Part 1: Modules 1 & 2

Module 1 – Workforce Planning

Strategic Workforce Planning enables the organization to meet its talent needs and close critical skill

gaps using data-driven processes that inform HR initiatives. HR demonstrates strategic value by

facilitating financial and operational growth, continuity, or stability. This module outlines a

comprehensive, step-by-step approach to designing, implementing, administering, and maintaining

an effective strategic workforce plan

Module 2 – Human Resource Development

Human Resource Development aligns organizational business needs with employees’ competencies,

knowledge, and skills, effectively closing the gap between them. HR demonstrates strategic value by

identifying and creating learning opportunities that increase employee capability and organizational

knowledge. This module outlines a comprehensive, step-by-step approach to analyzing, designing,

developing, implementing, evaluating an effective Human Resource Development (HRD) strategy and

plan which is also aligned with both Career and Leadership Development.

Part 2: Modules 3 & 4

Module 3 – Talent Acquisition & Succession Planning

Talent Acquisition and Succession Planning encompasses the activities involved in building and

maintaining a workforce in addition to identifying high-potential employees, evaluating and honing

their skills and abilities, and preparing them for advancement into positions which are key to the

success of the organization. HR demonstrates strategic value by developing, executing, and

measuring individual and organizational success of the activities and programs related to sourcing,

recruiting, onboarding, coaching, and retaining employees.

This module outlines a comprehensive, step-by-step approach to designing, implementing,

administering, and maintaining a modern talent management system and maintaining an

effective Succession Planning program.

Module 4 – Human Capital Analytics

Human Capital Analytics (sometime called Predictive Analytics) is fast becoming the means by which

HR earns its seat at the decision-making table. Evidence-based HR starts with a clear and objective

understanding of the relationship between data, information and knowledge followed by identifying,

prioritizing and communicating the information which is most impactful in organizational decision

making. This module explores how to gather and analyze pertinent HR metrics which have

organization-wide implications including how to properly communicate those findings to drive better

decision making.

Part 3: Modules 5 & 6

Module 5 – Total Rewards

Total Rewards encompasses direct and indirect remuneration approaches that employers use to

attract, recognize, and retain workers. HR demonstrates value by designing and administering systems

and programs (e.g. base pay, benefits, incentive pay, leave, perquisites, retirement) that support

recruitment and retention efforts. This module outlines a comprehensive, step-by-step approach to

designing, implementing, administering, and maintaining a compensation system.

Module 6 – Employee Engagement

Employee Engagement solidifies the connection and relations among employee, manager, and the

organization’s mission, vision, values, and goals. HR demonstrates value by understanding and

leveraging the employer-employee relationship from both individual and organizational perspectives,

developing effective strategies to address appropriate expectations for performance and behavior from employees at all levels. Key considerations include: culture, work-life balance, ethics and CSR. This module uses a real-world case study capstone lesson to reinforce the learning objectives.

Part 4: Modules 7 & 8

Module 7 – HR Business Partner

Develop the necessary skills to become an effective HR business partner and maximize the value of

HR in your organization. Explore the positive impact of the HR business partner role and how the use

of an HR business partner structure improves HR services across an organization. How to build a business case and engage in group discussions to enhance your consulting skills, business acumen and analytics to strategically contribute to organizational goals.

Module 8 – Strategic Human Resources

Strategic HR involves organizational planning to achieve success and create value for stakeholders. HR

demonstrates value by contributing its perspective and expertise to development of the enterprise

strategy, and by developing, implementing, and evaluating an HR strategy aligned with the

organization’s goals, values, and tactics, as defined in the enterprise strategy. A case study is used at the end of each lesson to reinforce the learning objectives.

Useful Facts and Requirements for the Qualification

·        At the end of each module there is a post-quiz composed of 15 knowledge-based, multiple-choice questions based upon the content covered during that module.

·        A passing mark of 73% (minimum 11 out of 15) is required on each post-quiz to be awarded the Certificate of Course Completion from SHRM.

·        There is an Arabic version of the SHRM assessments, for use in the MENA region.