Certification Program

Introduction: Human Resource Management is a recognized profession now a day and is also treated as Business Partner. For assuring the success in HR Role, the professionals should maintain a standard level of Competencies. Considering this, WARD in accreditation from IPAC-Singapore launched this Professional Certificate in Strategic HR Management (PcSHRM) Program.

This course will enable mid to senior level HR Professionals for having the competencies to contribute in Strategic Areas of HR & Business.

Objective: After successful completion of the program, delegates will be able to:

1. Understand the scope of HR Leadership in organization
2. Design and align HR Strategy with business Strategy
3. Create and implement Strategic Talent management Culture
4. Implement HR Analytics for Business Decision
5. Play role as Internal Consultant

Duration: Total Duration is 2 months

Total Qualification Time:                             

Workshop / Direct Learning Time:                 20 hours

Activity/ Assignment based Learning Time:   10 hours

Assessment:

There will be one assignment and one Exam. Based on the achievement, the certificate will be awarded:

Assignment:    100 marks

Exam:              100 marks

This Program is recognized by Human Resource Institute – USA & Society for Human Resource Professionals – USA for recertification credit for their Certification Program

 “This program is valid for 20 PDCs for the SHRM-CP® or SHRM-SCP®.”

The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI) ®  criteria for recertification credit pre-approval.”  

This program is also endorsed by International Professional Accreditation Council – Singapore [www.ipacglobal.org]

M-1: Introduction to Project Management

M-2: Project Management Approach

M-3: Project Planning Phase

M-4: Project Scheduling Phase

M-5: Project Implementation Phase

M-6: Project Quality Management

M-7: Project Economics and Finance

M-8: Reporting &Documentation in Project Management

M-9: Ethics in Project Management

M-10: International Project Management

Introduction:

Every Professional deal with project in their professional or even personal life. Project management Skill is a MUST learning competency for every professionals. Project management is the essential skill that modern day managers, middle and senior managers, executives and students should have to excel in their careers and also demonstrate their project management skills.

This certification program covers current topics as needed in industry regarding Project Management. Wide range of content, modern and tool based materials will ensure best learning for delegates t apply those learning in Project management.

Why should I take this certification?

There are exciting career opportunities for project managers across several industry domains. You will learn all fundamentals, concepts, processes & procedures which are essential to become an effective project manager. It is an essential skill-set for anyone which can be applied in many careers and in several contexts of our lives.

By the end of this certification the delegate will be able to:

• Prepare Project Proposal
• Identify the key activities in the project life cycle
• Manage Project like Professional
• Keep projects on track by managing project risks
• Capture valuable project lessons and use them to define and improve project management practices
• Practice Project management Analytics for better decision making

Discussion Modules and contents:

Introduction: ‘Organization Development’ tool for increasing organization excellence. In recent times the importance of OD has been recognized significantly. Considering the importance level now a day Institutes, Business School have developed different courses, Training Institutes offer different training programs for OD practitioners/ OD Professionals. OD is going to be emerged as a full fledged profession world-wide.

But still the borderline for HR & OD is not so clear. Organization is feeling that all HR Professionals are doing the task of OD. Though it is true in some areas but in maximum cases it is not exactly true. HR & OD is having two different scope of work. YES, it is true that HR & OD needs to work very close to support each other. But still some demarcations are there to define the functional and competency level borderline.

This Master Class will make the participants conversant regarding the Concept, Scope, and Importance of OD in organizational success. This will also clear the borderline for OD & HR. This course will help professionals as practical tool box to implement OD interventions in the organization.

Objective: After successful completion of the program, participants will be able to:

1. Understand the concept of Organization development
2. Acquire knowledge and skill on OD Models
3. Conduct OD Need analysis
4. Apply OD initiative in organization
5. Contribute in Crisis Management through OD initiative

Duration: Total Duration is 2 months

Total Qualification Time:                             

Workshop / Direct Learning Time:                 12 hours

Activity/ Assignment based Learning Time:   12 hours

Assessment:

There will be one assignment and one Exam. Based on the achievement, the certificate will be awarded:

Assignment:    100 marks

Exam:              100 marks

This Program is recognized by Society for Human Resource Professionals – USA for recertification credit for their Certification Program

“This program is valid for 18 PDCs for the SHRM-CP® or SHRM-SCP®.”

The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI) ®  criteria for recertification credit pre-approval.”  

• Module-1: HR Business Partnering: Concept & Practice
• Module-2: Business Acumen: Concept and Application
• Module-3: Business Centric Talent Management Framework
• Module-4: Dimensions for HRBP 2.0
• Module-5: Business Strategy & HR’s Role
• Module-6: HRBP’s Role in Change for Sustainability & Growth
• Module-7: HR Analytics for Business Decisions
• Module-8: HRBP as Internal Consultant

Introduction about Program:

As practice informs theory, the concept of Business Partnering has continued to evolve and become a dominant way of thinking about how HR can provide value-adding solutions to meet real business needs. The concept of Business Partnering has been one of the most problematic in terms of its implementation since Dave Ulrich first introduced and popularized the approach in the 1990s. The ‘Ulrich model’ has been widely adopted as an approach for structuring the HR function, especially in large organizations.

According to this, Business Partners, a small corporate Centre, centers of excellence or expertise and shared services, in-house or outsourced, are the principal delivery channels for functional excellence. Business Partnering as an approach underpins the original Ulrich functional roles model.

Business Partnering is both a mindset and a skill set – especially the ability to build and maintain effective value-adding business relationships. In a very real sense they are helping to move the field of Business Partnering forward by describing not just the ‘what’ and the ‘why’ of Business Partnering but also the ‘how’.

This certification program will be an invaluable source of guidance to HR and other professionals who are seeking to become truly effective Business Partners. This will help the participants to grasp intensely practical slant on how to carry out this multi-faceted role effectively

Objective: After successful completion of the program, participants will be have the below mentioned learning module wise:

M-1: Insight Thought of Corporate Leadership

M-2: Self Leadership

M-3: Leading People to Peak Performance

M-4: Employing the power of engaging leadership

M-5: Situational Leadership

M-6: Leadership in VUCA world

Introduction: Effective leadership is an important skill in the professional arena. A skilled leader is a strong communicator, motivator and problem solver. Building teams, motivating employees, assessing client needs and managing conflicts are some of the critical tasks of a leader. Here are some strategies for being a successful leader in the workplace.

Our common and traditional approach to leadership hasn’t significantly evolved since the dawn of the industrial age.  When it comes to managing people in a work environment, we’ve always treated workers like any other input: squeeze as much as much out of them as possible and pay them as little as possible.

This idea was introduced nearly a century ago when the expansion of the US economy largely was based on industrial machinery.  Workers were required to perform relatively unchallenging tasks and were easily replaceable.  Companies motivated workers primarily with money, paying by the piece to reward those who produced the most widgets.

Extensive research confirms that people want to grow and develop in the roles.  They want to feel valued and appreciated by their leaders, and to know their work has significance.  And, just as Abraham Maslow predicted 70 years ago, they seek to feel fulfilled and even maximized by the work they do.

Workplace leadership is failing today largely because it has yet to acknowledge the importance of “emotional currency™” – a form of reward that makes people feel important, supported, valued, developed and appreciated.  In fact, science now has proved that it’s our feelings and emotions that determine our level of engagement in life, what motivates us, and what we care most about. 

Objective: After successful completion of the program, participants will be able to:

• Conduct Self assessment
• Realize the Role Profile of Leader and Manager
• Lead People towards Team synergy
• Lead Performance to achieve Organizational Goal
• Lead Crisis Management for Business Sustainability & Growth
• Understand and Contribute in Business Strategy Development and Implementation
• To understand and conceptualize traits of Leadership
• To understand different challenges of Leadership
• Apply different tools for self assessment, diagnosis of situation

Discussion Modules and contents:

M-1: Insight Thought of Corporate Leadership

M-2: Self Leadership

M-3: Leading People to Peak Performance

M-4: Employing the power of engaging leadership

M-5: Situational Leadership

M-6: Leadership in VUCA world

Duration: Total Duration is 2 months

Total Qualification Time:                             

Workshop / Direct Learning Time:                 16 hours

Activity/ Assignment based Learning Time:   12 hours

Assessment:

There will be one assignment and one Exam. Based on the achievement, the certificate will be awarded:

Assignment:    100 marks

Exam:              100 marks

This Program is recognized by Society for Human Resource Professionals – USA for recertification credit for their Certification Program

 “This program is valid for 18 PDCs for the SHRM-CP® or SHRM-SCP®.”

This program is also endorsed by International Professional Accreditation Council – Singapore [www.ipacglobal.org]

Module 1: Exploring Competencies & Competency Modeling

Module 2: Benefits of using Competency Modeling

Module 3: Understanding Workplace Competencies

Module 4: Developing a Competency Model

Module 5: Identifying Competencies

Module 6: Creating Job/ Position Competency Profiles

Module-7: Methods of competency mapping

Introduction: Competencies are the skills, behaviors and performance standards that turn the “what” of an expectation into the “how.” Competency Mapping is a process of identifying key competencies for an organization and/or a job and incorporating those competencies throughout the various processes.

The objectives of competency mapping are to help an employee become more efficient, effective and competitive. It starts with a set of high-level core competency standards such as innovation, creativity, technical expertise, quality and a customer-oriented focus, all of which reflect the achievement of strategic business goals. Through the process of competency mapping these goals become employee performance benchmarks. Managers use these benchmarks to increase the productivity and performance of employees and the efficiency, effectiveness and competitive nature of the business as a whole.

Developing a competency framework is a long-term commitment and a real challenge that needs to be endorsed from the top down and driven forward by the HR function. In order to do this, HR and Learning and Development professionals need to champion new initiatives.

Objective: After successful completion of the course, delegates will be:

• Able to generate a Competency Model & Mapping process
• Able to integrate the Competency Model with the Core values of the organization.
• Able to develop an effective Hard and Soft Competency set for different Functional Competency level.
• Able to use the Job Description to map out Job specific competencies for a particular Job
• Generate behavioral indicators for each Competency Profile.

Learning Outcomes: Delegates will understand:-

• How to map Competencies using the different models within their departments
• Identify key talents within the department for further development
• Aligning the Competency models to the Functional model.
• To develop a Performance Management tool using the specific model

Assessment Method:

• Post Course Examination
• Post Course Assignment

 “This program is valid for 18 PDCs for the SHRM-CP® or SHRM-SCP®.”

The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI) ®  criteria for recertification credit pre-approval.”  

Focused Areas:

• Unleash your super power & live a purposeful life.
• Develop powerful habits & beliefs that leads to Success.
• Learn the art of Influencing people effortlessly.
• Accelerate your career.

Benefits: After successful completion of the program, participants will be benefited in the following ways:

• Develop flexibility with your inner world to be action taker & decision maker.
• Learn to elicit strategies to increase your ideation and creative problem solving in such a highly competitive era.
• How to influence and inspire people to be a part of your vision.
• Discover your true hidden potential by using proven framework & methodologies.
• Improve your Confidence and enhance Credibility.
• Develop powerful habits unconsciously for professional & personal mastery.
• Identify & learn how to play with your strengths.
• Learn the art of hypnotic language for Sales & Relationship Mastery.
• Turn your limiting beliefs & blockages into empowering actions.
• Conquer your fears and anxieties, overcome low self-esteem, and learn to live to limitless life.
• Make comfortable and meaningful connections.

Introduction: We are living in a tested time where many of us are immersed in preparing for uncertain & ambiguous future ahead. Isn’t it?

So, what really accounts to effective preparation? How can we manage through crises and learn to come out stronger for longer!! How would it be, if we are able to create good stories for ourselves for our future? What if, we create opportunities amidst chaos and confusion? NLP [Neuro-linguistic  Programming], one of the best self development tool can help in all areas of life

NLP is a form of therapy that changes thoughts and behaviors to help people achieve the results they desire. It works by identifying the thought patterns and behavior of successful people and applying them to the client’s circumstances. NLP uncovers and reprograms limiting beliefs to bring about a change in behavior. It has proven to be an effective treatment for phobias, anxiety, depression, low self-esteem, career progression, and PTSD.

Duration: Total Duration is 3 months

Total Qualification Time:                             

Workshop / Direct Learning Time:                 16 hours

One to one Coaching Session @ 1 hour  with the Master Trainer

Resource Person: Sheetal Jotwani, NLP Trainer & Business Coach

Triggered by the inkling of transmuting the Corporate World from being dramatic to very natural world, Sheetal parted with an MNC to be on a mission of making a corporate world a better place to live longer and stronger, She focuses not only on the outward skills & techniques, professionals need, but also on the “inner-game” where values, beliefs & emotions wield their powerful influences. With MBA in Human Resource Management and experience in diverse industries She has over 15+ years of experience in Behavioural Trainings, executive Coaching, Talent Acquisition & Performance Management. She has transformed over 10000 + Professionals. She is certified Trainer for Master Practitioner in NLP, Leaf - Facilitation Skills and ICHARS- Hypnotherapy.

She is an adventurer, vivid traveller and prudent learner who brings her live experiences in workplace training, curriculum design, and experiential learning to facilitate Training Programs. As a facilitator, Sheetal has been recognized for creating stimulating and interactive learning environments, encouraging participation and individual creativity. A storyteller by heart, she is highly enthusiastic & a go-getter and is known for her high energy levels and contagious positive attitude

Module 1: Concept of Job Evaluation

Module-2: Job Evaluation Process

Module-3: Different Methods of Job Evaluation

Module-4: Tools to be used in different Job Evaluation methods

Module-5: Engagement Vendors and Providers and Their Coverages in Job Evaluation

Module-6: Limitations & Errors in different methods and way out to overcome it

Module 7: Concept of job Designing

Module 8: Techniques for designing jobs

Module-9: Action Plan for Implementation of Job Evaluation in your organization

Schedule of virtual classes:

Saturday 8-10 pm BST/ 2-4 pm GMT

Total 8 sessions

Start from 23 January

Introduction:

A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure.

Every job evaluation method requires at least some basic job analysis in order to provide factual information about the jobs concerned.

Thus, job evaluation begins with job analysis and ends at that point where the worth of a job is ascertained for achieving pay equity between jobs and different roles.

Objective: After successful completion of the program, participants will be able to:

• Understand the concept of Job Evaluation
• Apply different methods of Job Evaluation
• Design and apply different tools for Job Evaluation
• Analyze the Job Evaluation report
• Design Pay grade based on Job Evaluation report

Program Administration:

Total Duration: 2 Months

Contact Hours: 16 hours

Method: Virtual Class

Post Course Activity: Assignment, Awareness Presentation, Application Action Plan

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

Modules:

Module-1: Introduction of Bangladesh Labor Rules

Module-2: Worker, Working hour and its management

Module-3: Separation and Disciplinary Procedure

Module-4: Health, Safety and Welfare

Module-5: Leave, Maternity Leave and Maternity Benefit Management

Module-6: Administration of Wage, PF, Gratuity, Profit Participation

Module-7: Trade Union, CBA, Participation Committee

Module-8: Forms, Formats and control of Government

Resource Person:

Adv. Jafrul Hasan Sharif, Labor & Employment Law Expert, & Managing Partner-Attorneys

Starting from 21 August

Fee: BDT 10,000

Special Offer: BDT 7500 [3 Installment]

Friday 7.30 to 9.30 pm

M-1: Insight thought of Communication & Business Communication

M-2: Communication Model, Techniques & Strategies

M-3: Business writing for day to day corporate Communication

M-4: Essentials of Writing Tools: Email, Memo, Letter, Report, Minutes

M-5: Avoid common errors in writing

M-6: Phonetics & Pronunciation

M-7: Speaking in Corporate World & Real Life

M-8: Communication Barrier in Corporate  

Objective:

• To understand essentials for Corporate Communication
• To develop competencies for Corporate Communication
• To learn the basic English for Corporate Communication
• To apply English skills in verbal & written communication at corporate transaction
• To ensure productivity through proper and timely communication
• To avoid misunderstanding due to communication barrier

Resource Person:

Tiash Mahjabin  is a Trainer of Business communication & Eng. Language, having more than 9 years’ experience in English Language Teaching and Training. She has her expertise in CLT [Communicative Language Teaching] method of Teaching and Learning & different EFL (English as a Foreign Language) training methodology.

She designed and conducted different English Language Courses & workshops concentration on  ESP [English for Specific Purpose] based outline what leads to fulfill the customized demand of different group of professionals . She facilitated many sessions  as Public Program as well as customized corporate programs for different corporate.  She takes session at BUTex.

She has experience and expertise in designing and facilitating workshops, trainings and short courses on ‘English at Work Place’, ‘Business English for Professionals’ , ‘Corporate English’ ,‘English in Day to Day Use’, ‘English Grammar for Corporates’, ‘Business English Writing’, ‘English in Regular Conversation in Corporate’,‘Pronunciation in British Accent’, ‘Pronunciation in American Accent’, ‘Easy way of learning Phonetics’ & ‘Common Mistakes in Business English’ etc. She facilitates both public & corporate programs personally & under the banner of WARD, bdjobs, BJTI .

Academically she holds an M.A. in Applied Linguistics & English Language Teaching
(ELT). Prior to this she has an M.A & B.A. in English Language and Literature. She has
also completed Post Graduate Diploma in HRM (PGDHRM) and Graduate Diploma in
HRM (GDHRM). She is pursuing her MBA in HRM. She is pursuing TEASOL in Business English.

She has some research based works on “Theories of Adult Learning,  Inductive method of grammar enhances learning, “Learning Strategies In SLA (English as a second language)” “ Impact of CLT method in EFL classes”. She served as an English Language Teacher for Maple Leaf International School for 4 years. She is competent in Pronunciation both in British and American accent;

• Turnover
• Training & Development
• Workforce Planning
• Recruiting
• Pay Plan
• Career Plan
• HR Policies vs Profit

​Practice: Capstone Project

Class Schedule:

Contents:

Here are the session topics and some comments about the broad objectives:

Basics of Finance and Statistics and Data-analytic Thinking (90 minutes).

In this session, we will review concepts with which you should be familiar, but we will cast them in an HR light. These include potential variables of interest such as measures of profit (EBIT, EBITDA, Net Profit), measures of financial return (ROI, ROE, ROA) and measures of efficiency (cost, labour productivity). We will also review concepts related to descriptive/predictive statistics (regressions, correlations, z-scores). Finally, we will cover the principles of data-analytic thinking (lecture).

Data Collection, Clean-Up and Storage (90 minutes)

This session is about understanding data and how to use it. We will discuss structured (internal) data, big data (external), and how to ensure the validity, reliability and generalizability of data for consistency and clarity. We will also talk about storing of data so it can be consolidated and accessed (lecture).

HR Analytics Modeling (90 minutes)

• We will cover three main ideas in this session:
• Developing and testing hypotheses and models (interactive exercise)
• Graphs tell stories (including exercises)

Applications (each of the below is a 90-minute session with lecture and a hands-on excel exercise):

• Turnover: This is where most HR Analytics programs are focused in practice. We will look at a simple, yet powerful, way to address this issue.
• Training and Development: This session will consider the important, but elusive, concept of the ROI of training.
• Workforce Planning: Accurately predicting how many employees are needed, with which characteristics and by when is a source competitive advantage. We explore how this is done in a retail setting.
• Recruiting: Attracting staff is an essential task of HR. The objective of this session is to examine what it takes to ‘hire’ successful employees, in terms of quality, longevity and fit.
• Pay Plans: Pay is the traditional “data-driven” area of HR. We will address the ROI of pay programs.
• Career Planning: To illustrate the importance of setting career tracks and how analytics can be used to support this important HR process.
• HR Policies Vs. Profit: To wrap up the course, this session will bring to light the links between HR policies and company profitability.

Capstone Project

In this Certification Program you will be taking on the role of an HR Analytics person at ABC Company.

In this action plan, you want to successfully convert the raw data in this database into a story that grabs the attention of the company’s Senior Management and convince them of your validated insights and proposed actions.

Resource Person:

Fermin Diez, PhD, CCP, SPHR

Dr. Fermin Diez has more than 35 years of experience in human resources, which includes consulting, corporate and academic roles in 40 countries in all continents. 

As a consultant he has advised major multinationals, large local companies and public sector organisations at the Board and C-Suite levels. He has also managed the P&L in several geographical locations and businesses.  As an HR leader, he has been Regional Head of HR for two large MNCs in AsiaPac and in Latin America.

He is currently Deputy CEO and Group Head of Human Resources for Singapore’s National Council for Social Service. He is also an Adjunct Professor at Singapore Management University and at Nanyang Technological University and is co-author of three books: ‘Human Capital and Global Business Strategy, The Remuneration Handbook: International Edition and Fundamentals of HR Analytics. Fermin has also previously taught Business Policy and Strategic Planning. He has been teaching WorldatWork course for over 20 years in the US, Puerto Rico, Australia, the UK, Malaysia, India, Singapore, Indonesia and Hong Kong.

He has served on the Board of the Jurong Health Systems, where he also was a member of the HR Committee. He was also a member of the HR Committee at the National University Health System Group. He has also served in the Singapore Management University Business School Advisory Board, Taylor’s Education Group Advisory Board, the Children's Cancer Foundation Board and the Board of Directors of World@Work, where he is currently on the Global Advisory Council. Fermin is also a member of the Board of Directors of the Institute of HR Professionals, where he Chairs the Assessments and Insights Committee and is the Dean of HR Education. He is also a Fellow of the Singapore Institute of Directors.

Fermin obtained his PhD from Singapore Management University, his MBA from the Wharton School, University of Pennsylvania and his undergraduate degree in Psychology from the University of Michigan.

Fermin is a frequent speaker at regional and global forums on topics related to Compensation (particularly incentives and executive compensation), strategic HR, talent management and development, career planning, mergers and acquisitions from an HR perspective, building teams, global HR, education and public sector HR practices and HR Analytics.

 “WARD is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP^® or SHRM-SCP^®. This program is valid for 30 PDCs for the SHRM-CP^® or SHRM-SCP^®. For more information about certification or recertification, please visit www.shrmcertification.org.”

M-1: Anatomy of Performance Management

M-2: KPI Chemistry

M-3: KPI Culture

M-4: Result Chain Analysis

M-5: Types of KPI

M-6: Methods for KPI designing

M-7: KPI Documentation & Data Collection

M-8: Role Profiling & Goal Setting

M-9: KPI Measurement & Analytics

M-10: KPI Automaton & Dash Board Designing

M-11: KPI for Business Performance Analysis

M-12: KPI Project Implementation

Introduction:

Business is challenging, especially during difficult economic times. It is also extremely competitive and our customers are becoming increasingly discerning. As a result business leaders and senior executives are all looking to improve performance, minimize errors and seek out new and novel ways to gain the edge over their competition. KPIs – when properly understood and used effectively provide a powerful tool in achieving just that.

KPIs are a ubiquitous in modern business. They are everywhere – common almost. And yet businesses that are using KPIs correctly and effectively are not common. Knowing about KPIs and understanding their relevance is of course important and we’ll explore these essential topics in this workshop. But, when push comes to shove KPIs are only really useful if you identify the right ones to measure for your business and only measure those ones. They will only deliver mission critical data if you then use the KPIs and analyze what they tell you on a regular basis to inform and illuminate your decision making.

This workshop is therefore specifically designed to ensure that you design, implement and use KPIs correctly for the maximum impact with the minimum fuss. When used properly KPIs can become the compass that can guide you through even the choppiest of corporate waters leading your business to even greater success and prosperity.

Objective/ Benefit: After completion of this course participants will be able to:

1. Understand the concept and practices of KPI
2. Design and Measure KPI
3. Align KPI in every level
4. Implement KPI Project in the organization
5. Drive Business Performance through KPI based PMS

Competency Framework: There are Seven Areas of Excellence (AoE) for KPI Specialist. This course has been designed based on these seven Areas of Excellence:

• AoE-1: Business Competency
• AoE-2: Process Competency
• AoE-3: Result Chain Analysis Competency
• AoE-4: KPI Technical Competency
• AoE-5: Role Profiling Competency
• AoE-6: Goal Setting Competency
• AoE-7: Project Management Competency

Course Descriptions:

M-1: Anatomy of Performance Management

M-2: KPI Chemistry

M-3: KPI Culture

M-4: Result Chain Analysis

M-5: Types of KPI

M-6: Methods for KPI designing

M-7: KPI Documentation & Data Collection

M-8: Role Profiling & Goal Setting

M-9: KPI Measurement & Analytics

M-10: KPI Automaton & Dash Board Designing

M-11: KPI for Business Performance Analysis

M-12: KPI Project Implementation

Assessment Areas:

1. Clarity about Concept: Clear understanding about PMS & KPI
2. Understanding Method/ Process: Different method and process of KPI designing, implementation, monitoring, measurement & analysis
3. Capability to implement the learning: Capacity to launch KPI project in the organization independently
4. Capability to transfer the learning: To make other people understand about KPI and its impact and implementation
5. Capability to analyze the challenges & overcome those: Analyze and overcome the challenges for implementing KPI in the organization

Pre course Activity:

1. Self Assessment
2. Self study of article and materials to clear the concept

Course Activity:

Duration:                                                             4 Months

Total Qualification Time [TQT]:                                 120 hours

Method:                                                              Fully Online based activity, exercise, case analysis, assessment etc.

Post Course Activity: Online based Assignment, Awareness Presentation, Application Action Plan

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

Areas will be covered:

Module-1: Employee Engagement: Inside Thought

Module-2: Employee Engagement & Organizational Efficiency

Module-3: Manager’s Role in Employee Engagement

Module-4: Cultural Impact on Employee Engagement

Module-5: Engaged Leadership: Approach for High Productive Management

Module-6: Employee Engagement Process

Module-7: Tools and Strategies for Employee Engagement

Employee Engagement: Tools for increasing Organizational Efficiency and Productivity

Management by Objectives (MBO), Matrix Management, Total Quality Management, Theory Z, Six Sigma: these programs were designed to find some sort of efficiency, either by fixing the things that didn’t work well or maximizing the things that did. And each of these programs was designed to strengthen a company’s bottom line. Some are still used heavily today, while others have been almost forgotten.

What about the concept of employee engagement—which has become increasingly popular over the last several years? Is employee engagement just another corporate buzzword about which in 20 years we’ll laugh and say, “I can’t believe that I ever believed that stuff!?”

The growing body of research suggests that employee engagement isn’t a fad, nor are its strategies based on unproven theories. Rather, employee engagement research is growing rapidly. It has begun to pinpoint what drives employees to do more than show up for work to receive a paycheck. In fact, much of the employee engagement findings carry encouraging news for companies and managers: Engagement strategies can be learned, applied, and maximized to unleash the discretionary effort that employees have within their personal reservoirs.

Leader, wouldn’t you love to see your employees do more than show up for work to give you a day’s work for a day’s pay? How would you like your employees to:

• Give you their hearts and minds when they come to work?
• Stick with you and your company even when they have other employment options?
• Drive through a blizzard to get to work instead of leaving you short and in a bind?
• Get excited about you, your customers, and the goals and mission of your organization?
• Give you personal and professional loyalty?
• Share their most brilliant, creative business ideas and suggestions with you?
• Treat the business like they’re co-owners?
• Contribute to making your workplace culture one that flourishes?

Ensuring the above issues require to ensure highest engagement of employees. But it requires learning what engages employees and apply it by creating an environment that unleashes the power of a passionate, engaged workforce.

Outcome of the Program: After Successful completion of the Program, Participants will

1. be able to ensure Highest productivity
2. be able to ensure employee engagement both physically and mentally
3. be able to measure organizational commitment & job satisfaction
4. be able to ensure organizational commitment at highest level
5. be able to identify and use different approaches of employee engagement
6. be able to create right tools to measure and ensure employee engagement

Module 1:  Introduction: What is Employee Engagement?

Module 2:  Positive Impact of Engagement on Your Business

Module 3:  Measuring Engagement

Module 4: Methods & Techniques for Engagement

Module 5: A Look at Engagement Surveys

Introduction: Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values.[1] In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka 'coasting'), up to an employee who is actively damaging the company's work output and reputation.

An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement.

Employee engagement today has become synonymous with terms like 'employee experience' and 'employee satisfaction'. The relevance is much more due to the vast majority of new generation professionals in the workforce who have a higher propensity to be 'distracted' and 'disengaged' at work. A recent survey by StaffConnect suggests that an overwhelming number of enterprise organizations today (74.24%) were planning to improve employee experience in 2018.

Objective: After successful completion of the program, participants will be able to:

• Reinforce the concept and importance of engagement
• Provide an environment that will encourage you-supervisors, managers, and executives-to be open to learning and practicing methods designed to increase the level of engagement among your employees
• Provide you with techniques to improve engagement within the organization
• Enhance your knowledge of engagement via classroom activities
• Identify job-related factors that influence levels of engagement for different individuals
• Recognize your roles as leaders in fostering employee engagement

Module 1: Excel Formulas & Functions - Conditional Statements

Module 2: Excel Statistical Functions for Data Consolidation

Module 3: Lookup & References Working with Named Arrays VLOOKUP

Module 4: Date & Time Functions with PQ

Module 5: PivotTable

Module 6: Data Visualization

Microsoft Excel is regarded as one of the most effective data analysis and presentation tools now a days. HR has also shifted its gear towards a Data-driven approach to make the functions more efficient and business oriented. Therefore, combining the power of MS Excel with HR would yield a more Successful HR. This webinar would practically demonstrate the use of Excel in three most vital fields of HR as stipulated below:

• Most effective Functions for developing your Recruitment Report
• Integrate Talent Management with Performance Management using some cool Data Viz and Tools of Excel
• Most efficient Excel Functions for Compensation & Benefits

Pre-requisite:

• HR Professionals of All Levels
• Basic Knowledge of MS Excel
• MS Excel 2013 or higher is recommended.

Duration: Total Duration is 7.5 hours

This program is also endorsed by International Professional Accreditation Council – Singapore [www.ipacglobal.org]

M-1: Business Centric Recruitment & Selection Framework

M-2: Strategic Workforce Planning

M-3: Employer Branding: Power of Recruitment

M-4: Positional Competency for Recruitment & Selection

M-5: Sourcing the RIGHT Talent: Pillar of Recruitment

M-6: Methods & Tools for RIGHT Selection

M-7: Behavioral & Competency Based Interviewing

M-8: Psychometric Test in Recruitment & Selection

M-9: Assessment Centre for Selection

M-10: Effective Onboarding to ensure Performance & retention

M-11: Wrong Hire: Cause, Impact & Strategy to overcome

M-12: Analytics in Recruitment & Selection

Overview of the Program:

‘‘Our people are our most important asset’’ This is the management mantra we have heard for long. Today, this phrase is uttered in hushed and fearful tones by executives and managers acknowledging and contemplating the challenges of delivering value within their organization through people. In short, the rhetoric has been taken over by the reality.

‘Man behind the Gun’ is very important. People are the best source for most gracious Competitive Advantage in any organization. Is every people are same? Not at all! The People who is RIGHT FIT for the Role or Company will be the best source of Competitive Advantage for Business Sustainability and Growth. HOW we can find the RIGHT Fit? This is million dollar question now days. Want to answer this question correctly? Join one of the most credible certification programs in Recruitment and Selection area “Certified Recruitment & Selection Specialist (CRSS)” by IPAC-Singapore .

This certification program has been designed based on 5 competencies:

1. Recruitment & Selection Strategy
2. Talent Sourcing
3. Talent Selection [RIGHT FIT Approach]
4. Proper & Effective On-boarding
5. Recruitment & Selection Analytics

Objective: After being Certified Recruitment & Selection Specialist every individual is capable to

• Design proper and effective Recruitment & Selection Policy & strategy
• Design and implement proper Sourcing strategy
• Design assessment framework to explore potential candidate
• Use different method of selection for identifying RIGHT Fit
• Design and implement an effective On-boarding program to increase Employee Life Time Value
• Use Analytics in recruitment and Selection for better Talent Management Strategy
• To differentiate different candidate personality

Target participants:

• People working in HR Department
• People working in Talent Management or Talent Acquisition Role
• Function Head
• Team Leader
• HR Consultant
• People working in Head Hunting Firms
• HR Teacher
• Trainer

This program is accredited by IPAC-Singapore and rcognized by HRCI & SHRM

Major Discussion Areas

Module-1: Introduction of Organization Development

• Organization Development: Concept, Practice
• Models of OD
• OD in the history & theory: Concept of Different theories of OD

Module-2: OD Practitioner’s Role & Competencies

• Role of OD Practitioner in the organization
• Competency Framework for OD Practitioner
• Understanding Strategy & Its Formulating

Module-3: OD Process

• Phase-1: OD Need Assessment
• Phase-2: Diagnosis & Root Cause identification
• Phase-3: Solution Identification & Designing
• Phase-4: Implementation of Solution
• Phase-5: Monitoring of OD initiatives
• Phase-6: Impact evaluation & redesign (if required)

Module-4: Organizational Diagnosis: Concept, Tools & Methods

• Components of Organization
• Different tools for diagnosing different issues:

• Tools for diagnosis of Organizational Leadership Competencies?
• Tools to identify change required in Client's Organization?
• Tools to measure Organizational Performance
• Tools to Identify Performance Problems in an Organization
• Strategic Planning and Organizational Change
• Does Your Client's Business Strategy Make Sense?
• Does Your Client's Strategic Plan Give Them the Competitive Edge?

Module-5: OD Solution Designing

• Organizational Leadership & Culture Development-models & techniques
• Business Process Reengineering: Concept, Methods and Tools
• Organizational Effectiveness Improvement: Concept, Tools and Techniques
• Organizational Change Management: Models, Tools and Techniques
• Innovation, Automation & Digitalization: Scope and Competencies
• Tools for implementing different OD initiatives:

• Developing Strategic Plans Based on Strategic Vision
• Balancing Change and Stability
• Increasing the Value of Performance Improvement Interventions
• Probing Team Issues Before They Become Problems
• Interpreting Personality Differences

Module-6: Impact of OD

• Areas of Impact of OD in organization
• Indicator for Impact Assessment of OD initiatives
• KPI for OD practitioner/ Consultant
• Tools for Impact Assessment
• Calculation of ROI of OD Initiative
• OD Analytics

Overview of the Program:

Todays Business World is very much competitive. This VUCA world expect change and improvement round the clock. Every organization need development initiative from every corner. This course is designed to develop some professional who can take the lead to ensure different development inititve from different corner of the organization.

‘Organization Development’ tool for increasing organization excellence. In recent times the importance of OD has been recognized significantly. Considering the importance level now a day Institutes, Business School have developed different courses, Training Institutes offer different training programs for OD practitioners/ OD Professionals. OD is going to be emerged as a full fledged profession world-wide.

Considering this aspect, this course has been designed to develop OD Professional to take the organization forward with change & process improvement. This course is focused on different dimension of Organization Development like Process Development, Culture Development, Structure Development, People development etc.

Objective of the session: After successful completion of this program, participants will be able to:

1. Understand the concept of OD
2. Identify the Need for OD in any organization
3. Design OD solution for the organization
4. Implement Development initiative in Organization
5. Ensure Transformational Change for Organization Development
6. Redesign Process for improving productivity
7. Play role as Internal Consultant
8. Ensure and improve Organizational Effectiveness

Competency Framework: This curse has been designed based on the below competency framework

• Diagnostic Competency
• Business Competency
• Culture, Leadership & Management Development
• Process Development
• Change Management
• Innovation, Automation & Digitalization

Assessment Areas:

1. Clarity about Concept: Clear understanding about OD
2. Understanding Method/ Process: Different method and process of OD
3. Capability to implement the learning: Capacity to apply OD Intervention Program in the organization
4. Capability to transfer the learning: To make other people understand about OD
5. Capability to analyze the challenges & overcome those: Analyze and overcome the challenges for implementing OD interventions in the organization

Pre course Activity:

1. Self Assessment
2. Self study of article and materials to clear the concept

Course Activity:

Duration                                              : 4 Months

Total Qualification Time [TQT]  : 120 hours

Method                                               : Fully Online/ Class Room Workshop + Online Activity-Assessment

Learning Tools                                  : Workshop, Self-Paced Material, Exercise, Case Analysis, Assignment etc

Post Course Activity: Exam, Assignment, Awareness Presentation, Application Action Plan

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

Resource for Workshop: ICBC – USA accredited Resource Person

• M-1: Managing Change & Innovation
• M-2: Characteristics of Creative People
• M-3: Change agents & Roles played in Organizational Change
• M-4: Open Innovation, Resistance to Change
• M-5: Types of Organizational Change
• M-6: Change Management & Organization Development 

Introduction:

Change & Innovation Management Training has the potential to explore the concepts of creativity, innovation and change within and learn to employ leadership skills to facilitate the process of leading innovation and change. The course will include theory and practice in relation to theories and processes of innovation and change as well as the leadership of innovation and change within organizations.

Many successful innovative organisations from start-ups to large established firms often have one thing in common - they are good at managing change to achieve sustainable competitive advantages in the form of new products and services or the way the organisation operates.

Innovation thus plays a key part in the formation, development and growth of firms and innovation can involve combing knowledge from different parts of the world.

The theories covered in this module can be applied globally. This module equips the participants with the knowledge and skills to manage innovation in today’s rapidly evolving global marketplace.

Objective: After successful completion of the program, participants will be able to:

• In the world today organizations need to continuously adapt to new situations if they are to survive and prosper
• One of the mot dramatic elements is the shift to a technology – driven workplace
• Ideas, information, and relationships are becoming critically important so it becomes a necessity to accept and adapt to change with an innovative mindset

Apply the Total Rewards Approach

• Understand and apply the Total Rewards Approach
• Explain and appreciate the unique purpose of each type of reward
• Understand and apply key motivation theories to predict impact of rewards
• Describe the process for developing compensation and benefits programs
• Support managers and employees on reward issues
• Consider ASEAN regional influences on rewards

Annual Salary Review

• Recommend salary increase budgets
• Manage the salary review process
• Update salary ranges
• Determine employee and location compa-ratios
• Develop salary review guidelines and policies
• Design the manager input and rollup process
• Prepare payroll files and compensation statements
• Help managers communicate pay decisions

Incentives

• Distinguish and select incentive types based on purpose
• Determine total target cash and the pay mix
• Evaluate effectiveness of existing incentives
• Develop a broad-based corporate incentive plan
• Develop a sales incentive or commission plan
• Describe and recommend profit sharing and gain sharing plans
• Communicate incentives to participants

Advanced Benefits

• Manage the benefits function
• Implement insurance strategies
• Manage benefits accounting and funding
• Implement and manage wellness, prevention and flexible benefits
• Manage ASEAN regional benefits
• Implement Work-Life strategies

Rewards Professional Competencies

• Align rewards to performance, using traditional or emerging approaches
• Write and maintain effective reward policies
• Manage communication and change effectively
• Partner with business leaders to meet business needs appropriately
• Collaborate with finance and accounting

Certified Total Rewards Professional (CTRP)

ATRI Certification is here!

Employers must use every tool available to attract and retain talent. Because of this, the compensation and benefits profession has evolved into total rewards, which is everything an employer receives in return for the work they perform, including both tangible and intangible rewards.

Will your organization continue to compete on salary alone? Invest in your team members by equipping them to manage your rewards programs more effectively within your limited budgets.

We are introducing globally recognized Certified Total Rewards Professional™, Designed & Certified by the ASEAN Total Rewards Institute in Singapore.

Certified Total Rewards Professional (CTRP) Workshop

Normally offered as standalone courses, we are happy to announce a CTRP workshop, for practitioners with more than four years of compensation and benefits experience, wishing to raise their level of impact, deliver greater value and demonstrate their level of competence as a rewards professional or manager.

Workshop Overview

This workshop provides more experienced compensation and benefits managers and professionals an opportunity to achieve certification in a convenient three-day format, based on an assessment of managerial and program design competencies related to base pay structure design, managing the annual salary review, incentive pay design, advanced benefits and other professional competencies such as performance management and communication. The focus is on ensuring emerging total rewards leaders are equipped with the essential knowledge, terminology, theory, methods, and attitudes for driving value through well-aligned rewards practices.

Class discussions are used to develop attitudes and insights in relation to linking pay to performance and value creation, through merit (base pay) and incentives (variable pay). Discussion of advanced benefits creates awareness of trends in cost-sharing, employee responsibility and flexible work arrangements. This is not intended as a skill-building course, but provides formal training in the essential managerial knowledge needed for compensation and benefits.

An assessment exam is included, requiring a 70% passing score for certification, along with evidence (resume or LinkedIn profile) of four years’ experience performing professional-level compensation and benefits duties within an organization.

Learning Objectives

The CTRP Workshop is a three-days learning event [pre-requisite for certification program], in which participants will learn to:

Apply the Total Rewards Approach

• Understand and apply the Total Rewards Approach
• Explain and appreciate the unique purpose of each type of reward
• Understand and apply key motivation theories to predict impact of rewards
• Describe the process for developing compensation and benefits programs
• Support managers and employees on reward issues
• Consider ASEAN regional influences on rewards

Annual Salary Review

• Recommend salary increase budgets
• Manage the salary review process
• Update salary ranges
• Determine employee and location compa-ratios
• Develop salary review guidelines and policies
• Design the manager input and rollup process
• Prepare payroll files and compensation statements
• Help managers communicate pay decisions

Incentives

• Distinguish and select incentive types based on purpose
• Determine total target cash and the pay mix
• Evaluate effectiveness of existing incentives
• Develop a broad-based corporate incentive plan
• Develop a sales incentive or commission plan
• Describe and recommend profit sharing and gain sharing plans
• Communicate incentives to participants

Advanced Benefits

• Manage the benefits function
• Implement insurance strategies
• Manage benefits accounting and funding
• Implement and manage wellness, prevention and flexible benefits
• Manage ASEAN regional benefits
• Implement Work-Life strategies

Rewards Professional Competencies

• Align rewards to performance, using traditional or emerging approaches
• Write and maintain effective reward policies
• Manage communication and change effectively
• Partner with business leaders to meet business needs appropriately
• Collaborate with finance and accounting

Who Should Attend the CTRP Workshop?

This workshop is intended for compensation and benefits managers or professionals with at least four years of hands on experience in an organizational setting. Those with greater compensation and benefits experience will be best prepared to learn and to take the assessment exam on Day 3 afternoon.

This is a certification workshop for those with significant experience; it is not intended for those wishing to explore a move into compensation and benefits, who are doing HR generalist work but have not done C&B, or compensation and benefits practitioners with very narrow experience. Such persons should attend the standalone courses, which include more class discussions, skill-building exercises and networking opportunities.

Certification Requirement:

1. Completion of 3 days’ workshop
2. Assessment of Resume, work sample, recommendations, or instructor interview
3. With 4 years relevant experience or equivalent
4. Approval from at least 3 members f the industry panel

Resource Panel:

Mr. Thomas A Farmer, CCP, SPHR, ACTA is Managing Director of Freelance Total Rewards, a Singapore-based consultancy founded in 2013. Formerly with Hewitt and Mercer, Tom has more than 10 years consulting experience, on top of 20 years of corporate experience. He has consulted more than 150 companies on compensation practices. His blogs on total rewards topics have been read by more than 10,000 people in 120 countries. Tom was Vice President, Compensation and Benefits for InterContinental Hotels group for the Americas and Asia Pacific regions, with global responsibility for several business areas and rewards functions. Since 2014, Tom has trained more than 1,000 HR professionals and more than 500 line managers on total rewards topics.                                                    

 Mr. Rupak M Nasrullah Zaidi, CTRP, sHRBP, BBHR, CKPIP is the President, International Association of People & Performance Development – South Asia. He is Training, Organization Development and HR specialist having more than 20 years’ experience in different industry. He has exposure as HR, KPI & Business consultant at home and abroad. He did consulting work in the area of HR, Compensation & Benefit, Operational Excellence. He is accredited trainer for CTRP Program of ASEAN Total Reward Institute. He is panel trainer of Human Capital Institute – USA, Singapore Training & Development Association – Singapore, Institute of Certified Business Consultants – USA.

Sharmin Sultana Tania, CTRP, CKPIP, sHRBP, CTMP, CLDP, is legend HR Professional having more than 12 years’ experience in Human Resources, Reward Management, Organization Development, Performance Management and Training. She is Certified Total Reward Professional from ASEAN Total Reward Institute, Certified KPI Professional from KPI Institute-Australia & Certified Strategic HR Business Partner’ awarded by Human Capital Institute, USA. She has also been awarded as Certified Learning & Development Professional by Singapore Training And Development Association. She is an Accredited Trainer by ASEAN Total Reward Institute for its CTRP Program.

Introduction: Years ago, HR professionals were often satisfied to just do their jobs. They knew all the many facets of their positions and were not that interested in being a strategic partner with other management in the organization. This is no longer the case. HR professionals are becoming increasingly aware that they must be more visible, viable members of the team. They also want to enhance their reputations as competent, well-rounded, knowledgeable employees and members of management.

When HR professionals can speak the language of business, their peers and superiors within the organization will include them in the organizational decision-making process.

This workshop will explain contemporary notion and competencies for HR professionals to become the integral part of the Organization. These learning will let the HR professionals know about the recent trends of HR globally as well as make HR people competent enough to align HR strategy with Organization Strategy.

Objective: After successful completion of the program, participants will be able to:

1. Acquire essential knowledge and skills about HR Functions
2. Contribute in designing and Implementing Effective Performance Management System
3. Design and manage Reward system
4. Maintain Employee Life Cycle in a professional way
5. Acquire essential knowledge about Labor Law related issues
6. Implement & maintain proper reporting system in HR department

Duration: Total Duration is 2 months

Total Qualification Time:                             

Workshop / Direct Learning Time:                 20 hours

Activity/ Assignment based Learning Time:   10 hours

Assessment:

There will be one assignment and one Exam. Based on the achievement, the certificate will be awarded:

Assignment:    100 marks

Exam:              100 marks

This Program is Endorsed by International Professional Accreditation Council - SIngapore, recognized by HRCI-USA & SHRM-USA for recertification credit for their Certification Program

• Introduction to Assessment Instrument
• Uses of Psychomteric Test
• Personality Profiling through Different Test
• Open Source Test vs Property version test
• Origin, Application and Challneges of different test:
  • MBTI
  • Big Five
  • the SDI
  • The Interest Personality Test
  • 360 degree assessment
  • Belvin Assessment Instrument

Date: 9, 16, 23, 30 April [9 am to 1 pm each day]