The HR Certification Online Program (HRCOP)

Module 1: Overview of Modern HR Management

University of Balamand
Faculty of Business and Management
A Quick Tour of the Program
 • Offer a world class online HR certification
program that responds to the business
needs of modern public and private sector
Mission •
organizations.
Promote HR professionalism through a
carefully designed set of courses covering
the latest in HR knowledge, skills and best
practices.
• Assist participants in acquiring all the
necessary HR technical, behavioral and
business competencies through engaging
presentations, case studies and
experiential activities.
•
• Instill a culture of results-driven HR
management..

The HR Certification Online Program - UoB 2

 Common HR Stereotypes
Stereotype Reality

HR is about hiring, firing , training, HR is not about HR. It is primarily

paying and controlling employees about the business.

HR’s main responsibilities are strategic.

HR has little responsibilities beyond How to get the best out of employees
administrative and bureaucracy. and contribute to organizational goals.
(HR as cost center). HR as value creator

HR needs strong business acumen and

HR speaks the language of HR only. HR data literacy to be able to contribute to
lacks business and data knowledge. the organization’s goals. HR speaks the
language of business.

HR is a business partner. It must

HR operates in isolation and acts in the collaborate with every department and
company’s interest only. should strive to balance org’s goals with
individual needs.
The HR Certification Online Program - UoB 3
Competencies Developed & Specific Learning Objectives
 7 HR Domains, 33 Key HR Activities and 3 Sets of Competencies
Recruit New Employees Develop Employees
Assess
Assess Acquire
Acquire Analyze
Analyze L&D
L&D Implement
Implement Develop Manage Manage
Manage
Source
Source Recruit
Recruit
and
and Hire
Hire Critical
Critical Talent
Talent Needs
Needs && L&D
L&D Critical Talent Employee Employee
Employee
Talent
Talent Executives
Executives
Talent
Talent Segments
Segments Investments
Investments Solutions
Solutions & Leaders Performance Engagement
Engagement
Build
Competency Workforce Planning Manage
Manage
Framework Recruitment Career Path
Career Path
Interviewing
Review Training Needs Analysis

Manage Existing Employees

Manage Workforce Strategy

Manage
Manage
Talent Technical Writing JDs Succession
Succession
Conducting JE
Develop
Designing PM Systems
Workforce Manage
Manage
IT Proponent High Potential
Plan High Potential
Leadership Employees
Employees
Manage
Talent Communication
Manage
Manage
Customer service
Analytics Competencies Behavioral
Negotiation
Diversity and
Diversity and
Inclusion
Inclusion
Partner with Change Management
The Business Problem Solving Manage
Manage
Results Driven Employee
Employee
Interact with Relations
Relations
Board & CEO
Business Acumen Design and
Business HR Analytics Deliver

Develop Employee Ben.

Manage HR
Finance Compensation
Vendors
Data literacy
Strategic Thinking Build Total
Manage HR Rewards
Budget Strategy

Manage HR Build HR Manage

Manage Manage Design and
Manage HR Manage HR Manage Compensate
Functional Strategic Organizational
Organizational Organizational Deliver
Technology Staff Change Executives
Design Plan Design
Design Development Benefits
Manage HR Administration Enable Org. Effectiveness
The HR Certification Online Program - UoB 5
‘From Traditional HR to Business Partner’
The HRCOP will allow participants to:

Apply the latest HR Boost their job performance,

knowledge, skills and best organizational visibly and
practices. personal credibility.

Improve earning potential

Transition from traditional HR
over career life and increase
management into strategic
personal value in the job
HR business partner role.
market.

Sharpen their business

Stop doing and start
acumen and contribute to
organization’s bottom line.
delivering.

The HR Certification Online Program - UoB 6

 Specific Learning Outcomes
By the end of the program participants will be able to:
• Apply techniques to acquire talent, develop it, and retain it.
• Design and conduct structured competency-based interviews using the
S.T.A.R technique..
• Design effective competency-based performance management systems
and coach managers to implement them successfully.
• Design and apply effective compensation strategies to boost employee
performance.
• Apply well-defined workforce planning and optimization techniques to
forecast future employee needs based on organization’s business goals
and needs.
• Measure and track HR management performance using selective lagging
(KPIs) and leading indicators.
• Develop their data literacy and business acumen and apply them to
excellent effect in their jobs.
• Align HR strategy with organizational goals, objectives, and KPIs.
• Design the HR dashboard (balanced scorecard) to track HR results and
deliverables.
• Become a credible HR business partner.

The HR Certification Online Program - UoB 7

Certification Highlights

The HR Certification Online Program - UoB8

Certificate Highlights

The UoB HR certification program is a 100% online program. It is

made up of 5 courses of 24 contact hours each. Participants will
have to pass each course with a grade of 70% and above.

The language of instruction is English, but the course facilitator

could use Arabic occasionally in order to clarify specific points.

Learning methodology includes a combination of lectures, case

studies, story telling, and group discussion and activities.

The second cohort program starts on September 26, 2022 and

ends on December 20, 2022. Classes meet three times a week on
Mondays, Tuesdays, and Thursday’s between 5:00pm and 9:00pm,
Beirut time.

The HR Certification Online Program - UoB 9

Two Options
• Option 1: Full Certification (recommended)
• Participants register for the whole program consisting of 5 HR courses.
• At the successful completion of the five courses, participants will earn the UoB
certificate of ‘HR Professional Business Partner’.
• Duration: 12 weeks for the program (5 courses) at the rate of 12 hours/week
scheduled outside normal office hours.
• Cost: $1,875 for the whole program (5 courses)
• Special fees for Lebanese working and living in Lebanon.
• Language: English and Arabic (if needed).

• Option 2: Individual Courses

• Participants register for any one of the five courses.
• At the successful completion of all the course participants will receive a UoB certificate
of completion in the selected course.
• Participants have the option to revert to the full HR certification program provided
they complete the five course requirements within one calendar year.
• Duration is 2 weeks per course.
• Cost: $490 per course.
• Language: English and Arabic (if needed).
The HR Certification Online Program - UoB 10
Course Contents

11
The HR Certification Online Program - UoB
Course 1: Strategic HR Management
• Module 1: The Evolution of HR
Management (HRM)
– HRM from transactional work to
transformational one.
– Evolution of HR effectiveness 1995
through 2021.
– The essence of modern HRM; is it
Human Resources or Human
Capital?
– The infrastructure of modern HRM
– 7 HR domains, 33 HR activities and
3 sets of competencies.
– Anatomy of modern HR challenges
and the corporate talent system.
– Human capital is all about risk
management.
– The pervasiveness of the job
description
• Module 2: Competency Based
HRM
– The exact nature of a a
competency.
– The competency iceberg.
– Core competencies and technical
competencies.
– From vision and mission to
competency framework and
behavioral indicators.
– Examples of competency
frameworks.
– Competency based HRM.
– Examples of applying a
competency framework in hiring
and training.
The HR Certification Online Program - UoB 12
Course 1: Strategic HR Management
• Module 3: Strategic HRM and
Business Alignment.
– What is a strategy?
– Goals vs. objectives and targets.
– The hierarchy of goals and
cascading objectives.
– 7 steps to strategic management.
– The three critical success factors of
a strategy.
– Scanning the macro and
microenvironments.
– Writing a vision and mission
statements for the HR function.
– Strategy examples.
– HR strategic business alignment.
• Module 4: Strategic HRM – KPIs
and Balanced Scorecard.
– Setting objectives, measuring and
tracking performance.
– The exact nature of a KPI: From
metrics to KPIs.
– Characteristics of smart KPIs.
– Key result areas (KRAs) and key
performance indicators (KPIs).
– Turning a KPI into a S.M.A.R.T
objective.
– Lagging and leading HR indicators.
– The top 50 HR performance
indicators.
– Building the HR balanced score
card.
– HR business alignment revisited.
The HR Certification Online Program - UoB 13
Course 2: Recruitment, Selection & Talent Acquisition
• Module 1: Workforce Planning
(WFP) and Optimization (WFO)
– Difference between WFP and WFO.
– Aims and phases of WFP.
– An operational model for WFP and
analysis.
– Static vs. dynamic WFP.
– Common techniques for
forecasting the future demand for
employees.
– The role of data in WFO.
– Examples of WFO.
– Strategies for WFO.
• Module 2: Recruitment and
Selection
– Recruitment vs. selection.
– Strategic recruitment.
– The costs of poor selection.
– Survey of recruitment methods.
– Survey of selection methods.
– Reliability and validity of selection.
methods.
– The selection matrix.
The HR Certification Online Program - UoB 14
Course 2: Recruitment, Selection & Talent Acquisition
• Module 3: Effective Interviewing.
– Types of interviews and their
relative effectiveness:
• Biographical interviews.
• Situational interviews.
• Competency based interviews.
• Panel interviews.
– Preparing and conducting a
structured interview:
• The need for a structured interview.
• Phases of a structured interview
– Applying the S.T.A.R technique in
conducting competency-based
interviews.
– Designing a selection decision
matrix for hiring the right person
for the right job.
• Module 4: Talent Acquisition and
Management.
– Definition and scope of proactive
talent acquisition and
management.
– What talent management is really
all about.
– The talent management problem.
– Talent management and the
potential-performance grid.
– Best practices of talent master
organizations.
– Four modern principles for talent
acquisition and management.
– Twelve recommendations for
acquiring, developing and retaining
talent
The HR Certification Online Program - UoB 15
Course 3: The Total Compensation Management System
• Module 1: Overview of the Total
compensation Management
system (TCMS).
– Total compensation and the
hierarchy of needs.
– Characteristics of a TCMS.
– The compensation and benefits
cycle.
– Internal vs. external consistency in
designing a compensation system.
– The TCMS: an overview.
– Compensation components:
• Direct compensation
• Indirect compensation
• Module 2: Job Analysis (JA) and
Job Descriptions (JDs).
– Job analysis explained.
– Job analysis methods.
– Carrying out the job analysis
process.
– Conducting the job analysis
interview.
– Writing effective job descriptions:
• Components of a typical JD with job
evaluation in mind.
• Characteristics of an affective JD.
• Examples of results-based JDs.
The HR Certification Online Program - UoB 16
Course 3: The Total Compensation Management System

• Module 3: Job Evaluation (JE), • Module 4: Employee

Job Grading (JG) and Salary Engagement (EE), Recognition
Structures. and Total Rewards.
– The concept of JE.
– Understanding EE.
– Je methods with focus on factor
– The business case for EE.
points systems.
– Money and EE: what drives EE.
– Guidelines to follow in moving
form JE to JG. – Gallup’s 12 questions for
measuring EE.
– Job grades and pay ranges.
• Mid point differential
– Rewards and recognition:
• Range width • Rewards vs. recognition
• Broad band vs. traditional structures. • Examples of employee recognition
• Building employee recognition and
– Guideline for designing a salary rewards programs.
structure.
– Benefits programs

The HR Certification Online Program - UoB 17

Course 4: Training, Development and Career Management

• Module 1: the Training Cycle and • Module 2: Performance

Training Needs Analysis Management (PM) as a
– The training cycle. Development Tool.
– Five approaches to identify training – Characteristics of a high-
needs. performance business
– Training methodologies and their environment.
relative effectiveness. – The performance management
– Measuring training effectiveness: cycle:
• Cascading objectives.
• The Kirkpatrick approach
• Role of HR in designing and rolling out a
• The ROI of training PM system.
– Training and developing processes: • Role of line managers.
• Teaching • Role of individual employees.
• Training • The link between PM and individual
development.
• Coaching
• Developing – Designing a competency-based PM
• Counseling system: the ‘what’ an ‘how’ of a
• Mentoring job.

The HR Certification Online Program - UoB 18

Course 4: Training, Development and Career Management
• Module 3: Career Development
and Management.
– Managing in times of changing
people.
– Definition of career development.
– Foundations of a career
development culture.
– Essential elements in managing
careers.
– Career paths past and present.
– Career development as a change
agent.
– Roles and responsibilities in a
development culture.
• Module 4: Succession Planning
and Management (SP&M).
– Frequently asked questions about
SP&M.
– Definition of succession planning.
– Aims and reasons for establishing a
SP&M system.
– Succession planning policy and
procedures.
– Traditional succession planning is
dead; long live talent management.
– Setting up a SP&M program:
phases and action plans.
– Designing and managing an
individual development plan (IDP).
The HR Certification Online Program - UoB 19
Course 5: HR Transformation
• Module 1: The New role of HR as
Business Partner (HRBP).
– The HR business partner model:
Roles, Skills & Capabilities
• The fundamental Ulrich model.
• Four distinct HRBP jobs.
– HRBP job description.
– HRBP required capabilities.
– Top success factors for the role of
HRBP.
– 7 lessons learned from the HRBP
model.
• Model 2: HR’s Reinvention.
– Drivers for HR transformation
– HR technology – the future is here.
– Data literacy
• Two dimensions of literacy
• Examples of data literacy.
• Importance of data literacy for HR and
business.
•
Necessary behaviors for HR data literacy.
– HR’ reinvention: form benchmarking
and best practices to guidance
– Steps for implementing the guidance
process.
– Human capital initiatives.
The HR Certification Online Program - UoB 20
Course 5: HR Transformation
• Module 3: HR Leadership.
– Results based leadership.
– The eight leadership
communication behaviors.
– The HR leader as multiplier.
– Leadership soft skills for HR and
personal success:
• Why soft skills matter.
• Soft skills are really the hard ones.
• Soft skills required for the future of
work.
– Emotional intelligence: the sine
qua non of HR leadership
• Module 4: HR Analytics and
Business Intelligence for Modern
HRM.
– Business acumen for HR.
• Why is it important for HR
professionals.
• What does business acumen for HR
professionals entail.
• Behaviors of HR professionals exhibiting
strong business acumen.
• How to develop HR business acumen
– Examples of financial analysis for
HR management.
– HR analytics:
• Managing tomorrow today
• Tools of HR analytics
• The five steps of HR analytics
• Human capital metrics
• Advantages of predictive analytics
The HR Certification Online Program - UoB 21
The HR Certification Online Program - UoB 22
University of Balamand - Faculty of Business and Management
Union of Arab Banks
The HR Certification Online Program – Cohort 3 Meetings’ Schedule

January Session Duration (Hrs)

Monday 23 4
Tuesday 24 4
Thursday 26 4
Monday 30 4
Tuesday 31 4
Total 20 Hours
February
Thursday 2 4
End of Course 1
Monday 6 4
Tuesday 7 4
Thursday 9 4
Monday 13 4
Tuesday 14 4
Thursday 16 4
End of Course 2
Monday 20 4
Tuesday 21 4
Thursday 23 4
Monday 27 4
Tuesday 28 4
Total 48 Hours
March
Thursday 2 4
End of course 3
Monday 6 4
Tuesday 7 4
Thursday 9 4
Monday 13 4
Tuesday 14 4
Thursday 16 4
End of Course 4
Monday 20 4
Tuesday 21 4
Thursday 23 4
Monday 27 4
Tuesday 28 4
Thursday 30 4
End of Course 5
Total 52 Hours