ACHRM
Advanced Certificate in Human Resource Management
02 June 2024 Ramallah




Course Overview

SHRM is proud to launch its rebranded globally recognized, real-world, practitioner-based Master’s Certificate in Human Resource Management (HRM) as the Advanced Certificate in Human Resource Management (HRM) in the Middle East. A comprehensive, 8 Modules-based and experiential HR Certificate program derived from the same Body of Competency and Knowledge (SHRM BoCKTM) used to develop the world-renowned SHRM-CPTM and SHRM-SCPTM professional HR certifications.

The Advanced Certificate program is uniquely designed: no prerequisites are required, and the learner can enter the program at any time. Plus, the complete Certificate program involves a wide variety of learning experiences including: group discussions, individual and group activities, case studies, toolkit development and a post-test reinforcement of learning at the end of each course week.
 

Assessment and Earning the Certificate

Following that and at the end of each module there will be a post-quiz composed of 15 knowledge- based, multiple-choice questions based upon the content covered during that module.
A passing mark of 73% (minimum 11 out of 15) is required on each post-quiz to be awarded the Certificate of Course Completion from SHRM.

 

Who Should Attend

This comprehensive HR certificate program is ideally suited for:

  • HR generalist or HR specialist seeking to gain further practical skills and up-to-date insights  in all the key domains of HR

  • Individuals currently working in HR who lack a formal academic qualification in business or HR

  • Individuals considering transitioning into an HR managerial role Individuals holding a professional HR or academic qualification acquired over 5 years ago

  •  Individuals who believe in competency-based, practical, real-world learning experiences

  • HR practitioners who prefer an experiential learning environment combined with a shorter, less complex, knowledge-based exam to verify their learning.

  • Individuals seeking an HR qualification issued by the world’s largest HR association – SHRM,

  • but who may not (yet) be eligible to challenge the SHRM-CP or SHRM-SCP.

Run this course

IN-HOUSE

COURSE OUTLINE

MODULE ONE- WORKFORCE PLANNING
  • Connecting Workforce Planning to the Organization
  • The Importance of Workforce Planning
  • Executive Commitment
  • Supply Analysis
  • Workforce Profile
  • Data Types
  • Historical Workforce Trends
  • Competency Assessments
  • Measuring Employee Attitudes
  • Demand Analysis
  • Strategic Direction
  • Staffing Trends
  • Workforce Analysis
  • Solutions Design
  • Scenario Planning
  • Implementation & Communication
MODULE THREE - TALENT ACQUISITION & SUCCESSION PLANNING
  • Defining Talent Acquisition
  • Connecting Talent Acquisition to the “Big Picture”
  • The Talent Acquisition Plan and Approach
  • Trends in Talent Acquisition
  • Why Have an Employment Brand?
  • Goals of an Employment Brand?
  • Building an Employment Brand
  • Why is an Effective Recruiting Approach Important?
  • Influences that Impact Recruiting
  • Creating a Strategic Recruitment Plan
  • Types of Job Seekers
  • Recruiting Sources
  • Creating a Sourcing Plan
  • Setting the Selection Criteria
  • Goals of Interviewing
  • How to Conduct Interviews
  • Formulating a Selection Philosophy
  • Selecting the Finalist
  • What is Onboarding?
  • How Onboarding Impact on the Organization
  • Key Onboarding Activities
  • Sample Onboarding Model
  • Understanding the Organization and the Succession Planning Relationship
  • Developing and Implementing a Succession Plan
MODULE FIVE - TOTAL REWARDS
  • Total Rewards
  • Total Rewards
  • Direct versus Indirect
  • Trends in Compensation Approach
  • Employment Laws
  • Laws versus Policies
  • Standards (legal) versus Best Practices
  • Tying Compensation to Business Needs and Organizational Culture
  • Broadbanding
  • Compensation as a Part of Total Rewards
  • Issues with Pay Adjustments or Pay Administration Decisions
  • Compliance
  • Pay Increases
  • Pay Variations
  • Measuring Effectiveness – Evaluating the Compensation System
  • Communicating Your Initial Plan
  • Types of Incentive Pay Plans
  • Monitoring Incentive Pay Plans
  • Commonly Used Metrics
  • Pay Plans for Select Employees
  • Mergers and Acquisitions
  • International Compensation
  • Compensation Resources
  • Recent Compensation Developments
MODULE SEVEN - HR BUSINESS PARTNER
  • Internal Consulting Skills
  • Internal Consulting Process
  • Internal Consulting Process
  • The Concept of Cash Flow
  • What is Profit?
  • The Income Statement
  • Business Cases
  • Purpose of a Business Case
  • Writing a Business Case
  • Common Mistakes
  • Build Your Skill as a Strategic Contributor
  • Track Metrics that Managers Value
  • Ensure HR Role is Running Smoothly
  • Move Towards a Partnership Role
MODULE TWO - HUMAN RESOURCE DEVELOPMENT
  • Components of Career Development
  • How to Develop Employees
  • Roles in Managing Career Development
  • Individual Development Plan (IDP)
  • Defining Human Resource Development
  • The Scope of Human Resource Development
  • Organizational Impact
  • The Value of Remaining Competitive
  • The Value of Top Performers
  • Individual Value
  • What is an Organizational Needs Assessment?
  • Steps of an Organizational Needs Assessment
  • Gather Necessary Information
  • Analyze Information
  • Devise a Plan
  • Potential Organizational Needs
  • Achieve Organizational Results
  • Adult Learner Characteristics
  • Elements & Types of a Formal Learning Program
  • Elements of an Informal Learning Program
  • The ADDIE Model
  • Approaches to Development
  • Leadership and Management
  • Understand Your Leaders
  • Preparing Potential Leaders
MODULE FOUR - HUMAN CAPITAL ANALYTICS
  • Measurement and Data Requirements
  • Defining Research Questions
  • Key Performance Indicators
  • Workforce Analytics Highlights
  • Application of HR Analytics
  • Data Visualizing and Modeling
  • Preparing & Presenting Results
  • Analytics Maturity
MODULE SIX - EMPLOYEE ENGAGEMENT
  • Exploring Organizational Culture
  • Positive Organizational Culture
  • Formulating an Engagement Strategy
  • Corporate Social Responsibility
  • Leadership and Employee Engagement
  • Employee Satisfaction
  • Motivation
  • Defining Engagement
  • Types of Engagement
  • Engagement Roles
  • Engagement Roles
  • Engagement Behaviors, Drivers and Barriers
  • Measuring Engagement
  • Employee Lifecycle
MODULE EIGHT - STRATEGIC HUMAN RESOURCES
  • Defining Organizational Strategy
  • Five Types of Organizational Strategies
  • A 6-Step Approach to Strategic Planning
  • Developing, Creating & Choosing Metrics
  • Relationship Between Organizational Goals and HR Goals
  • HR Strategic Plan Objectives
  • HR Strategic Plan Steps
  • Creating an Execution Plan for the HR strategy
  • Change Management Process
  • Other Considerations When Executing the HR Strategic Plan

Educational PARTNER

Society for Human Resource Management (SHRM)

SHRM, the Society for Human Resource Management, creates better workplaces where employers and employees thrive together.
As the voice of all things works, workers and the workplace, SHRM is the foremost expert, convener and thought leader on issues impacting today’s evolving workplaces. With 300,000+ HR and business executive members in 165 countries, SHRM impacts the lives of more than 115 million workers and families globally.

COURSE DIRECTOR - Adi Mazen

Adi Mazen is an experienced HR expert with 16 years of experience in the field. He thrives on challenges that organizations are facing in our world today. As an entrepreneur in the HR field, he helped many companies to achieve excellence in their operations. He applied the HR best practices and provided the proper guidance for these organizations.

He designed solid human capital strategies in many fields. He designed apprenticeship programs in the field of recruitment, succession management strategies based on a scientific approach, and psychometric assessment tools. He uses the assessment center approach in selecting and developing high-potential leaders. Adi is also well recognized in his ability to design training and development strategies based on a solid organizational need.

Adi is a well-seasoned professional in establishing positive work environments. He uses 360-degree tools to assess the current culture of any organization, and making a well-suited strategy that helps advance the culture, and steering it in the right way. He made all the above achievements over his 12 years tenure with Caterpillar dealer in the levant area (Lebanon, Syria, Jordan, and West bank), where he occupied the position of HR group manager.

Adi Mazen has joined the Mudieb Haddad group three years ago, where he led a major initiative in designing KPIs (Key performance indicators) for all the jobs in the company. He uses quantifiable approaches in designing KPIs, and this helps the organization to establish a robust performance management system. He is also a committee member for ISO 9001 and ISO 22000. His contribution to the newly acquired ISO 22000 was important. He led the project of the food defense of ISO 22000 where he used the universal CARVER technique to assess the organization against this standard and the compliance state of the organization.

In addition to these professional achievements, Adi is a well-recognized HR certifications instructor in his country. He is a certified SHRM-SCP and SPHRi, and he delivers SHRM-CP/SCP professional certifications for the last seven years. Adi is known for his ability to simplify complex HR theories and can demonstrate these theories practically and easily. In addition to HR certifications training delivery, he is also a professional trainer for many HR topics, like Talent acquisition, succession management, and performance management. 

Adi Mazen is considered as one of the first professionals who acquired the ISO 30414 certification (HRM: guidelines for internal and external human capital reporting). This standard is the first of its kind in the world. It was designed to enable HR organizations to quantify their contributions and showing their ROI in a way that reinforces the business partnership of HR with the top management. He has delivered the first ISO 30414 lead auditor course in Jordan, and he is about to certify the IFH (Institute for Family Health) to be the first NGO certified in this standard in the Jordan area.

Publications

Three articles published on SHRM website:

  • Back to the Origins - Going Back to Basic Management Concepts Can Alleviate High Job Stress
  • HR Service Delivery - Transforming your HR department into employee-centric Function.
  • Sales Workforce Development

First book publication, sponsored by Austin Macauley Publishers:

The Four Levels of HR Excellence (Mastering the Basic HR Functions & Measuring Their Effectiveness), published April 2021.

Investment

Date Location Final Fee
2 June - 5 September 2024 Ramallah 7,000 $

- Fees in USD ($) and excluding VAT

- Fees include:

  • ACHRM official material 
  • Exams fees
  • Lunch and refereshment


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