1. Experts of Choice!
Executive
Human Resources
Management
Academic Training Program
American HR Management Curriculum
“International Edition”
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2. Experts of Choice!
Introduction
Human Resource Management function (HRM) has
undergone a rapid evolution from a supportive service to a
strategic business partner role that manages all aspects of
Employer-Employee relationships to meet Corporate
Business Objectives, Employees’ needs, and Shareholders’
expectations. The reason for the evolution is simple:
Corporations now understand that motivated Employees and
strong Corporate Cultures are powerful forces in creating
Competitive Business Advantages and increasing Return on
Investment (ROI).
This Advanced Academic Training Program presents the theoretical and practical aspects of
modern Human Resources Management. The theories are presented throughout the Textbook
and explained via interactive lecturing sessions while the practical topics are highlighted
through lively active discussions with pedagogically effective examples of real world cases.
Such comprehensive and hands-on training program reflects the critical challenges of Human
Capital Management for all Organizations with special focus on the significant impact of HR
Leaders during Global Economy Crisis.
Value Proposition
The field of Human Resource Management has been rapidly
evolving to address newly emerging and increasingly
complex areas of responsibility within the profession. Human
Resource Executives are being asked to understand and deal
with a variety of important functions, including implementing
and interpreting Policies and Procedures, administering
intricate benefits and compensation programs, and dealing
with potentially litigious workplace complaints.
Today’s HR Leaders are faced with an unprecedented
challenge in meeting the staffing needs of constantly changing
organizations in an era of a highly competitive labor market. From strategic planning to cost
benefits analysis, HR Executives play a key role in the Organizational Development framework.
Executive HR Management Program shall help HR Executives to gain strong corporate business
skills as well as specific HRM Strategies, Tactics, and new Ideas to leverage their Human Capital.
Program Objectives
This Program provides HR Executives with:
 Extensive understanding of Corporate HR Management
as a practical and theoretical science.
 Tools and principles for immediate application in a HR
Management environment.
 Comprehensive explanation of HR Management
challenges, philosophies, best practices, trends, laws,
and regulatory issues.
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3. Experts of Choice!
Who Should Attend
 Corporate HR Executives who are responsible of formulating and deploying Corporate
HR Management Strategies and aspire to play strategic business partner role.
 Senior and Mid-level HR Practitioners who are seeking
practical HRM training in order to better perform their
duties or to advance their professional career.
 Line Managers interfacing with the implementation of
HR Management Strategies.
 Accounting & Finance Executives who are responsible
of monitoring HR business strategy progress and
reporting financial outcomes.
 IT Experts who are involved in the HR Management
applications development and automation technology
solutions for interactive online workflows and intranet portals.
 Management Consultants involved in developing and implementing HR Management
Strategies.
Program Contents
This Program provides current, comprehensive, and practical grounding in the major practices
of the HR Management function and prepares Attendees to pursue a higher professional career
in this challenging and rewarding field.
The Textbook is based on a newly designed American HR
Management Curriculum (International Edition) written by
Byars-Rue and published by McGraw-Hill/Irwin which
includes detailed learning objectives for each chapter with
key feature entitled “On the Job” appears after several
chapters which offers numerous practical examples.
End of chapter include Summary Learning Objectives,
Review Questions, Discussion Questions, and Incidents to
analyze and dissect concepts and applications via real-life
scenarios. Exercises are placed at the end of each chapter
which is designed to illustrate major points presented in the chapter.
Key features include the following:
 HR Management as a Strategic Function
 Job Analysis and Job Design
 Human Resource Planning
 Recruiting and Selecting Employees
 Employee’s Orientation & Training
 Organizational Development
 Career Development
 Performance Management
 Reward System & Employee Benefits
 Employee Safety and Health
 Employee’s Relations
 Introduction to HR Solutions (e-HR)
 Overview of Legal Compliance
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4. Experts of Choice!
Training Program Outline
HR Management as a Strategic Function
 Define HR management.
 Describe the functions of HR management.
 Summarize the types of assistance the HR department provides.
 Explain the desired relationship between HR managers and operating managers.
 Identify today’s challenges that HR managers currently face.
 Outline several potential challenges and contributions that an increasingly diverse
workforce presents.
 Discuss the role of Hr managers in the future.
 Explain how HR managers can affect organizational performance.
 Summarize several guidelines to follow when communicating HR programs.
Job Analysis and Job Design
 Define job analysis and job design.
 Distinguish among a position, a job, and an occupation.
 Describe several common uses of a job analysis.
 Define job description and job specification.
 Identify four frequently used methods of job analysis.
 Identify several problems frequently associated with job analysis.
 Define job scope and job depth and explain their relationship to job design.
 Explain the socio-technical approach to job design.
 Distinguish among the following types of alternative work schedules: flextime,
telecommuting, job sharing, and condensed workweek.
Human Resource Planning
 Define HR planning (HRP).
 Summarize the relationship between HRP and organizational planning.
 Explain strategy-linked HRP.
 Identify the steps in the HRP process.
 Describe the different methods used for forecasting HR needs.
 Discuss the purpose of a skills inventory.
 Describe succession planning, commitment manpower planning, and ratio analysis.
Recruiting Employees
 Define recruitment.
 Discuss job analysis, HR planning, and recruitment.
 Explain the purpose of a personnel requisition form.
 Describe the advantages and disadvantages of using internal methods of recruitment.
 Discuss job posting and bidding.
 Describe the advantages and disadvantages of using external methods of recruitment.
 Define realistic job previews.
 Explain organizational inducements.
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5. Experts of Choice!
Selecting Employees
 Outline the steps in the selection process.
 Describe aptitude, psychomotor, job knowledge, proficiency, and personality tests.
 Describe structured and unstructured interviews.
 Define validity.
 Explain predictive and concurrent validity.
 Describe content validity.
 Discuss construct validity.
 Define reliability.
 Define adverse (or disparate) impact.
Employee’s Orientation & Training
 Define orientation.
 Describe an orientation kit.
 Define training and describe needs assessment.
 Outline three categories of training objectives.
 Describe job rotation.
 Explain apprenticeship training.
 Define virtual classroom.
 Outline the seven principles of learning.
 List the four areas of training evaluation.
Organizational Development
 Define management development.
 Describe a management inventory.
 Describe a management succession plan.
 Define the in-basket technique.
 Describe a business simulation.
 Describe adventure learning.
 Define an assessment center.
 Describe organizational development (OD).
 Outline the four phases in organizational development.
 Describe corporate EDCOM strategy and Change Management issues.
Career Development
 Define career development and summarize its major objectives.
 Explain the three entities required to provide input for a successful career development
program and briefly describe their respective responsibilities.
 Describe the steps involved in implementing a career development program.
 Define career path and career self-management.
 List several myths employees hold related to career planning and advancement.
 List several myths management holds related to career development.
 Define a career plateau and a plateaued employee.
 Describe the four principal career categories.
 Distinguish between dual-career couples and dual-earner couples.
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6. Experts of Choice!
 Describe some possible ways organizations can accommodate dual-employed couples.
 Define outplacement.
 Explain the glass ceiling.
Performance Management
 Define performance management objectives.
 Describe performance appraisals.
 Distinguish between performance appraisal techniques such as: MBO, Multi-Rater
Assessment, Graphic Rating scale, Critical Incident Appraisal, Essay Appraisal, Checklist
Method, Forced-Choice Method, and Work Standards Approach.
 Describe rules and responsibilities.
 Describe performance appraisals process.
 Define Factors that would distort performance appraisal outcomes such as: Central
Tendency, Leniency or Severity, Recency, Halo and Horn, and Contrast effects.
 Describe the role of Moderation Panel.
 Explain the Appeal and Grievance procedures.
Reward System
 Define organizational rewards.
 Distinguish between intrinsic and extrinsic rewards.
 List several desirable preconditions for implementing a pay-for-performance program.
 Define job satisfaction and list its five major components.
 Summarize the satisfaction–performance relationship.
 Define compensation, pay, incentives, and benefits.
 List several pieces of government legislation that have had a significant impact on
organizational compensation.
 Explain the equity theory of motivation.
 Discuss internal, external, individual, and organizational equity.
Base Wage and Salary System
 Define base wages and salaries and the objective of any base wage and salary system.
 Define job evaluation.
 Name and briefly discuss the four basic conventional methods of job evaluation.
 Explain the concepts of key jobs and compensable factors.
 Differentiate between sub-factors and degrees.
 Explain the purpose of wage and salary surveys.
 Discuss wage and salary curves.
 Define pay grades and pay ranges.
 Explain the concepts of skill-based pay, competency-based pay, and broadbanding.
Incentive Pay Systems
 Describe the two basic requirements of an effective incentive plan.
 List and briefly discuss at least three types of individual incentives.
 Distinguish between a bonus and a merit pay increase.
 Discuss the role bonuses play in managerial compensation.
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7. Experts of Choice!
 Differentiate between nonqualified stock options and incentive stock options (ISOs).
 Differentiate among the following different types of stock option related plans: stock for
stock swaps, stock appreciation rights, phantom stock plans, restricted stock plans,
premium-priced options, and performance-vesting options.
 Discuss the prevalence of stock options among non-managerial personnel.
 Describe how group incentives work.
 Explain what a gain-sharing plan is.
 Explain how an employee stock ownership plan (ESOP) works.
 Identify what distinguishes variable pay plans from most other incentive pay plans.
Employee Benefits
 Define employee benefits.
 Describe how employee benefits have grown over the last several years.
 Differentiate between a defined-benefit pension plan and a defined-contribution
pension plan.
 Discuss the attractiveness of a cash-balance plan to employees.
 Describe a health maintenance organization (HMO) and a preferred provider
organization (PPO).
 Explain the concepts of a floating holiday and personal days.
 Discuss reasons employees are often unaware of the benefits their organizations offer.
 Explain the concept of a flexible-benefit plan.
Employee Safety and Health
 State the purpose of the Occupational Safety and discuss its major provisions.
 List the three major causes of accidents in the workplace.
 Define frequency rate and severity rate.
 Offer several suggestions for promoting safety in the workplace.
 Discuss the Hazard Communication rule.
 Differentiate between stress and burnout.
 Name several work-related consequences of alcohol and drug abuse.
 Explain the three basic types of employee assistance programs.
 Explain what work/life balance and wellness programs are.
Employee’s Relations
 Explain employment at will.
 Explain employment arbitration programs.
 Explain the causes of disciplinary actions.
 Describe progressive discipline.
 Define grievance procedures.
 Define just cause.
 Explain due process.
 Describe the duty of fair representation.
 Define grievance arbitration.
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8. Experts of Choice!
Introduction to HR Solutions (e-HR)
 Overview of HR Information System (HRIS) and HR Management System.
 Introduction to the ERP-HR Modules and integration concept.
 Explain specific procedures to select and effectively implement an HR System.
 Describe Employee’s Self-Services with Intranet, Online Workflow, and e-HR.
Overview of Legal Compliance
Legal compliance shall focus on the following local laws and discuss any respective amendments
governing the legal provisions of doing business in Qatar:
 Labor Laws and Regulations;
 Expats Residency Regulations;
 HR Policies and Regulations;
 Real-Estate Rents and Commercial Leases;
 Corporate Income Taxes;
 Tenders and Public Auction;
 Protection of Secrets of Trade;
 Protection of Copyrights; and
 Commercial Companies Laws and Regulations.
Video Cases and Group Discussions
Review Questions, Case Studies, Exercises, and Tests
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9. Experts of Choice!
Instructor’s Professional Bio
Mr. Mohamad J. Samman is the Founder and Managing Partner of EMPOWER Management Consulting
LLC and Managing Director of EMPOWER Research Center based in Doha, State of Qatar.
Mr. Samman is Certified Professional in Global Human
Resources Management (GPHR) with 20 years of hands-on
experience and track-records of value-added achievements in
the Strategic HR Management field. He graduated with
Master’s Degree in Human Resources Management from The
American University - Kogod School of Business in
Washington D.C., USA and had attended extensive Training
Programs on HR Management and Professional Development.
Mohamad has broad experience in corporate HR management
transformation and integration with IT solutions and ERP
modules. His distinguished areas of expertise are mainly in
the Organizational Development, Situational Analysis (SWOT
& PESTLE), Business Continuity Planning and Risk
Assessments, Communication & Change Management,
Business Modeling and Process Reengineering, Policies &
Procedures, Org Structure & Job Design, Local & Global Recruitment, Performance Management, Training
& Career Development, Total Reward Administration, HR Audit, and Legal Compliance.
Mohamad is high-caliber Business Partner whose prime objective is to proactively support Organization’s
Vision and Mission by developing and implementing Value-added HR Services and Innovative Initiatives
that are consistent with the Corporate Business Strategy. He applied his knowledge and expertise to help
several Companies grow to their greatness by developing and implementing HR 76Programs that made
significant contribution to the Corporate Business Intelligence, Efficiency, Productivity, Profitability, and
Employees Development.
His work experience involved major assignments at Real-estate Development Projects, Industrial
Consulting, Oil & Gas, Petrochemical, Banking, and Telecom Corporations in the United States and Middle
East where he coordinated the development, communication, and implementation of management
strategies that were consistent with corporate business plans. His recent engagements involved the
overall development and implementation of HR Management Infrastructure based on HR Vision, Mission,
Strategies, Measures, and Master Plan, with a prime Leadership focus on the Talents Acquisition and
Development Initiatives and other HR Management Practices that transformed employers to a strategy
focused and performance driven organizations.
Being seasoned corporate management strategist, he is now playing critical business partner role to
support his Clients surviving economy crisis and recession challenges by developing and implementing a
reform-driven management strategies with innovative restructuring initiatives. His senior-level
executive experience in starting-up organization-wide management practices has primarily focused on
leveraging human capital for corporate competitive advantage by implementing Balanced Scorecards, as a
strategic enterprise management tool, and cutting-edge Talents Management Model to translate vision,
mission, and business plans into attainable objectives and tangible achievements that contributes to the
organizational effectiveness with comprehensive framework that integrates Key Performance Indicators
and Competency Models with Performance Appraisals, Compensation, Incentives, Career Development,
Succession Planning, and Talents Acquisition processes.
Mohamad is the Founder and Executive Chairman of the HR Executives Club and Steering Committee
Member of the HR Best Practice Group in Qatar; he is also Group’s Manager of the Management
Consultants and EMPOWR Talents on LinkedIn. He is professional member of several international HR
Management Associations and Societies and had participated as a Guest Speaker on strategic
management topics and Panel Moderator of round-table discussions at local Conferences and global
Forums and has been interviewed by Local and International Newspapers. As a professional Lecturer, he
conducted many seminars on Strategic Enterprise Management and delivered training courses on
Executive HR Management and other professional programs and seminars.
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10. Experts of Choice!
Schedule
 Day: Saturdays
 Duration: Three Days
 Date: October (2, 9, 16) 2010
 Time: 08:00 AM – 04:30 PM
 Venue: Business Center
 Location: Doha, Qatar
This Program can also be delivered as in-house training program. Please contact us for details.
Program Investment
 Individual Rate: $ 1,800 USD per Individual Participant.
 Group Discount: 20% for minimum Three Participants.
 Corporate Discount: 30% for minimum Seven Participants.
Total investment includes: Handouts, Information Materials, Lunch, and Refreshments.
Important Note
Seats are limited and registrations will be accepted on a first-come first-serve basis. E-mail of
confirmation will be sent to the approved participants two weeks prior the actual start date of the
program. EMPOWER Management Consulting LLC reserves the ultimate right to cancel, postpone,
or reschedule any program due to unforeseen circumstances or insufficient registrations.
Program fees will be fully billed unless the registration is cancelled in advance by a written request
at least one week prior to the confirmed start date, in this case, refunds will be processed after
deducting (10%) administrative fees. If the registration has been confirmed and payment received
but the participant couldn’t attend due to any reason, then a replacement would be admitted
otherwise the entire fees will be considered as non-refundable.
Participants shall take care of their own Travel arrangements including Visit Visa, Hotel booking,
and Transportation if needed. Participants requiring visit visa should directly contact the Hotel
they wish to stay at to avoid delay since Visit Visa might take several days to process.
Information & Registration
Phone (+974) 4411-7561
HRM@EmpowerMC.com
www.EmpowerMC.com
P.O. Box 11537
Doha, State of Qatar
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