CHRM Course Outline

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  Module 1 Human Resource Policies and Strategies
  • Developing apposite HR policies and strategies
  • Examining the components of HR policies
  • assessing, developing and the strategic needs of the organisation
  • Studying the Human Resource strategies that organizations commonly use
  • Classifying internal and external factors that shape HR strategies and policies
  • Recognizing the importance of strategy driven human resource management
  • Identifying the challenges in HR
  • Recognizing the value of HR ethics

  Module 2 HRBP (HR Business Partnering)
  • Aligning HR with business strategy
  • Determining the gaps by conducting organisational diagnostics
  • Accomplishing active HR business partnering.
  • preparing for the futuristic HR business partnering
  • Connecting Business goals with Human Resource strategies
  • Understanding the impact of external factors on Business alignment
  • Managing the HRBP role
  • Reinforcing and extending the scope of business partnerships

  Module 3 UAE Labor Laws
  • Knowing employee and employer rights
  • Understanding the minimum standards of employment law
  • Distinguishing the types of employment contracts.
  • Managing the contract of employment
  • Understanding salary and WPS
  • Understanding the impacts on termination of contract and dismissal
  • Listing the statutory benefits and non-statutory benefits

  Module 4 Recruitment strategies
  • Job analysis and design
  • Identifying the objectives of strategic staffing
  • Understanding the influence of the external environment on recruitment
  • Understanding the impact of efficient manpower planning
  • Evaluating the present issues and practices in staffing process
  • Comparing various decision-making models
  • Understanding the relationship of recruitment with other HR functions
  • Developing and administering various interview techniques
  • Understanding the benefits of employee testing including psychometrics
  • Identifying and implementing retention strategies
  • Creating a succession plan
  • Identifying and addressing contemporary issues in staffing

  Module 5 HR Competencies
  • Mastering the HR transformation
  • Realizing the HR value proposition
  • Developing HR competency framework
  • Mastering behavioral event interviewing techniques (BEI)
  • Translating competencies into a meaningful HR system
  
  Module 6 HR Balance Scorecard (HR-BSC)
  • Evaluating performance management system and realizing the need for BSC
  • Exploring the benefits of balance scorecard approach
  • Identifying the parameters to link
  • Discussing various guidelines and issues
  • Developing BSC using the 4 BSC value-propositions

  Module 7 Compensation and Rewards Management
  • Designing implementing and measuring equity pay system
  • Benchmarking market pay practices
  • Considering indirect and direct pay components
  • Developing a salary policy and model
  • Defining the internal job structure
  • Examining external competitiveness
  • Examining market-pricing
  • Conducting surveys, collating and using the data
  • Examining the features of benchmark jobs
  • Developing variable pays
  • Budgeting and forecasting compensation
  • Categorizing employee benefits
  • Considering alternate compensation solutions

  Module 8 Strategic Workforce Planning
  • Defining and developing strategic workforce planning
  • Diagnosing current workforce planning practices
  • Conducting research
  • Evaluating the productivity of existing strategic workforce planning process

  Module 9 HR Measurement and Metrics
  • Determining and creating various HR measurement and metrics
  • Using metrics to measure ROI
  • Creating HR measurements and metrics and what to measure and why
  • Designing HR modelling tools
  • Designing HR scorecard to align with business needs
  • Building the metrics business case
  • Turning metrics into analytics and analytics into strategies
  • Deciding what metrics are important to your business

  Module 10 Employee Engagement and Talent Management
  • Understanding the evolution of employee engagement
  • Highlighting the benefits of engagement?
  • Using the employee engagement to create higher financial returns
  • Focusing on engaging top line performers
  • Analysing the factors that motivate top performers
  • Incorporating organisation’s talent strategy to individuals’ career
  • Identifying avenues for increasing engagement levels