• Understand the principles and strategic importance of talent acquisition and management
• Develop effective recruitment strategies to attract top talent
• Apply best practices in candidate assessment, selection, and onboarding
• Implement workforce planning to align talent needs with organizational goals
• Enhance employee engagement, retention, and performance management
• Build and maintain a strong employer brand to support talent attraction and retention
• Utilize analytics and metrics to evaluate talent acquisition effectiveness and inform decision-making
• Integrate talent management strategies with overall organizational objectives to drive business success

Cost: 4250 USD

Duration: 5 Days

Cost: 4250 USD

Duration: 5 Days

• Understand foundational HR concepts, including recruitment, compensation, and employee relations
• Comprehend legal regulations governing HR practices, ensuring compliance and ethical conduct
• Master principles of talent acquisition and retention, vital for effective manpower management
• Gain knowledge in organizational development and change management strategies
• Grasp fundamental principles of training and development within a professional context
• Learn about HR technology and its integration for efficient HR operations
• Develop an understanding of workplace health, safety, and risk management
• Acquire skills in HR metrics and analytics for informed decision-making and strategy formulation

• Organizational strategy and its connection to mission, vision, values, business goals, and objectives
• Organizational culture (traditions, unwritten procedures)
• The legal and regulatory environment
• Confidentiality and privacy rules that apply to employee records, company data, and individual data
• Business functions (accounting, finance, operations, sales, marketing)
• HR administration, policies, and procedures (personnel management, progressive discipline)
• HR Metrics (cost per hire, time to recruit, turnover rate)
• Tools to compile data (spreadsheets, statistical software)
• Methods to collect data (surveys, interviews, observation)
• Reporting and presentation techniques (histogram, bar chart)
• Impact of technology on HR (social media, monitoring software, biometrics)
• Employee records management (electronic/paper, retention, disposal)
• Reporting requirements about the workforce (new hires, involuntary/voluntary termination)
• Purpose and function of Human Resources Information Systems (HRIS)
• Job classifications (hourly, salary, full-time, part-time, contractor)
• Job descriptions
• Reporting structure (for example matrix, flat, organizational charts)
• Types of external providers of HR services (for example recruitment firms, benefits brokers, staffing agencies, consultants)
• Communication techniques (, written, oral, email, intercultural awareness)

• Applicable laws and regulations related to recruitment and selection (work authorization, job requisition, job postings)
• Applicant databases
• Recruitment sources (employee referral, social networking/ social media, company website)
• Recruitment methods (advertising, job fairs, university)
• Alternative staffing practices (pre-recruitment process outsourcing, job sharing, remote workers)
• Interviewing techniques (structured, non-structured, behavioural, situational, panel)
• Pre- and post-offer activities (background checks, medical exams)
• Orientation and onboarding (logistics, introducing culture, facilitating/training)

• Applicable laws and regulations related to compensation and benefits, such as monetary and non-monetary entitlement, wage and hour, and privacy tax treatment)
• Pay structures and programs (variable, merit, bonus, incentives, non-cash compensation, pay scales/grades)
• Total rewards
• Benefit programs (health care plans, flexible benefits, pension scheme, health and fitness programs)
• Payroll terminology (pay schedule, vacation, leave, paid time off [PTO])
• Data collection for salary and benefits surveys
• Insurance claims, filing, or processing requirements (workers’ compensation, disability benefits)
• Work-life balance practices (flexibility of hours, telecommuting, sabbatical)

• Applicable laws and regulations related to training and development activities (for example: acquiring and maintaining relevant credentials, and qualified providers)
• Training delivery format (virtual, classroom, on-the-job)
• Techniques to evaluate training programs (participant surveys, pre-and post-testing, after-action plan)
• Career development practices (succession planning, dual career ladders)
• Performance appraisal methods (timelines, ranking, rating scales)
• Performance management practices (setting goals, feedback, mentoring)

• Applicable laws affecting employment environments, labour relations, and privacy
• Employee and employer rights and responsibilities (for example : privacy, substance abuse)
• Methods and processes for collecting employee feedback (for example: employee attitude surveys, focus groups, and exit interviews)
• Workplace behaviour issues (for example absenteeism, aggressive behaviour, employee conflict, workplace harassment)
• Methods for investigating complaints or grievances (for example: employee and employee, employee and manager, employee and company)
• Progressive discipline (for example verbal or written warnings, escalating corrective actions, termination)
• Off-boarding or termination activities (for example exit interviews, handover process, end-of-service benefits, non-compete or non-solicitation)
• Employee relations programs (for example: recognition, special events, and diversity programs)
• Workforce reduction and restructuring terminology (for example downsizing, mergers, relocation, assignments, transfers)
• Recruitment and Selection (22%)
• Human Resource Development and Retention (10%)

• Applicable laws and regulations related to workplace health, safety, security, and privacy(for example: health and safety training, and security compliance)
• Risk management in the workplace (for example emergency evacuation procedures, health and safety, employee violence, and emergencies)
• Security risks in the workplace (for example data, materials, or equipment theft; equipment damage or destruction; cyber crimes; password usage)

Cost: 4000 AED

Discount: 60% Off for Laimoon Users!

Duration: 35 Hours

• Understand what competencies are and why the approach is needed
• Identify new approaches to attracting and selecting staff
• Establish links between competencies and roles within the business
• Plan a recruitment and selection process based on competencies
• Design an interview framework based on the competency approach
• Conduct a competency-based interview
• Design your selection processes
• Identifyrecord and judge evidence of competence through exercises

• HR specialists with responsibility for recruitment
• Managers at all levels with responsibility for recruitment
• Recruitment consultants
• Recruiting managers

• What are competencies?
• The purpose of competencies
• Why the competency approach is needed
• What difference it may make to the way you attract and select staff

• The role of competency frameworks within the business
• Links to business goals culture and values
• Examples of competencies
• Tailoring your competency framework for recruitment purposes.

• Advertising for people who match your competencies to attract the right applicants
• Designing the application form
• Defining short listing criteria and processes

• Designing the interview framework around the competency framework
• Creating the means to identify record and judge evidence of competence through questioning
• Preparing to question for evidence of competency
• Taking notes that will enable fair and consistent evaluation

• Benefits and pitfalls of Assessment Centres
• Designing the selection processes as a whole
• Defining and agreeing the standards
• Creating the means to identify record and judge evidence of competence through exercise
• Choosing and enabling the assessors
• Planning the process

• What are psychometrics?
• Knowing what you are looking for
• Operational issues around using psychometrics
• Linking psychometrics to competency frameworks
• Feedback of test results and personality data

• Defining the criteria for each stage of the process
• Planning the decision making process
• Feedback
• Evaluating the process

Cost: 4900 USD

Duration: 5 Days

• 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