Certified Professional in Human ResourceManagement & Compensation

CPHRC®

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Institute for Human Resource Management EducationThe World’s Largest Body / Provider of Generic HR Professional Certifications Offered in Arabic & English

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In the latter part of 2014, the world’s largest HR Membership body, SHRM of the USA initiated a significant change to the HR Certification World.

SHRM having birthed the Human Resource Certifying Institute (HRCI) some 30 years decided that from January 1, 2015 they would no longer endorse/recognize the Certifications issued by HRCI, these being the PHR, SPHR and GPHR.

SHRM would instead issue its own new Certifications commencing January 1, 2015, which will initially be restricted to those currently with HRCI Certifications “converting” to the new Certifications by way of a simple tutorial, an examination and payment of a fee. SHRM will not hold examinations for their new Certifications till at least the 2nd half of 2015 for those currently seeking Certification. Their new Certifications will be US centric, that is based solely on US Law and practice.

HRCI in the meantime, now having completely “divorced” from SHRM, they had to move to new offices outside the SHRM HQ. HRCI not being other than an Examination body will now seek to re-brand itself and/or perhaps become a competitor to SHRM for membership.

HRCI until now had relied on the SHRM Learning System for student examination preparation, however as the owners of this system SHRM will no longer provide same to a “Competing Certification”, thus HRCI has no access to preparation materials.

So all and every person who wishes to take the HRCI examination (on-line) has virtually no access to preparation materials as well as authorized course preparation providers. To be a SHRM provider you cannot also be a HRCI examination material provider, we understand.

Introduction: The HR Certifications World Latest Developments

Institute for Human Resource Management Education

In the meantime there remains much confusion about the CIPD product offered as a “Perhaps” Certification. CIPD is the World’s oldest Professional HR body. They require applicants to pass prescribed examinations in order to become “Professional Members” who are entitled to use the suffix ‘MCIPD or FCIPD” after their name. This denotes that they are indeed professionally qualified to a standard established by CIPD.

The CIPD program generally available in the GCC, amongst others, is a Diploma offered by CIPD Enterprises Pty Ltd which is a for–profit arm of CIPD. Being successful in this Diploma does NOT qualify you for professional membership of CIPD.

In the meantime iHRME continues to offer a range of generic HR Certifications to the HR/Training Industry. iHRME although based in the USA has offices throughout the World and unlike the other bodies is NOT a membership body and provides both examination preparation courses, with the requirement that Faculty must be approved by iHRME and holds the relevant Certification prior to conducting programs.

iHRME is currently the World’s largest provider of generic HR Certifications and is the only body with fully translated courses in Arabic. Currently iHRME has a number of significant GCC Government contracts to train and certify citizens.

In order to determine what may meet your specific needs, iHRME ask you to review the materials on the website (http://www.ihrme.org) so you can determine what would be appropriate to meet your needs for professional development. Alternatively, you may contact our partners Horizons HRD and Horizons Internationals to explore your HRM business needs.

iHRME Certified Professional Programs are designed not only for HR professionals but also for those who have interest in working in the functional areas of HRM and those who aspire to management at any level in either the private or the public sector.

These certifications have been developed by senior practitioners who are recognized experts in the field of Human Resources and Remuneration, as a direct result its courses are designed to address and convey leading edge practices in Human Resource Management and to help participants gain a command of the relevant body of knowledge that has been defined by various global bodies including the World Federation of People Management Associations (WFPMA), the world’s peak HR body. iHRME has developed a competency model which reflects this defined body of knowledge and upon which each course in the program is wholly based.

Given the growing need for HR professionals in the World, the purpose of iHRME Certification Programs is to provide professionals with learning experiences, concepts, skills and procedures that will help them in developing and leveraging human expertise and for improving both personal and organizational performance.

About The CPHRC®

iHRME HR Professional Certifications Objectives

To inculcate an understanding of how HR contributes to the effectiveness of the organization as a whole.

To develop the practical skills necessary for employment in positions designed to encourage, develop and retain employees.

To develop an appreciation of the theoretical and practical approaches to human resources management.

To reinforce sound management skills particularly in people management, self-awareness and communications.

To acquire the skills and techniques of work system design and determination of rewards for employees; and to be able to assess future issues of relevance to human resource management.

To develop communications by using a series of practical skills acquisition activities and discussions that consider the value to the individual and their organization of networking, inter and intra team communications, personal presentation skills, and the formal and informal communication exchange.

The curricula will emphasize critical thinking, creative problem solving and personal development to enhance the HR Professional’s performance in a dynamic, changing, culturally diverse and globally expanding work environment.

To develop aspiring leaders with a strong sense of ethics and social responsibility and an awareness of how societal changes necessitate organizational change.

?Why business professionals need the CPHRC?

CPHRC is the world fastest growing professional qualification and in today’s ever-changing business environment, organizations demand multi-skilled individuals who can manage far more than their predecessors.

In the past 10 years, just in the GCC Region, over 3000 professionals have been qualified, most of them through the sponsorship of National Government Bodies. The program addresses core human resource knowledge and demonstrates mastery of skills linked to globally bench-marked HR principles. The Modules/ Courses are designed to address and convey leading edge practices in various areas of Human Resources Management in order to help participants gain a high command of the relevant body of knowledge that has been defined by various global HR bodies including the World Federation of People Management Associations (WFPMA) , the world’s peak HR body. iHRME inc has developed a competency model which reflects this defined body of knowledge and upon which each course in the program is wholly based.

The program consists of 4 series of courses; each course has forty (40) contact hours (delivered over 5 Days) plus assignments and examination given on the last day:

CPHRC 1: HR Generalist Certificate CPHRC 2: Certificate in Compensation Management CPHRC 3: Global HR Strategic Management Certificate CPHRC 4: Certificate in Leadership & HR Decision-Making

The completion of these courses and passing their examinations qualify the participant to become a Certified Professional in HR and Compensation CPHRC.

CPHRC 1 HR Generalist

Certificate

CPHRC 2 Certificate in

Compensation Management

CPHRC 3 Global HR Strategic

Management Certificate

CPHRC 4 Certificate in Leadership & HR Decision

Making

CPHRCCertified

Professional in Human Resources

Management & Compensation

CPHRCCertified Professional in Human Resources

Management & Compensation

Earning the CPHRC International Designation &Other Professional Benefits:In addition to the CPHRC certification, you will earn the following

The ability to use the CPHRC designa-tion on your business card and resume.

Become part of iHRME alumni of over 25000 from all over the world.

Get updates about new coming certification programs.

The CPHRC shows that you have completed a graduate level of Human Resources Management education and you have substantial experience in managing projects on a regional and global level.

Who Should Attend?

The CPHRC professional certification is aimed at executives & leaders (from Private & Public Sectors), HR professionals/HR fresh graduates, middle and senior managers who are in charge of teams and who are involved in talent sourcing, development, use and retention activities. The modules courses are highly useful for general managers as well as human resource generalists, payroll & compensation specialists, SME business owners, entrepreneurs and all individuals who are interested in developing their understanding and knowledge of HR management and the future trends and challenges.

Program Duration & Methodology

The CPHRC Certification program requires completion of 4 courses, each course carries 40 contact hours (runs over 5 days) total of 160 contact hours for the whole program. It is a highly interactive and intensive program, during which participants benefit from a variety of learning methods / experiences, including: lecturing, individual and team case studies, role – plays, and group / team works.

Program Description

CPHRC 1: HR Generalist Certificate

HR FoundationsModule1

1.1 Discuss HR’s roots1.2 Define the key characteristics of a profession1.3 Define the Human Resources (HR) profession1.4 Identify the roles of HR professionals1.5 Discuss the HR profession in the 21st century1.6 Identify the key outcomes of HR’s strategic focus1.7 Discuss the impact of national cultures1.8 Consider Behavioral theories & motivation1.9 Discuss Ethics in business

Business EssentialsModule2

2.1 The elements of a business2.2 Fundamental accounting concepts and principles2.3 Principal financial statements2.4 The balance sheet2.5 The income or profit and loss statement2.6 Cash flow statement2.7 Sources of funds2.8 Financing the business2.9 What business are we in?2.10 Statistics for HR

StaffingModule3

3.1 Work force Planning3.2 HR Forecasting strategy3.3 Succession Planning3.4 Replacement Planning3.5 Evaluate recruiting methods.3.6 Explain the selection process.3.7 Identify key selection tools.3.8 Recognize interview biases

RemunerationModule4

4.1 Discuss remuneration.4.2 How to pay employees in the local region.4.3 Undertake job analysis and documentation.4.4 Job evaluation.4.5 Develop a pay structure.4.6 Discuss benefits in an overview.

Outlines

4.1 Discuss remuneration.4.2 How to pay employees in the local region.4.3 Undertake job analysis and documentation.4.4 Job evaluation.4.5 Develop a pay structure.4.6 Discuss benefits in an overview.

Performance ManagementModule5

5.1 Define performance management.5.2 Consider initiatives to improve performance. a. Balanced Scorecard, b. Total Quality Management, c. Reengineering, d. Team Briefing5.3 Discuss organizational performance planning.5.4 Defining and measuring performance.5.5 Review issues of corporate culture.5.6 Describe Contribution Review (AKA Performance Appraisal)5.7 Discuss Contribution Review methods.5.8 Describe common review errors.

People DevelopmentModule6

6.1 Discuss people development6.2 Describe career management6.3 Consider the purposes of induction, development, and training.6.4 Explain effective adult learning.6.5 Describe the role of training objectives.6.6 Review the various types of on-the-job and off-the-job training.6.7 Discuss the levels of evaluation.

Labor LawModule7

7.1 International laws and treaties a. ILO b. OECD7.2 Regional agreements and determinations7.3 The Local Region: Its special requirements7.4 Individual countries of the MENA region7.5 General provisions of Discrimination and Harassment laws

HR in PracticeModule8

8.1 HR administration.8.2 HR information systems.8.3 The HR process in real life.8.4 Case study ‘- A day in the life of -’

6.1 Discuss people development6.2 Describe career management6.3 Consider the purposes of induction, development, and training.6.4 Explain effective adult learning.6.5 Describe the role of training objectives.6.6 Review the various types of on-the-job and off-the-job training.6.7 Discuss the levels of evaluation.

CPHRC 2: Certificate in Compensation Management

Outlines

Total RemunerationModule1

1.1 Total Remuneration Model1.2 Human resources strategy1.3 Effective compensation strategies: Characteristics1.4 Strategy issues1.5 Characteristics of total compensation1.6 Direct compensation strategy issues1.7 Direct compensation elements

Job Analysis & Job Documentation

Module2

2.1 Base pay policy2.2 Job analysis2.3 Job design2.4 Job documentation

Job EvaluationModule3

3.1 Job evaluation3.2 Ranking3.3 Classification3.4 Market Based3.5 Job-Component3.6 Point Factor

Base Pay DeterminationModule4

4.1 Job pricing4.2 Pay structure4.3 Pay determination4.4 Program administration4.5 Merit pay4.6 Individual pay approaches4.7 Pay progression4.8 Salary ranges4.9 Delivering merit pay adjustments4.10 Other optional pay systems

Costing of Pay SystemsModule5

5.1 Costing5.2 Timing of payments5.3 Focal point Increases5.4 Variable timing increases5.5 Participation rate5.6 Individual pay rate administration5.7 Developing Merit matrices

Performance ManagementModule6

6.1 Performance planning6.2 Continuous measurement and feedback6.3 Realignment of standards as appropriate6.4 Performance Review (AKA-Contribution Review)6.5 Developmental assessment/program

Variable CompensationModule7

7.1 Why variable pay is different7.2 Economics & motivation7.3 Communications7.4 Plan design and implementation7.5 Types of plans7.6 Other recognition plans

Administration & EvaluationModule9

9.1 Developing an evaluation model9.2 Evaluators9.3 Performing technical audits9.4 Conducting perception audits9.5 Applying audit results – The bottom line

Specific Employee TypesModule8

8.1 Executives8.2 Sales personnel8.3 Professionals8.4 Team members8.5 Part-time employees8.6 Contractors8.7 Expatriates

6.1 Performance planning6.2 Continuous measurement and feedback6.3 Realignment of standards as appropriate6.4 Performance Review (AKA-Contribution Review)6.5 Developmental assessment/program

CPHRC 3: Global HR Strategic Management Certificate

Outlines

Global Human Resource Management Strategy

Module1

1.1 Strategies for staffing across national borders1.2 Strategies for developing multinational employees1.3 Performance management strategies for multinational employees1.4 Rewards strategies for a multinational workforce

CultureModule2

2.1 Defining, Evaluating and Shaping Organizational Culture2.2 Understanding Workforce Cultures (National/Ethnic; Generational; Occupational)

Strategies for Staffing a Global Organization

Module3

3.1 Identifying staffing needs and a strategy for meeting them3.2 Developing sources of the required talent3.3 Media for reaching candidates, including E-based technology3.4 Marketing the organization as an organization of choice3.5 Selection & placement methods & processes3.6 Organizing the staffing function

Strategies for Developing a Global Workforce

Module4

4.1 Defining employee roles and career progressions4.2 Formulating a development strategy to promote career growth4.3 Utilize career management programs to facilitate retention4.4 Designing training/development programs to meet strategy4.5 Developing plans to effectively utilize workforce diversity4.6 Evaluating development program effectiveness

2.1 Defining, Evaluating and Shaping Organizational Culture2.2 Understanding Workforce Cultures (National/Ethnic; Generational; Occupational)

4.1 Defining employee roles and career progressions4.2 Formulating a development strategy to promote career growth4.3 Utilize career management programs to facilitate retention4.4 Designing training/development programs to meet strategy4.5 Developing plans to effectively utilize workforce diversity4.6 Evaluating development program effectiveness

Performance Management Strategies for a Global Workforce

Module5

5.1 Defining performance at the organizational, unit & individual levels and identifying relevant measures.5.2 Designing processes for performance planning, measurement, feedback, development & evaluation5.3 Measuring & evaluating performance at all levels5.4 Applying technology to performance management processes5.5 Evaluating the effectiveness of performance management systems

Remuneration Strategies fora Global Workforce

Module6

6.1 Characteristics of an effective remuneration strategy6.2 Formulating an appropriate remuneration strategy: the issues6.3 Structuring the total rewards package6.4 Determining the basis for rewards (job; person; results)6.5 Alternative base pay strategies6.6 Alternative variable pay strategies6.7 Communicating remuneration strategies & programs

International Employee Relations & Regulations

Module7

7.1 Effective employee/labor relations strategies in today’s “new world”7.2 Employee empowerment: Legal approaches7.3 Diversity management: Legal issues and implications7.4 Workplace security: background checks, security procedures & other techniques for providing a safe environment7.5 Privacy issues & strategy implications7.6 Discrimination: strategies for up-to-date employer compliance7.7 Alternative dispute resolution strategies7.8 Court decisions and regulatory agency activities influencing HR legislation influencing HR7.9 Strategic responses to legal/regulatory realities

Leadership in Global Organizations

Module8

8.1 Alternative leadership strategies (position-based vs. person- based; transactional vs. transformational)8.2 Defining, evaluating & shaping organizational culture8.3 Adapting leadership strategies to cultural realities

H.R.’s Contribution to the Success of Global Organizations

Module9

9.1 HR’s key contribution: Building social/intellectual capital9.2 Competencies required for HR professional (personal; business; technical)9.3 Alternative strategies for staffing & developing the HR function9.4 Measures of HR effectiveness

6.1 Characteristics of an effective remuneration strategy6.2 Formulating an appropriate remuneration strategy: the issues6.3 Structuring the total rewards package6.4 Determining the basis for rewards (job; person; results)6.5 Alternative base pay strategies6.6 Alternative variable pay strategies6.7 Communicating remuneration strategies & programs

8.1 Alternative leadership strategies (position-based vs. person- based; transactional vs. transformational)8.2 Defining, evaluating & shaping organizational culture8.3 Adapting leadership strategies to cultural realities

9.1 HR’s key contribution: Building social/intellectual capital9.2 Competencies required for HR professional (personal; business; technical)9.3 Alternative strategies for staffing & developing the HR function9.4 Measures of HR effectiveness

CPHRC 4: Certificate in Leadership & HR Decision-Making

Outlines

Leadership through Communications

Activity1

1.1 The leadership role1.2 Teams: Forming, developing and leading1.3 Self discovery-Who am I? How do others see me?1.4 How to leverage the power of communications1.5 Presentation Skills1.6 Active listening1.7 Body language1.8 Leadership in Action1.9 Achieving results1.10 Problem Solving

HR Decision-Making UsingQuantitative Analysis

Activity2

2.1 Introduction2.2 Frequency distributions and histograms2.3 Measures of location2.4 Measures of variability2.5 Simple linear regression2.6 Nonlinear regression2.7 Survey analysis and pay structure 2.8 Additional topics2.9 Range spread relationships2.10 Salary increase budget and administrative pay structure2.11 Communication the pay structure

This final Course in the CPHRC program is unique amongst other HR certification programs in that it is highly interactive and involves the reinforcement of sound management skills particularly in people leadership, awareness of self, performance management, Statistical analysis and interpersonal communications.

The two activities are interwoven in that nine case studies are undertaken in a team setting so that all participants get to see and experience the relationship between the analysis of data and leading people to excellence in performance

It is based upon the single premise that you cannot manage people, you manage processes but you must lead people.

Its aim is to engage and discuss with participants the positive results achieved through the communications process. To adopt a self designed strategy in communicating with and engaging their workforce to achieve excellence in performance. How to use Quantitative Analysis to resolve issues facing daily businesses both Government and private sector

2.1 Introduction2.2 Frequency distributions and histograms2.3 Measures of location2.4 Measures of variability2.5 Simple linear regression2.6 Nonlinear regression2.7 Survey analysis and pay structure 2.8 Additional topics2.9 Range spread relationships2.10 Salary increase budget and administrative pay structure2.11 Communication the pay structure

CPHRC® Program Current Training Calender - 2015

For ensuring flexibility and offering more options, please note that the 4 courses are conducted in 3 different countries.

Participants can choose the date and venue that suits them.

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