• changezone-logo-paper-02 Professional in Human Resources – International – PHRi™

    ❝ 
    In Practice ❞ 

Overview

Human Resources Management

The purpose of the professional program is to build your highly recognized proficiency in managing human resources in modern organization.The program builds the foundation and then advances your knowledge and skills with the latest concepts and practices adopted among the professional community of HRM.

The-Changing-Role-of-HR-Analytics_HDBy performing a practical project accompanied with One-on-One Coaching from our team of consultants in the field, you will develop the practical confidence to implement the concepts in any modern organization around the globe.

Your professional development program hours are recognized by SHRM ® and HRCI ® and IACET(the International Association of Continuous Education and Training), as they are issued from Change Zone which is an Authorized Provider by International Association of Continuous Education and Training IACET .

Modules

Modules

  • Strategic Management

    • Learn how to conduct strategic planning, execution and learning using balanced scorecard,and how to become a strategy-focused organization.
      You will also learn how to design corporate KPIs (measures) and align them with the HR strategic objectives.

  • Finance for HR professionals

    • Develop your foundations in finance and accounting in order to align HR systems with the financial performance, and to participate in strategic decision making to make the HR a business partner.

  • The HR Operational Dashboard–HR KPIs

    • Learn how to measure and report the effectiveness and efficiency of the HR department, and to provide evidences about the contribution of the HR investment in the growth of the organization.

  • HR Policies and Employee Manual

    • Corporate and employees are engaged in a professional relationship where expectations and rights should be written and communicated properly. Policies capture written organizational rules which collectively produce an organizational constitution in a form of a professionally and legally organized manual.

  • The Structure of the HR function

    • Learn how to How to organize the HR unit among the HR professional team.

  • Occupational Health and Safety Standardization

    • All workers are entitled to work in environments where risks to their health and safety are properly controlled. You will learn how to adopt the international health and safety standards of to prevent work accidents and harms.

  • Organizational Design and Structure

    • Learn how to design the right organizational structure that serves the objectives of the organization, by performing job design and developing roles, and resolving role conflicts through a carefully-studied authority matrix

  • Emotional Intelligence for HR Professional

    • Emotional intelligence (EQ) is a type of intelligence that contributes to success more than IQ as researches confirm. EQ means the ability to understand one’s self and to understands others emotions and motives, in order to influence ones and others behavior. HR professionals deal with diversified personalities and receive considerable pressure, and that is then EQ serves your performance.

  • Employee Psychology and Behavior

    • Understand why people behaves in certain ways in an organization and what influences attitudes towards jobs. Analyze the causes of frustrations and develop overall motivation.

  • Performance Management

    • The process of setting aligned objectives using scorecards, managing expectations, reviewing and coaching for better performance, and conducting formal appraisal processes. The process is integrated with HR development and reward.

  • Human Resources Development

    • Develop the competencies of the workforce by conducting effective training needs assessments and using effective types of development such as training, and coaching and mentoring. Develop professional development plans for employees, and integrate HRD with performance, career path development and succession planning.

  • Competency Frameworks

    • Competencies are integrated knowledge, skills, judgment, and attributes that people need to perform a job effectively. By having a defined set of competencies for each role in your business, it shows workers the kind of behaviors the organization values, and which it requires to help achieve its objectives

  • Reward and Compensation

    • Total Reward is concerned with the formulation and implementation of strategies and policies that are to reward people fairly, equitably and consistently in accordance with their contribution in the organization. It consists of guaranteed, variable, benefits and equity-based compensation.

  • Salary Scale

    • A pay scale (also known as a salary structure) is a system that determines how much an employee is to be paid as a wage or salary, based on one or more factors such as the employee’s level, rank or status within the employer’s organization, the length of time that the employee has been employed, and the difficulty of the specific work performed. You will learn how to develop salary scales using international best practices, and align it with career path and other HR processes.

  • Succession Management

    • Succession planning is a process for identifying and developing internal people with the potential to fill key business leadership positions in the company. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available.

  • Employee Psychology and Engagement

    • Employee engagement illustrates the commitment and energy that employees bring to work and is a key indicator of their involvement and dedication to the organization. Employees who are engaged are more productive, content and more likely to be loyal to an organization. Learn how to measure and analyze employee satisfaction, reveal employee dissatisfaction and turnover and how to develop retention strategies for critical jobs.

  • Recruitment, Selection and Orientation

    • Recruitment and Selection refers to the process of attracting, screening, and selecting qualified people for a position while incorporating employment equity principles and practices. The purpose of this module is to assist those involved in hiring to apply best practice recruitment, selection and orientation procedures and techniques.

  • Workforce Planning

    • Operational workforce planning streamlines employee-related operations include: Forecasting future talent needs, identifying functional needs and hiring new workers to meet those needs, optimizing the distribution of talent among divisions and departments

  • Change Management

    • What shapes the common beliefs and behaviors in an organization? How can the HR influence and change the culture to service the purposes of the organization. You will learn how to identify important cultural aspects, understand how they are formed and device change management roadmaps to transform the culture.

  • Business Process Management

    • As an HR professional, it is essential to understand business core processes. In this module you will learn how to model, analyze and improve processes by integrating them with the HR processes like job design, competency development and reward systems.

  • Quality Management and ISO 9001:2015

    • Quality management systems are nowadays integrated with HRM processes to improve the performance of the organization. You will understand how to establish a QMS and how the ISO 9001:2015 are integrated with HRM

Practical Coaching

Practical Approach 

in-practice-logo-en-25

We provide you with one-on-one coaching, to complete your real-world project

  • Untitled-1-02

  • You choose the field and idea of your project. Project can be a new idea, or development of an existing institution.
  • Untitled-1-03

  • You attend workshops to learn the theoretical principles and practical examples from a variety of cases.
  • Untitled-1-04

  • You start working on your project over the whole period of the program, to insure applying provided knowledge practically.
  • Untitled-1-05

  • Expert coaches supervise your project over the whole period of the program, you will have one on one meetings to provide practical guidance, and promote the concepts.
  • Untitled-1-06

  • Participants (optional) present their successful projects to other participants to improve and share knowledge.
  • Untitled-1-07

  • Change Zone will follow up with participants after the program ends to see the impact and feedback in six month to one year.

Coaching One-on-One


What is Coaching

“Tell me, and I will forget. Show me, and I may remember. Involve me, and I will understand.”

coaching1

Accreditation

Internationally Accredited Diploma

المنظمة الدولية للتدريب و التطوير المستمر, IACET Change Zone International Accreditation ,International Business Accreditation in Jordan, Internationally Accredited Training in Jordan,

Read More About IACET

Certification

PHRi™ Professional in Human Resources – International

The program equips you with the knowledge and competencies to attain PHRi certification.c
PHRi certification validates professional-level core HR knowledge and skills.
The credential demonstrates mastery of generally accepted technical and operational HR principles. Independent of geographic region.

Eligibility Requirements

  • Experience: 1-4 years
, depends on education
  • Location: Outside of the United States
  • Focus: HR Operations

Time

Time and Schedule

Starts 21/10/2017clock

Start and End Time
  Every Saturday,
  10:00 am – 2:00 pm

Program Hours
  140 Hours:  workshops, project work and coaching

Program Duration
  24 Weeks

Payments

Payment Terms

Full Payment pay
800 JOD – Annaul Offer

20% Discount for groups of two

30% Discount for groups of three or more

Installments
Up to 6 Months  

– Installments Fees: (10 JDs) will be added for each monthly installment