Certified Human Resources Professional: From Traditional HR Role to Business Partner - Virtual Learning

Certified Human Resources Professional: From Traditional HR Role to Business Partner - Virtual Learning

Why Attend

HR professionals have to stop 'doing' and start 'delivering.' Therefore, HR has to transform into a credible business partner deserving a seat at the decision-making table. The door is wide open for human resources to become the business partner it always wanted to be rather than just another service function. Now more than ever, HR professionals need new skills and a whole new set of technical, behavioral, and emotional competencies to deliver strategic and tangible results. This course will cover the various HR functions, the critical results HR has to deliver, the key performance indicators for measuring HR performance, and the various competencies necessary for HR's success as a business partner. By the course's end, you will have the tools to revolutionize both yourself and your HR department. You'll emerge as a business partner capable of delivering tangible results and adding significant value to your organization.

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Course Methodology

This course is based on the latest research and best practices related to human resources management. It brings new experiences and examples to participants, as well as insights and understanding of what makes a successful HR business partner. The course uses an integrated mix of training approaches, including lectures, case studies, group activities, and sharing experiences. The course will end with an assessment of participants to prove their understanding of the program material. Passing the assessment will give them the right to earn their certificate of completion. 

Course Objectives

By the end of the course, participants will be able to:

  • List the four roles that make HR representatives credible business partners in a current organization
  • Use the organizational critical success factors to build competency matrixes and define performance criteria
  • Analyze your organizational/departmental workforce needs and actively contribute to the recruitment and selection process
  • Contribute to and facilitate the design of a quantitative performance management system and a matching talent development and management scheme
  • Define accountabilities, draft job descriptions, evaluate jobs, and contribute to the design of salary structure
Target Audience

Human resources managers , business partners, team leaders, and specialists.

Target Competencies
  • Strategic thinking and planning 
  • Workforce planning
  • Recruitment and selection 
  • Performance management 
  • Talent management 
  • Compensation and benefits 
Course Outline
  • HR Business Partner: An Overview
    • Four roles to play
      • Definition and objectives of modern HR management
      • Main roles of HRBP
        • Management of strategic HR
        • Management of firm infrastructure
        • Management of employee contribution
        • Management of transformation and change
        • Interpersonal effectiveness in applying HR policies and procedures
  • Fundamentals of HR Management
    • The link between strategy and performance
    • Organizational versus HR Key Results Areas (KRAs)
    • Measuring HR KRAs through SMART Key Performance Indicators (KPIs)
    • Competency-based HR management
      • Competency definition
      • Types of competencies
      • Job analysis as a mean to define critical competencies
  • Talent Acquisition
    • The planning element: Workforce planning
    • Recruitment
      • Defining requirements
      • effectiveness of various recruitment channels
      • Shortlisting criteria
    • Selection
      • Selection methods and validity of each
      • Behavioral simulations
      • Competency-based interviews
      • Quantitative selection criteria
    • HRBP talent acquisition dashboard
  •  Performance and Talent Management
    • The predominance of business results
    • Importance of the KPI language in defining performance criteria
    • Considerations when designing a performance management system
    • The foundations for talent management
      • Learning and development framework              
      • Identification of critical positions and high potentials
      • The development roadmap: a holistic approach
    • HRBP performance and talent management dashboard
  • Compensation and Benefits
    • Defining jobs and accountability framework
    • Job evaluation
    • Meirc’s job evaluation system
    • Salary surveys as an essential tool for designing salary structures
    • Salary structure
    • HRBP compensation and benefits dashboard
Society for Human Resource Management (SHRM)

Meirc is recognized by the Society for Human Resources Management (SHRM) as a Recertification Provider. This recognition implies that participants who attend any of the SHRM approved programs delivered by Meirc Training & Consulting will earn a number of Professional Development Credits (PDCs) which will help them maintain their certification in SHRM-CP or SHRM-SCP.

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MPC Certifications
Meirc Professional Certificate (MPC)

MPC certified courses by Meirc Training & Consulting are designed for those willing to challenge themselves and go the extra distance. Participants who fully attend an MPC course and successfully complete the test on the last day, will receive a Meirc Professional Certificate (MPC), in addition to the one they receive for full attendance. MPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.

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