€4,190

Senior Professional in HR - International

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Munich

Munich

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Why HRCI Certification? The HR Certification Institute offers a comprehensive portfolio of advanced professional credentials for HR professionals worldwide. Through the combination of formal education and experience, adherence to high ethical Standards, demonstrated knowledge and achievement through exam and a renewed commitment to continuing professional development, certified HR professionals enhance their credibility and the organizations they serve. 120,000+HR professionals worldwide proudly maintain the HR Certification Institute’s credentials as a mark of high professional distinction.

PART ONE AND TWO
functional area 01
HR AS A BUSINESS LEADER (32%)
Responsibilities
1. Participate actively in the development of the organization’s strategy
2. Determine how the organization’s strategy guides workforce requirements (for example, decide how
human capital strategy will support the business; identify workforce skills for the future)
3. Assess future business opportunities (for example, mergers and acquisitions; building new operations)
4. Conduct due diligence before acquiring another company (for example, evaluate important
information about the potential acquisition)
5. Integrate the people, systems and cultures during mergers and acquisitions
6. Create an effective HR organization by establishing major roles and HR responsibilities; consider which
functions will be outsourced or kept inside the company
7. Lead the organization in establishing values, ethics that support its strategy
8. Participate in the organization’s social and environmental responsibility initiatives
9. Lead the HR function in the organization
10. Advise the organization and its business leaders on HR issues
11. Align the organization’s employees, plans and programs with the company’s business strategy
12. Establish and promote HR strategy throughout the organization (for example, global, regional. and local
practices; strategies based on economic conditions)
13. Integrate local and global HR practices
14. Lead the executive management team in important HR discussions and decisions

PART TWO AND THREE
functional area 02
PEOPLE DEVELOPMENT AND TALENT MANAGEMENT (29%)
(a) People Development
(b) Talent Management
Responsibilities
1. Develop programs and processes that motivate and retain employees in the company (for example,
plans for career development)
2. Support the organization’s goals through training and educational programs
3. Analyze conditions affecting the organization’s source of employees (for example, the average age of the
available workforce, global sourcing of talent, job changes including rotation of positions, global mobility)
4. Coach and train managers on performance management systems and processes
5. Create a work environment that results in high retention and productivity
6. Encourage an organizational culture that welcomes new ideas and innovation
7. Facilitate and manage change in the organization
8. Develop programs and processes that promote diversity and inclusion and support a global workforce
9. Build effective employee relations (for example, employee support programs, involvement with works
councils, labor unions, and worker committees)
10. Establish programs to identify and develop high potential employees (talented employees who are
important contributors)
11. Create succession plans and promote the development of future leaders
12. Develop and promote learning opportunities for employees (for example, knowledge management,
transfer of knowledge across the organization, and continuous learning )
13. Develop professionally and continue to learn about the latest trends and ideas in Human Resources

PART FOUR
functional area 03
KNOWLEDGE OF HR SERVICE DELIVERY (23%)
Responsibilities
1. Develop and implement effective HR marketing, branding, recruiting, and hiring processes
2. Establish programs that support a balance between employees’ professional and personal lives (work/
life balance)
3. Conduct research to analyze the workforce (for example, skills available locally, salary requirements)
4. Use HR technology and tools to deliver HR services (for example, payroll, employee self-service, social
networking, and Human Resource Information Systems [HRIS])
5. Plan and implement employee benefits programs
6. Develop and implement salary and bonus programs (compensation plans) and other forms of employee
recognition
7. Plan for and integrate new employees into the organization (for example, new-hire orientation and
training [on-boarding])
8. Manage programs to meet employees’ needs (for example, expatriates, disability challenges, family
care, employee health and safety)
9. Manage employees who are returning to the organization (for example, people returning from
maternity leave, expatriates returning home, people ending sabbaticals, or employees returning from
layoffs)
10. Manage employees leaving the organization (for example, dismissals, layoffs, and retirement)
11. HR discussions and decisions

PART FIVE
functional area 04
MEASUREMENT (16%)
Responsibilities
1. Establish and review results of an employee performance management system
2. Establish and analyze HR metrics as they relate to the organization’s goals (for example, employment
statistics, return on investment [ROI] of HR activities, employee satisfaction surveys, productivity data,
and organizational analysis)
3. Connect individual and team performance to organizational measures of success and report the
metrics to management
4. Establish and analyze key performance indicators (for example, outsourcing data, cost per hire, HR
measurement tools [scorecards] and, trend analyses)

Feel free to get in touch at info@leoron.com or give us a toll free call at tel: +971 4 447 5711

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Munich

Germany

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