The main objectivefor HRICP is to upgrade the knowledge and skills of the HR Professional trainee to the with full understanding of the HR strategic and operational functions.

This program HRICP is specially designed for Professionals, managers, and executives who are involved in Human Resources management at the HR supervisory level or line manager with background 3-5 years’ experience.

It is a well-designed based on a unique logical sequence serving its interactive methodology and sharing knowledge and skills between the attendees and the instructor.

Human Resources Fundamentals

• Job Analysis, Form design, collecting data and its methods, Data analysis and outputs
• Position Description as Competency Based tool
• Job design the know how
• Elaborated Organization Structures and its Different Types
• Mini workshop on creating Position Description

Competency Based Management (CBM)

• Competency Based Management a way to business excellence
• Components of Competency and Type of Competencies in depth
• Mini workshop on difference between Job Description and Competency Model
• Competency Model practical steps
• Elaborating factors that need to be considered in design the competency model
• Importance of the Link between Firm core competence & employee core competencies
• Highlighting benefits of using competency model, for the company, managers and employees
• Practical benefits of using competency model in different HR functions.

Total Rewarding Management (Compensation and benefits C&B)

General conclusion to:

A. Compensation Structure

• Job Evaluation, definition and know how
• Non quantitative methods , Job Ranking, Job Classification
• Quantitative methods, Point Factor method & Factor Comparison method
• Market Based Evaluation
• Pay Survey and Internal Vs External Survey
• Rewarding Data analysis
• Pay Structure , Pay Grades and Pay Ranges with Range Separates and Broad banding

B. Compensation Systems

• Payroll Function and Systems
• Base-Pay Systems
  • Single- or flat-rate system.
  • Time-based step-rate system.
  • Performance based,/merit pay system.
  • Productivity-based system.
  • Person-based system.
• Pay Variations and Pay Adjustments
• Types of Incentive Pay Plans
  • Individual incentive plans.
  • Group incentive plans.
  • Organization-wide incentives

Human Resources Planning

• Definition of Planning and Human Resources Planning
• Human Resources Planning foundation
• Cohesive manpower planning
• Human Resources Forecasting Techniques
• HR Supply Forecast
• Manpower Control Section
• Importance of Human Resources Planning

Recruitment and Selection

• Introduction to Recruitment and Selection function and its importance
• Selection and Recruitment Process which will include but not limited to interview different types and techniques
• Orientation process, what and how?
• Termination process, what and how?

Performance Management System (PMS)

• What is Performance Management?
• The purpose of a performance management plan
• Explain performance management process, measurements and information
• Explore what is Performance Appraisal?
• Elaborate the Approaches to Performance Appraisal
• Clarify the purpose of Performance Appraisal
• Explain Performance Appraisal process
• Benefits of performance appraisal
• What are Performance Appraisal Pitfalls and their solutions?
• Link Individual Performance to Organizational Goals
• Contemporary Goal Management Vs. traditional one
• Automating the Performance Management Process
• A Quality Checklist for Organizational Goals
• KRA KPA KPI What and how?
• Examples of Performance appraisals

Training, Learning and Development (TLD)

• Training, its role and impact on the organization
• Training and development Overview and Process
• Training concept and definition.
• Employee Development concept and definition
• The Training Process what and how
• Conduct training needs analyses (TNA).
• Develop training objectives and review available training methods.
• Design/select training methods and also design training evaluation approach(s).
• Implement training program
• Measure training results (ROI)

3 Hours Online Exam

• Attendee will understand the advanced elements of the HR different function.
• Attendee will understand the fundamentals of HR and related technical skills that is essential for any competent Business Professional.
• Describe the process of talent Management in terms competency modeling, recruitment and selection, performance management, training and development.
• Describe, in specific terms, the future of Human Resources Management and the Human Capital and asset management.

What format will the program follow?This HR Module will be delivered in an interactive style through a combination of lectures, live case studies and practical hands-on exercises.

• Requirements for certification:

  The “Human Resource International certificate” will be offered to Participants attended the full registered days with minimum 80% of the entire program, and a professional demonstration from the attendee during the course which include but not limited to an interactive group discussion and debate regarding the different dimension of the HR and management live case studies and the applied methodology to solve each issue.

• Recertification

  The certification should be renewed every 5 years unless a higher certificate has been obtained.