay updated on the latest legal and regulatory developments in the region.
• Real-World Application: Equip yourself with the skills to integrate these regulations into corporate policies.

• Labour law application and the history of GCC employment regulations.
• Understanding and drafting labour contracts.
• Probation periods, notice periods, and leave policies.
• Wages, disciplinary actions, and penalties.
• Legal aspects of dismissal, termination, and end-of-service benefits.

• The global legal environment
• Types of international legal systems
• History of labor law in the GCC
• The GCC legal environment
• Comparing legal systems in the GCC
• Communicating codes
• Pre-labor law application in the GCC
• Identification of exempted categories

• Introduction and overview of labor law
• Enforcement of labor law
• Labor contracts pre-requisites
• Labor law contracts
• Similarities and dissimilarities in the GCC labor contracts
• Essential contents of contracts
• Employer and employee duties and responsibilities
• The secrets of deals revealed
• Changes in legal status

• Notice period definition
• Guidelines for a notice letter
• Different applications of the notice period
• When notice is not needed
• Probation period and its practices
• Types of leaves
• Working hours
• Overtime: explanation and calculations for eligibility

• Total, basic and minimum wages
• Wages payment methodology
• Money deductions from employee wages
• Disciplinary actions and guidelines
• Penalties mentioned in the labor law
• When and why to discipline

• Arbitrary dismissal
• Unfair dismissal
• Termination from a legal point of view
• Arbitrary termination
• End of service allowances and calculations
• The bright and the dark side of layoffs and terminations
• Legal constraints for a healthy turnover
• Legal Insights for human resources professionals
• Attempts to develop and standardize a common GCC labor law

• Modules based on real-world HR scenarios in the GCC Dubai region.
• Detailed insights into legal compliance and labour relations.
• Live interactive sessions and expert-led training for a hands-on learning experience.

Cost: 2500 AED

Discount: 60% Off for Laimoon Users!

Duration: Upto 24 Hours

Advance your HR career with our SHRM-CP (Certified Professional) and SHRM-SCP (Senior Certified Professional) Certification Preparation course. Designed for HR professionals at all stages, this program provides the comprehensive knowledge and skills necessary to excel in the HR field and achieve SHRM certification.

Course Content:

• Introduction to SHRM Certification
• Overview of SHRM-CP and SHRM-SCP Certifications
• Benefits of SHRM Certification for HR Professionals
• HR Competency Model
• Understanding the SHRM Competency Model
• Behavioral Competencies: Leadership, Ethical Practice, Relationship Management
• Technical Competencies: HR Expertise, Global & Cultural Effectiveness
• HR Strategic Planning
• Aligning HR Strategy with Organizational Goals
• Workforce Planning and Talent Management
• Measuring HR Impact and ROI
• Employee Engagement and Retention
• Strategies for Enhancing Employee Engagement
• Effective Retention Techniques
• Building a Positive Organizational Culture
• Talent Acquisition and Development
• Recruitment and Selection Best Practices
• Training and Development Programs
• Performance Management Systems
• Total Rewards and Compensation
• Designing Competitive Compensation Packages
• Benefits Administration and Compliance
• Pay-for-Performance and Incentive Programs
• Employment Law and Compliance
• Understanding Key Employment Laws and Regulations
• Ensuring Workplace Compliance
• Managing Risk and Avoiding Legal Pitfalls
• Diversity, Equity, and Inclusion (DEI)
• Creating Inclusive Work Environments
• Implementing DEI Initiatives
• Addressing Bias and Promoting Equality
• HR Metrics and Analytics
• Utilizing Data to Drive HR Decisions
• Key HR Metrics and Benchmarking
• Analyzing and Interpreting HR Data
• Exam Preparation and Practice
• Test-Taking Strategies for SHRM-CP and SHRM-SCP
• Practice Exams and Study Tips
• Resources and Support for Certification Success

Key Benefits:

• Gain in-depth knowledge of HR principles and practices aligned with SHRM standards
• Develop skills to lead HR initiatives and drive organizational success
• Enhance your ability to navigate complex HR challenges
• Prepare effectively for the SHRM-CP and SHRM-SCP certification exams
• Obtain a globally recognized certification to boost your HR career

Cost: 3900 AED

Duration: 1 To 5 Days

• Strategic Human Resource Management and the HR Scorecard  Recruitment and placement
• Job Analysis
• Employee Testing & Selection 
• Interviewing Candidates
• Training and Development
• Performance Management and Appraisal
• Managing Careers   
• Pay 
• Benefits and Incentives
• Employee Relations
• EmployeeHealth and Safety
• Managing Global Human Resources
• HR Professionals
• HR Managers   
• HR Business Partners   
• OD Managers   
• Consultants   
• General HR Employees

• Introduction to Human Resources Management
• Strategic Human Resource Management and the HR Scorecard       

• Recruitment and placement
• Job Analysis
• Personal Planning & Recruiting
• Employee Testing & Selection
• Interviewing Candidates 

• Training and Development
• Training and Developing Employees     

• Performance Management and Appraisal
• Managing Careers       

• Compensation
• Establishing Strategic Pay Plans 
• Pay for Performance and Financial Incentives
• Benefits and Services       

• Employee Relations
• Employee Health and Safety 
• Managing Global Human Resources

Cost: 12500 AED

Duration: 5 Days

• HR as part of the business
• The Component parts of the HR Function
• Developing an HR Strategy
• Key personal and interpersonal skills in HR management
• The future for HR

• Describe the role or purpose of the HR function and the contribution. The HR function makes to the achievement of organizational goals
• Explain the key principles and practices involved in
• Becoming an "Employer of Choice".
• Describe the contribution required of HR professionals and the skills needed to perform effectively.
• Plan to develop personal effectiveness.

Cost: 4900 USD

Duration: 5 Days

• Understand the importance and purpose of performance management in an organisation.
• Define critical concepts and principles in performance management, including the performance management cycle.
• Develop and implement relevant SMART Key Performance Indicators (KPIs) that align with organisational goals and strategies.
• Utilise various performance management tools and techniques, such as the Balanced Scorecard, Management by Objectives (MBO), Performance Improvement Plans (PIPs), benchmarking, and performance dashboards.
• Effectively communicate performance expectations, provide constructive feedback, and conduct performance reviews and appraisals.
• Apply coaching and mentoring techniques to improve employee performance and address underperformance.
• Create and maintain a high-performance culture by engaging and motivating employees and recognising and rewarding high performance.
• Demonstrate a comprehensive understanding of performance management concepts and best practices.

Cost: 4900 USD

Duration: 5 Days

•   Step away from day to day management to better focus on strategic decision making
•   Create a trusting and empowering climate to elicit self-directed performance from your team
•   Build trust and robust relationships across the organisation
•   Empower others to manage themselves and their teams 
•   Design development strategies for your line managers

Cost: 4900 USD

Duration: 5 Days

• Understand the concept and key principles of the Balanced Scorecard (BSC)
• Learn how to develop a BSC framework, including identifying strategic objectives and key performance indicators (KPIs)
• Learn how to implement the BSC, including building a data collection and reporting system, and addressing implementation challenges.
• Learn how to use the BSC for strategy execution, including monitoring progress and identifying areas for improvement.
• Learn advanced applications of the BSC, including using the BSC for strategic planning and budgeting, risk management and decision-making, and best practices for different industries and organizations.

Cost: 4900 USD

Duration: 5 Days

Cost: 3495 USD

Duration: 4 Days

Cost: 3495 USD

Duration: 4 Days

Cost: 3495 USD

Duration: 4 Days

Cost: 3995 USD

Duration: 5 Days

Cost: 3995 USD

Duration: 5 Days

Cost: 3995 USD

Duration: 5 Days

Cost: 3195 USD

Duration: 3 Days

Cost: 3995 USD

Duration: 5 Days

Cost: 3195 USD

Duration: 3 Days

Cost: 3995 USD

Duration: 5 Days

• Enhanced Career Prospects: Open doors to global HR leadership roles.
• International Recognition: The HRCI SPHRi credential is respected by global organisations.
• Practical Knowledge: Learn global HR strategies that can be applied in diverse work environments.

• Contribute to the development of the organizational strategy and planning (for example: vision, mission, values, ethical conduct, future business opportunities).  
• Develop, execute, and lead HR strategies that are aligned to the organisation’s strategic plan (for example: HR initiatives, plans, budgets, business plans, service delivery plans, workforce requirements).  
• Analyze and assess internal and external factors that impact operations and people management to decide on the best available risk management strategy (for example: human capital risk analysis, business continuity, response planning, geopolitical environment scanning, mental health).  
• Interpret and use business metrics to assess and drive achievement of strategic goals and objectives (for example: key performance indicators [KPIs], financial statements, budgets).  
• Use credible and relevant information to make decisions and recommendations (for example: salary data, management trends, published surveys and studies, legal/regulatory analysis).  
• Develop and manage workplace practices that are aligned with the organization’s vision, mission, values, sustainability, corporate social responsibility (CSR), ethics, and anti-corruption, to shape and reinforce organizational culture.  
• Develop and evaluate strategies and workplace practices to promote diversity, equity, and inclusion (DEI).  
• Identify and analyze HR metrics to inform strategic actions within the organization (for example: develop new metrics, predictive analytics, business intelligence, turnover rates, cost per hire, employment statistics, return on investment [ROI], pay equity analysis).  
• Design, implement, and facilitate effective change strategies to align organizational performance with the organization’s strategic goals (for example: change leadership, change management).  
• Advise and influence organizational behavior and outcomes through effective relationships with key stakeholders.  
• Ensure alignment of HR strategies across the organization (for example: across geographic locations/sites, across business units).  
• Apply and evaluate the applicability of local labor laws, regulations, and guidance to organizational strategy or complex HR strategies to adhere to legal and ethical requirements.  

• Evaluate and forecast organizational needs throughout business cycles to develop or revise workforce plans (for example: corporate restructuring, divestitures, workforce expansion, or reduction).  
• Develop, monitor, and assess recruitment strategies to attract talent (for example: labor market analysis, salary expectations, selection processes, sourcing, employee value proposition [EVP], and employer branding).  
• Develop and evaluate strategies for onboarding new employees and managing cultural integrations (for example: new employee orientation, onboarding, restructuring, global expansion, mergers and acquisitions [M&A], joint ventures).

• Evaluate the integration of diversity, equity, and inclusion (DEI) in the workplace culture and make recommendations based on findings.  
• Design, implement, and evaluate programs or processes in order to develop the workforce (for example: training and development, knowledge management, mode, timing).  
• Analyze business needs to develop a succession plan for key roles (for example: identify talent, outline career progression, implement coaching and development) to promote business continuity.

• Design the total rewards philosophy and communications strategy that balances the organizational and individual needs (for example: hourly, salary, expatriate and foreign nationals, executives, board members, contractors).  
• Create and evaluate compensation strategies that attract, reward, and retain talent (for example: classification, direct, indirect, incentives, bonuses, equity, executive compensation).  
• Create and evaluate benefit strategies that attract, reward, and retain talent (for example: health, welfare, retirement, work-life balance, wellness).  
• Design and develop employee recognition programs (for example: non-monetary and monetary rewards, workplace amenities, service awards)

• Align HR data privacy and security processes to organizational data protection strategies (for example: cyber security, phishing emails, documentation, employee files).  
• Evaluate employee safety and security strategies (for example: emergency response plans, access control, contingency planning, crisis management).  
• Lead, implement, and evaluate HR digitalization initiatives (for example: information, workflows, emerging technologies, gamification, employee self-service, social networking, and human resource information system [HRIS], risk management system).  

• Expert-Led Training: Learn from seasoned HR professionals with global experience.
• Flexible Learning Options: Choose between online and classroom training.
• Globally Recognised Certification: Our SPHRi course meets HRCI standards.
• Easy Payment Plans: Flexible installment options are available.

Cost: 4000 AED

Discount: 60% Off for Laimoon Users!

Duration: 35 Hours

• Exam time: 2 hours and 15 minutes
• Exam length: 100 scored questions (mostly multiple-choice) + 25 pretest questions
• Computer-based exam at a Pearson VUE testing center.

To be eligible for the aPHRi you must have a high school diploma or global equivalent. No HR experience is required since this is a knowledge-based credential.

All Inclusive aPHRi Exam Prep Includes:

• 8 x 3-hour online learning sessions
• 1 Revision Session to consolidate your learning
• 1 Mock Exam
• HRCI tudy materials
• HRCI Exam Fees

Unit Breakdown

• Unit 1: HR Operations (33%)
• Unit 2: Recruitment & Selection (22%)
• Unit 3 : Compensation & Benefits (15%)
• Unit 4: HR Development and Retention (10%)
• Unit 5: Employee Relations (15%)
• Unit 6: Safety, Health and Security (5%)

Cost: 8995 AED

Duration: 1 Month

Cost: 4870 USD

Duration: Upto 4 Days

Duration: 5 Days

Duration: 5 Days

• Learn all about Dubai Labour Law, from employment contracts to wages and working hours.
• Understand critical provisions related to employee rights, workplace safety, and dispute resolution.
• Gain insights into UAE Employment Law, including termination procedures, gratuity settlements, and free zone rules.
• Stay ahead in the competitive HR field with a recognized certification in Labour Law.

• Accredited by ISO 9001:2015 and KHDA, ensuring high standards of training.
• Covers practical, real-world scenarios to strengthen your understanding of labour law practices.
• Includes live interactive sessions, hands-on assignments, and career guidance.

• Understanding the concept of an Establishment
• Learning the basics of an Employment Contract
• Knowing Wages and types of Wages
• Concepts related to Work and types of Work
• The important role of Arabic Language
• What are the exceptions to such Provisions?
• Who are Labor Mediators and Suppliers?
• What do you understand by Youth and Labor Employment?
• Women Employment and its importance

• What are the different types of Employment Contracts?
• Who are considered UAE Nationals?
• What is the Probation Period?
• Records and Files
• Concepts associated with Salaries and Recoveries
• Damage or Destruction due to Negligence
• All about the provision of Working Days and Working Hours
• Regulations of Overtime Pay
• Understanding provisions on Leaves, Holidays, and Special Leaves
• Rules and regulations of Labor Inspection

• Provisions on Work Conditions
• Which Medical Facilities are mandatory?
• Role of Employer-Employee
• How to deal with Workplace Injuries?
• Understanding the causes of Penalties
• How to resolve Labor Disputes?
• A detailed guide on Employee Rights

• All about Warnings, and Fines
• Understanding the causes of Suspension, and Dismissal
• What are the Disciplinary Rules?
• Resolving the registered Complaints
• Working of Labor Courts

• What are the Conditions of Termination?
• What should be the Notice Period according to the law?
• What is considered Repatriation Expenses?
• Maintaining employer and employee Confidentiality
• Failure to Perform Duties
• End of Service Settlements / Gratuity
• What are Labor Bans?
• Understanding the Non – competition Clauses

• What are the Special Provisions?
• Learning about certain Limitations
• Important Exceptions to the rules and regulations
• How Do Penalties work?

• Gain a comprehensive understanding of Labor Laws and Regulations in the UAE, as well as the trends of enforcement at the Ministry of Labor
• Ensure that organizations fulfill all legal obligations associated with salaries, end–of–service gratuities, and other benefits
• Recognize employment disputes and the process of dispute resolution offered by the Ministry of Labor and the local courts
• Adhere to the Labor Law when recruiting, and handling downsizing and redundancies
• Determine the special considerations pertaining to terminating or redundant senior employees, including severance pay and preserving confidential company information

• Our UAE Labor Law training course is designed based on real-world scenarios, formulating and evaluating practical requirements
• Our courses strive to provide a reality check and insight into the requirements of a challenging role and how to fulfill it
• We also provide live interactive sessions and hands-on experience through assignments associated with the actual work environment
• To enhance the learning experience of our students we provide organized group sessions and integrated training modules
• Our discrete approach to career guidance enables our students to get successfully placed in renowned organizations

Cost: 1000 AED

Discount: 60% Off for Laimoon Users!

Duration: Upto 12 Hours

• Global Recognition: The PHRi certification is respected worldwide and sets you apart in the HR industry.
• Expanded Career Opportunities: Qualify for high-paying roles like HR Manager – International Operations, Talent Acquisition Specialist, Compensation & Benefits Specialist, and more.
• Proven Expertise: Gain credibility with a certification combining formal education and practical HR experience.

• Interpret and apply information related to the general business environment and industry best practices
• Understand the role of cross-functional stakeholders in the organization and establish relationships for effective decision making (for example: org charts, span of control, shared services, centers of excellence)
• Identify risks and recommend best practices (for example: compliance audit, mitigation, internal/external threats, safety, conflict of interest, employee relations, change management [automation, digitalization, gap analysis])
• Understand metrics and interpret data to support business initiatives and recommend strategies  (for example: attrition rates, diversity in hiring, time-to-hire, time-to-fill, ROI, success of training, promote continuous improvement using data)
• Understand and reinforce organizational culture, core values, and ethical and behavioral expectations (for example: identify opportunities and make recommendations, contribute to diversity, equity, and inclusion [DEI], employer branding)

• Apply relevant labor laws and understand their impact to organizational hiring policies to adhere to legal and ethical requirements
• >Identify and implement sourcing methods and techniques to attract talent (for example: employee referrals, social media, diversity, equity, and inclusion [DEI] metrics, agencies, job boards, internal postings, job fairs, college recruitment, remote/hybrid work solutions)
• Manage the talent acquisition lifecycle (for example: interviews, job offers, background checks, job descriptions, onboarding, orientation, assessment/skills exercises, employee integration)

• Implement and evaluate career development and training programs, including providing resources and guidance on professional growth and development opportunities (for example: career pathing, management training, mentorship, coaching, learning development plan)
• Contribute to succession planning discussions with management by understanding and providing relevant data (for example: compensation, performance, turnover, exit surveys, attrition, evaluations, skills assessments, skills development resources)
• Administer learning and development programs designed to achieve desired outcomes by the organization (for example: compliance, safety, benefits, HR systems and security, diversity, equity, and inclusion [DEI])

• Manage and communicate total rewards programs to foster employee engagement and enhance employee experience (for example: compensation, payroll, recognition programs, incentives)
• Implement and promote awareness of non-monetary rewards (for example: workplace amenities, flexible scheduling, remote/hybrid options)
• Understand and administer benefit and leave programs (for example: health plans, retirement plans, employee assistance plans, paid time-off, other insurance)
• Monitor and sustain compensation and benefit programs (for example: pay equity, benchmarking, salary bands, status changes, and life events)

• Measure and advise on functional effectiveness at each stage of the employee lifecycle (for example: hiring, onboarding, performance management, retention, exit process, alumni program) and identify alternate approaches as needed
• Support the implementation and communication of organizational programs to enhance employee participation and engagement (for example: surveys, focus groups, welfare/wellness activities, employee resource groups [ERG], action plans from feedback)
• Support the organization’s performance management strategy by completing appropriate steps in order to achieve organizational goals and objectives (for example: employee reviews, promotions, recognition programs)
• Support performance and employment activities (for example: coaching, performance improvement plans, corrective actions, involuntary separations, job eliminations, reductions in force, offboarding)

• Understand and apply knowledge of programs, applicable laws, and regulations to promote outreach, diversity, equity, and inclusion (DEI) (for example: corporate social responsibility [CSR])
• Support workplace programs relative to health, safety, security, and privacy laws and regulations
• Provide interpretation and ensure compliance to organizational policies and procedures example: employee handbook, SOPs, time and attendance, expenses)
• Process and support the resolution of employee complaints, concerns, or conflicts and escalate as needed (for example: investigate, document, initiate, recommend solutions, abide by grievance and ADR [alternative dispute resolution] procedures)
• Promote techniques and tools for facilitating positive employee and labor relations with knowledge of applicable laws affecting union and nonunion workplaces (for example: anti discrimination policies, harassment)

• Utilize and manage HR database content and technologies (for example: HRIS, maintain personnel data, employee status changes, salary changes)
• Assess and communicate information obtained from HR databases (for example: generate reports, data analytics, identify trends)
• Promote and maintain security best practices (for example: system access and permissions, front end user support, compliance, data integrity and data accuracy)

Cost: 4000 AED

Discount: 60% Off for Laimoon Users!

Duration: 35 Hours

Cost: 3995 USD

Duration: 5 Days

Cost: 3995 USD

Duration: 5 Days

Cost: 3995 USD

Duration: 5 Days

Cost: 3995 USD

Duration: 5 Days

Cost: 3995 USD

Duration: 5 Days

Cost: 3195 USD

Duration: 3 Days

1. Participate actively in the development of the organization's HR strategy
2. Integrate local and global HR practices
3. Knowledge of organizational development methods , problem- solving techniques, change management processes and techniques and leadership concepts and applications
4. Identify industry trends in HR
5. Establish and review results of an employee performance management system

• Help you earn credibility and respect in your field.
• Open more opportunities for advancement.
• Increase your salary. Certified professionals earn up to 18% more than their non-certified peers.
• Prove your willingness to invest in your own development.
• Demonstrate your commitment to your profession.
• Improve your skills and knowledge
• Represent your personal achievement.
• Build confidence in your knowledge of the profession.

Cost: 5670 USD

Duration: 5 Days

• Obtain the globally recognized CHRM certification
• Align HR practices with overall organizational goals and objectives
• Analyze broader industry and societal trends to adapt HR strategies
• Master internal and external factors to create effective HR policies
• Learn the fundamental principles of HR planning

• HR policies and strategies for businesses
• Three components of existing & new HR policies
• The HR strategies that organizations commonly employ & their importance
• Internal and external factors that shape HR strategies and policies
• The challenges Human Resources Manager faces
• The value of HR ethics

• The role & scope of HRBP in an organization
• HR strategies & business strategy
• The impact of external factors on Business alignment
• The gaps in HRBP (conducting organizational diagnostics)
• Active HR business partnering
• The futuristic HR business partnering

• Knowing employee and employer rights
• The minimum standards of employment law
• The types of employment contracts & their management
• Wage Protection System (WPS) & salary structures
• The impacts on termination of contract and dismissal
• The statutory benefits and non–statutory benefits of employees

• Analyzing & designing a job & its description
• Strategic staffing
• Influence of the external environment on recruitment
• The impact of efficient manpower planning
• The present issues and practices in the staffing process
• Decision–making models in recruitment
• The relationship of recruitment with other HR functions
• Various interview techniques in recruitment
• The benefits of employee testing including psychometrics
• Retention strategies & succession plans
• Contemporary issues in staffing

• The HR transformation
• The HR value proposition
• HR competency framework
• Behavioral event interviewing (BEI) techniques
• From competencies to a meaningful HR system

• Performance management system
• The benefits of balanced scorecard approach
• The parameters to link + Various guidelines and issues
• The 4 BSC value – propositions

• Equity pay system
• Market pay practices
• Indirect and direct pay components
• Salary policy and model
• The internal job structure
• External competitiveness & market – pricing
• The features of benchmark jobs
• Variable pays
• Budget and Compensation forecast
• Employee benefits
• Alternate compensation solutions

• Current workforce planning practices
• Conducting research
• The productivity of the existing strategic workforce

• Various HR measurement and metrics
• Using metrics to measure ROI
• HR measurements and metrics and what to measure and why
• HR modeling tools
• HR scorecard to align with business needs
• The metrics business case
• From metrics to analytics and analytics to strategies
• What metrics are important to your business?

• The evolution of employee engagement & its benefits
• Employee engagement for higher financial returns
• Engaging top-line performers
• The factors that motivate top performers
• Organization’s talent strategy to individuals' career
• Avenues for increasing engagement levels

Cost: 3499 AED

Discount: 50% Off for Laimoon Users!

Duration: 24 Hours

Cost: 3995 USD

Duration: 5 Days

Cost: 3995 USD

Duration: 5 Days

Cost: 3995 USD

Duration: 5 Days

Cost: 1790 USD

Duration: 3 Days

• 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

• 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

• 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

• 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

• 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

• 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

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

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

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

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

Cost: 3995 USD

Duration: 5 Days

• 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

• 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

• Strategic Human Resource Management and the HR Scorecard
• Recruitment and placement
• Job Analysis
• Employee Testing & Selection
• Interviewing Candidates
• Training and Development
• Performance Management and Appraisal 
• Managing Careers
• Pay, Benefits and Incentives
• Employee Relations
• Employee Health and Safety
• Managing Global Human Resources

• Understand the business and HR strategy models
• Talk authoratatively about the recruitment, selection and interview processes
• Prepare training and development plans 
• Effectively manage the performance of your team and support other managers in the performance management process
• Understanding financial terminology and a variety of pay plans
• Identify the key elements essential to employee welfare and well being

Cost: 1750 USD

Duration: 5 Days

• Build a strong foundation in key areas of Human Resources.
• Develop skills to align HR strategies with organizational objectives.
• Enhance communication abilities to engage effectively with employees.
• Understand labour laws that influence HR policies and practices.
• Learn recruitment techniques to attract, hire, and retain the best talent.

• HR management
• Roles and responsibilities of HR executives
• Strategic and administrative roles
• Core HR outcomes and end results
• Expectations of HR on the organizational level
• The expectation of Management and employees
• Building partnerships with line management
• Theory, structure, and design of an organization
• How to deliver measurable HR results
• International HR qualities

• Planning and forecasting of workforce
• Analysis and design of the Job
• Various methods of data collection
• How to write job descriptions
• How to recruit job candidates
• Process of selection
• Successful techniques for interviews
• How to design structured interviews
• Selection testing

• Employment relationship and engagement
• Learn about work-life balance
• Fair and equitable management
• Know about the legal environment
• Learn about equal opportunities of employment
• What is wrongful termination
• Privacy, confidentiality, and ethical issues
• Counseling and employee discipline
• Termination management
• Handling grievances

• Know the health and safety laws
• Safety and health of the employees
• Accident prevention
• Learn the causes of accidents
• Health issues in the workplace
• Security and dangers of the workplace

Cost: 2749 AED

Discount: 50% Off for Laimoon Users!

Duration: 24 Hours

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

• 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

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

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

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

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

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

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

• 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

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

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

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

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

• 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

The Diploma in Human Resource Management programme examines the organisational behaviour, human resource management, employee relations and employee development. Cultural impact and the international contexts are also considered before the course concludes with a short case study.

What is this course about?

The programme examines organisational behaviour, HRM, employee relations and employee development. The course moves on to debate the importance of the Hr function and whether Hr needs to be linked directly to organisational strategy to work efficiently. the impact of culture and the international context is also considered before the course concludes with a short case study of one of the issues covered in your own workplace setting. 

All online study materials and student handbooks are supplied. You will be allocated a tutor for academic support who you can contact as often as you like by telephone and email. You will also have access to a student support co-ordinator for administrative support. You will also complete an online induction and have access to an online Virtual Campus

Example modules/topics covered

• Workplace Learning and Human resource management
• Organisational behaviour and employee development
• Management in organisations
• Personnel and Human resource management
• Culture and the international context
• Case study

Aims and objectives/learning outcomes

Upon completion you will be able to:

• Compare and contrast formal and informal learning and discuss the merits of the two.
• Discuss how effective employee development can impact upon an organisations’ performance.
• Assess the theory and practice of management, considering the importance of leadership and the Hrm function.
• Demonstrate how an understanding of the issues involved in Hrm can assist the Hr manager in managing staff effectively.
• Construct an argument concerning the impact of globalisation on organisations and culture.
• Apply the theories and knowledge gained in studying the diploma to a workplace setting.

Target Audience:

Applicants who do not have any formal qualifications but can demonstrate at least 2 years full-time relevant HR work experience or are working as a training practitioner are encouraged to apply.

Associated career paths and benefits:

The Diploma in Human Resource Management can be studied as a standalone programme or can form part of a three-year degree programme leading to the BSc in Human Resource Management. 

Unique features of the course: 

The University of Leicester virtual learning environment Blackboard is used to deliver all resources for this course including:

• Study materials - Access electronic copies of your learning materials and important information, such as assessment instructions, whenever and wherever you are.
• Tutor support - Tutors use live chats and forums to stimulate discussions, request input and highlight external sources.
• External resources - Links to external sources can include key journal articles, your university’s online library, sites of topical interest, etc.
• Discussion with other students - Forums allow students to come together, share thoughts and ideas and you can initiate topics that you want to discuss with your fellow students.

Entry requirements:

The standard entry requirements are as follows: 

• University of Leicester CLMS Certificate OR equivalent relevant academic qualifications with at least 2-3 years workplace experience in a training or HR role
• English language proficiency –Should English NOT be your first language, you would be required to submit an IELTS Test of 6.5 OR a TOEFL Test of 575 (paper) 250 (computer) 90 (IBT)

Cost: 33447 AED

Duration: 14-24 months