Human Resources Development

Leadership in Change

Program Overview:

Leadership is a critical skill that every professional should possess to be successful in today's work environment. Developing your leadership skills goes beyond traditional assessments of your qualities and application of those results. New leadership concepts build on those insights help you uncover your mind-set, develop the passion you possess toward leadership and consequently become more productive and successful.

The workshop's experiential activities, personal assessments, and interactive feedback are used to enhance participants' understanding of their leadership styles and interpersonal skills to strengthen their ability to lead others in today's workplace.

The design of workshops is built on the principles of interactive learning methods, and suited to match different learning styles.

Program Outcomes:

Upon completion of the program the participants will be able to:

1. Understand the different models and theories associated with leadership development.
2. Critically assess leadership development approaches for the information professions.
3. Demonstrate knowledge of development approaches for yourself and for others.
4. What do followers expect from leaders?.
5. Managing performance in the formal and informal organization.
6. Ability to inspire and empower others as a leader.
7. Change employees’ behavior and attitudes to enhance performance.
8. Develop a basis of trust and confidence with employees.
9. How to work more effectively with different personality types.

Target Audience:

• Supervisors and Managers who wish to develop their leadership skills in influencing and directing others within their organizations.

Duration:

30hrs

“New leadership concepts are build on insights that help you uncover your mind-set, develop the passion you possess toward leadership and consequently become more productive and successful.”

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Organizational Behavior

Program Overview:

Each of us is a student of behavior. We are aware that certain types of behavior are linked to certain types of responsibilities. As we mature, we expand our observations to include the behavior of others. We develop generalizations that help us to predict and explain what people do and will do. How accurate are these generalizations? Some may represent extremely sophisticated appraisals of behavior and prove highly effective in explaining and predicting the behavior of others. Most of us also carry a number of beliefs that frequently fail to explain why people do what they do. As a result, a systematic approach to the study of behavior can improve an individual’s explanatory and predictive abilities.

Program Outcomes:

Upon completion of the program the participants will be able to:

1. Know what the Organizational Behavior is, and how it affects the Organization’s performance?
2. Master resolving the individual and organizational conflict.
3. Implement the Personality Traits, and Motivation Theories.
4. Explain how perception affects the decision making process.
5. Gain knowledge about the relation between attitude and behavior.
6. Practice stress Management.
7. Design the organization’s performance.

Target Audience:

• Middle and Senior Management of HR Departments, as also other Departments Senior Managers.

Duration:

30hrs (6 hrs a week)

“Certain types of behavior are linked to certain types of responsibilities systematic approach to the study of behavior can improve an individual’s explanatory and predictive abilities.”

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Talent Management

Program Overview:

Talent means aptitude, skill, or the ability to perform a particular work or job. According to the lexicon of management, talent refers to identification, inculcation, utilization, and retention of a set of skills or abilities of the employees in the interest of the organization.

Each and every organization needs to have the proper talent management in place in order to support its future plans.

Program Outcomes:

Upon completion of the program the participants will be able to:

1. Know what is the Talent Management?
2. Master the planning and implementation of the Talent Management process.
3. Implement the different Talent Management methodologies.
4. Explain the Talent Management Gap.
5. Gain various skills of Managing the Talent Management in organizations.
6. Practice Performance Management.
7. Design the Talent Management Process.

Target Audience:

• Middle and Senior Management of HR Departments and Senior levels for different Departments.

Duration:

30hrs

“This course refers to talent identification, utilization, and retention that helps organization to have the proper way of talent management process to support its future plans.”

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Performance Management

Program Overview:

Performance Management is considered by managers as the most valuable human resources tools. It is vital components in recruiting and hiring employees where it is used to validate selection procedures. In the staffing arena, transfer, layoff, termination, and promotion decisions are based on performance appraisal results, and in compensation administration, performance appraisal forms the basis for the administration of merit pay systems.

Most important, performance appraisal can serve as a motivational device to communicate performance expectations to employees and provide them with feedback. It is also indispensable in training and development activities to assess potential and identify training needs.

Program Outcomes:

Upon completion of the program the participants will be able to:

1. Know the difference between Performance Management and Performance Appraisal.
2. Master the know-how of building a Performance Management system that suits the Organization’ strategic goals.
3. Implement the Job Analysis and Job Description.
4. Explain the advantages and disadvantages of the different Performance Management techniques.
5. Gain knowledge about the intentional and unintentional types of errors that raters are likely to make in evaluating employee’s performance.
6. Practice the relation between Performance Management and employee motivation.
7. Design effective Performance Management System.

Target Audience:

• Middle and Senior Management of HR Departments, as also other Departments Middle and Senior Managers.

Duration:

30hrs (6 hrs a week)

“In the staffing arena, transfer, layoff, termination, and promotion decisions are based on performance appraisal results, and in compensation administration, performance appraisal forms the basis for the administration of merit pay systems.”

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Organization Restructuring

Program Overview:

In the growing competition and the globalization, Organization Restructuring is no longer an option; it is necessity for survival and growth of the organizations.

This course will help participant to properly understand the need for restructuring, they also, will be able to carry out the Restructuring process considering not to jeopardize the high value of human capital of organization.

Program Outcomes:

Upon completion of the program the participants will be able to:

1. Know why organizations need to Restructure.
2. Master the Restructuring process.
3. Acquire legal knowledge related to Employee Termination/ Dismissal.
4. Implement the four phases of work force reduction process.
5. Explain factors that influence the Restructuring process.
6. Gain knowledge about the Socially Sensitive Enterprise Structuring technique.
7. Practice HR Role in Organization Restructuring process.
8. Design the Termination/ Dismissal Compensation and End of Service Package.
9. Write policies and procedures related to Restructuring.

Target Audience:

• Managers and the Directors who are expected to participate in Organization Restructuring Process in their organizations, and need to master the knowledge of such a critical process, and order to grantee a relatively high probability of success for the process and to achieve the goal of the process.

Duration:

30hrs (6 hrs a week)

“This course helps participant to understand the need for restructuring process considering while not jeopardizing the high value of human capital of organization.”

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Program Overview:

The goal of any organization is to sustain growth and profitability which can only be achieved by ensuring high performance level. Therefore, successful organizations adopt strong Performance Management Systems to ensure that all its subsystems are functioning effectively and efficiently to achieve the strategic objectives.

Program Outcomes:

Upon completion of the program the participants will be able to:

1. State the new trends in Performance Management.
2. Cascade down objectives & KPIs in alignment with the organization’s strategic goals.
3. Define the relation between performance appraisal and performance management.
4. Use the appraisal as a performance improvement tool.

Target Audience:

• Senior/middle management.
• HR manager.

Duration:

24hrs/ 4 days

Delivery method:

• Interactive instructor-led in-class course.
• 40% academic study.
• 60% practice.
• Transfer of knowledge techniques:
  • Presentations.
  • Case study.
  • Videos.
  • Demonstrations.
  • Reading.
  • Group discussions.
  • Knowledge sharing.
  • Structured exercises.

“The aim of this in-class course is to provide participants with the new trends in Performance Management and its impact on organizations’ performance and achievements.”

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Program Overview:

This course is designed to help the Non- Human Resources practitioners from Top and Middle Management levels understanding the strategic role of HR practitioners, and how this role can effectively participate in achieving the organizational strategic objective.

Program Outcomes:

Upon completion of the program the participants will be able to:

1. Know the strategic HR role.
2. Master the Performance Appraisal different approaches and techniques.
3. Acquire good level of knowledge about the Manpower planning, and HR Capabilities.
4. Implement the Organization Restructuring.
5. Explain the relation between Job Satisfaction and employee retention.
6. Gain statistics knowledge for HR applications.
7. Practice the relation between the Organization strategic objective and HR strategy.
8. Design the Employee Engagement policies and procedures.
9. Write the HR Strategic Plan.
10. Understand the competency based HR Management.

Target Audience:

• Non - Human Resources Managers from Top and Middle managerial levels.

Duration:

30hrs/ 5 days

“This course covers all the HR functions, and how each function can be designed in a way that helps the organization achieving its strategic objective.”

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Program Overview:

This program is for HR professionals who want to speak the language of the business: data. After completing this program, you will be able to use HR data to add value and generate powerful insights, get practical experience by working on real data sets with popular analytics tools, and learn how to build self-service dashboards and reports that turn data into visually intuitive insights.

Program Outcomes:

Upon completion of the program, the participants will be able to:

1. Create the needed business case, set up the HR analytics function, and manage the relevant stakeholders.
2. Identify data-driven insights by mastering core statistical concepts and analyses.
3. Create and implement HR metrics that are aligned with the organization's strategy.
4. Create compelling reports and using storytelling techniques.
5. Develop a comprehensive data analysis skill set, from data extraction and cleaning to building a custom HR dashboard using Microsoft Excel and/or Power BI.
6. Develop a detailed plan for implementing data-driven HR practices and embedding a data-driven culture.

Target Audience:

• Professionals interested in HR analyst careers.
• HRIS managers.

Duration:

24hrs

For registration click here