• 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

• 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