Rapidly changing workplace initiatives, legal landscapes, technology and workplace culture require HR professionals to think beyond organizational policies. HR must be strategic in ways that benefit the organization and prove a Return on Investment (ROI). The Strategic Human Resources Management program provides the knowledge and practical skills for human resources administration and management. The content is based on the essential knowledge and expertise identified by the Society for Human Resource Management (SHRM) in the United States. Course Participants will be able to: - Determine the human resources challenges that are most important to their own organization - Learn a simple process to examine human resources issues from a strategic perspective - Assess the integration of their organization's mission and culture into their human resource management practices - Understand their role in the success of all business functions - Learn how to evaluate when to increase or decrease staffing levels - Create job descriptions that improve ability to select good employees - Develop interview questions that effectively screen job candidates - Identify the essential elements of a successful recruitment strategy - Evaluate their organization’s current on-boarding program - Identify the criteria for a successful performance management process - Learn how to conduct a learning needs assessment - Create a sample organizational training program - Develop a sample employee development plan - Identify cost effective employee development strategies - Identify the factors to consider when setting employee compensation levels - Evaluate their organization employee benefits and discuss ways to improve them - Learn how to assess employee engagement - Create a plan to sustain or achieve a high level of employee motivation - Determine the steps necessary to handle employee exits - Determine the steps necessary to effectively manage a poorly performing employee - Learn how to create a positive workplace culture and successfully lead their organization through culture change For registration and further details, kindly contact Kris at kris@360bsi.com

1. 1Tel: +60 16 3326 360 Fax: +603 9205 7788 kris@360bsigroup.com
“Catherine is a wonderful trainer. She facilitates a dynamic
workshop, incorporating exercises and opportunities for
participants to interact with one another.”
Catherine Mattice is experienced in organizational
communication,customer relations,human resources,
business development,management and training.
She specializes in providing solutions for negative
behaviors in the workplace,and helping her clients
realize positive corporate cultures through systemic
action plans.
Mattice is also a subject matter expert on the topic of
workplace bullying,having researched and published
in that area since 2004.
Mattice is co-author of the book,Back Off! Your Kick-Ass
Guide to Ending Bullying at Work.She has also
published in a variety of other venues,including two
books and over 40 trade magazines such as HR Times,
the Journal of Employee Assistance,Personal
Development Magazine,and Training & Development
Magazine.She has also appeared in USA Today,Inc
Magazine and MSNBC as an expert,and presented her
research and training programs at national and
international conferences.
Mattice is active in the International Association for
Workplace Bullying & Harassment (IAWBH) and
Past-President of the American Society of Training &
Development (ASTD).She is also an adjunct professor
at National University,Southwestern College,and
Brandman University,where she teaches
communication courses.
Mattice has worked with such clients as the American
Red Cross,United States Marine Corps Recruit Depot
(MCRD),Kaiser Permanente,San Diego County Sheriff’s
Dept.,and a variety of other government,non-profit,
and private sector businesses.
Qualifications:
• MA Communication - San Diego State University
• Certified in Kirkpatrick’s Four Level Training Evaluation
• Certified Practitioner in Neuro-Lingustic Programming
• Certified Senior Professional in Human Resources
(SPHR)
PROFILE
President
Civility Partners LLC
Catherine M. Mattice
MA Communications. SPHR
YOUR INTERNATIONAL
COURSE FACILITATOR
By the end of this course,delegates will:
• Determine the human resources challenges that are most important to their
own organization
• Learn a simple process to examine human resources issues from a strategic
perspective
• Assess the integration of their organization's mission and culture into their
human resource management practices
• Understand their role in the success of all business functions
• Learn how to evaluate when to increase or decrease staffing levels
• Create job descriptions that improve ability to select good employees
• Develop interview questions that effectively screen job candidates
• Identify the essential elements of a successful recruitment strategy
• Evaluate their organization’s current on-boarding program
• Identify the criteria for a successful performance management process
• Learn how to conduct a learning needs assessment
• Create a sample organizational training program
• Develop a sample employee development plan
• Identify cost effective employee development strategies management
• Identify the factors to consider when setting employee compensation levels
• Evaluate their organization's employee benefits and discuss ways to improve
them
• Learn how to assess employee engagement
• Create a plan to sustain or achieve a high level of employee motivation
• Determine the steps necessary to handle employee exits
• Determine the steps necessary to effectively manage a poorly performing
employee
• Learn how to create a positive workplace culture and successfully lead their
organization through culture change
INTRODUCTION
Rapidly changing workplace initiatives,legal landscapes,technology and workplace
culture require HR professionals to think beyond organizational policies.
HR must be strategic in ways that benefit the organization and prove a Return on
Investment (ROI).The Strategic Human Resources Management program
provides the knowledge and practical skills for human resources administration
and management.
The content is based on the essential knowledge and expertise identified by the
Society for Human Resource Management (SHRM) in the United States. Please note
that this course is not an HR compliance course,but a course about using and
managing human capital strategically. All of the sessions are facilitated discussions
– they feature a high degree of participant interaction,hands-on activities,and
tools and resources that can immediately be applied back at work.
Prior to the course,participants are asked to define one goal that they would like to
complete (e.g.update a program,develop an initiative,solve an employee issue) as
a result of attending this course.This will ensure attendees are able to implement
some of what they learned immediately as they work towards achieving that goal.
LEADERSHIP &
MANAGEMENT
SERIES
10 - 12 AUGUST 2014
RADISSON BLU
DUBAI DEIRA CREEK
UNITED ARAB EMIRATES
STRATEGIC
HUMAN RESOURCES
MANAGEMENT

2. 2
COURSE SCHEDULE
8.00
8.30
10.30 - 10.50
12.30 - 13.30
15.00 - 15.20
16.30
Registration & Coffee/Tea
Workshop commences
Morning coffee/tea
Lunch
Afternoon coffee/tea
End of day
HR professionals who find themselves
managing HR as part of many other functions
The accidental HR Manager
Professionals new to HR
HR Assistants and Coordinators
The course is suitable for anyone who wants to
better manage HR functions, whether at the
organisational or individual level.
WHO SHOULD ATTEND
WHY THIS EVENT
360 BSI recognizes that there is a significant gap
that occurs between training delivery and
successful implementation.
All of the sessions are facilitated discussions –
they feature a high degree of participant
interaction, hands-on activities, and tools and
resources that can immediately be applied back
at work.
The focus will be on developing participant
confidence and providing techniques that help
to develop a rapport with people.
After the training, you can expect to be able to
handle performance well in a wide variety of
situations with confidence and positivity.
DAY3 EMPLOYEE RELATIONS
Examining compensation and benefits from a strategic perspective
Setting employee compensation levels
Determining low and no-cost benefit programs
Evaluating your current benefits program
The importance of a positive organizational culture
Measuring employee attitudes
Handling employee greivances and complaints
Disciplining employees
Developing a vision and values around a positive organizational culture
Helping managers and leaders implement a strategic organizational culture
Successfully leading an organization through positive culture change
Now that course participants understand how to operate HR from a strategic
perspective, recruit and on-board employees, implement performance
management programs, and conduct training and development initiatives,
the final portion of this course will ensure they maintain employee
engagement and satisfaction that will result in high quality work that can
beat competitors.
DAY2 DEVELOPING EMPLOYEES &
REWARDING GREAT PERFORMANCE
Examining employee development from a strategic perspective
Defining on-boarding and its value to employee performance
Evaluating current on-boarding program and develop areas for improvement
Defining performance management
Connecting performance management to organizational strategy
The performance management cycle
Defining criteria of a successful performance management program
Adult learning and theories of motivation
Understanding organizational training needs
Creating training programs that result in behavior change
Employee performance, measurement and feedback
Developing a sample employee development plan for a growing employee
Maximizing employee development on a limited budget
Advantages and disadvantages to different appraisal methods
This section will provide learners with all of the tools needed to develop an
organization’s most valuable asset: Human Capital. Organizational
development, adult learning, training and development, talent management
and performance management are all discussed.
DAY1 STRATEGIC HUMAN RESOURCES
MANAGEMENT
What is strategic human resources management?
Functions of strategic human resources management
Examining HR from a strategic perspective
Understanding strategic planning and HR’s role in it
Aligning HR with organizational strategy and mission
Where to find answers when you don’t know them
Examining staffing from a strategic perspective
Workforce planning – evaluating current staffing against future needs
Conducting job analysis and creating job descriptions
Developing behavior based interview questions
Discussing the advantages and disadvantages of different types of interviews
The power of a recruiting strategy and the successful elements of one
Creating a sample recruiting strategy
Steps to exit an employee, and having the exit interview
This section of the course will discuss human resources (HR) as a strategic
function within an organization. It provides insight as to how HR participates
in creating and carrying out an organization’s business strategy, and
supports other functions in their strategic roles as well. Recruitment and
selection as a strategic activity will also be covered.
COURSE
CONTENT

3. OTHER COURSES BY 360 BSI
Persuasive Business Writing
Finance & Capital Investment Analysis
Document & Records Management
Powerful Business Communication & Presentation Skills
Total Training Needs Analysis
360 BSI is passionate about providing strategic technical
programs & high potential training solutions across the region
to build personal competencies and organizational capability.
You will receive practical training from a professionally
qualified educator with over twenty years of teaching and
training experience.
Please feel free to mix-and-match topics from the areas listed
below to get the right training content for your staff. Other
topics may be available upon request.
IN-HOUSE TRAINING
Payment is required within 5 days upon receipt of
the invoice.
All payments must be received prior to the event date
PAYMENT DETAILS
Thank you for your registration!
* Save up to 50% for In-house Training programs
Hotel Contact Details:
REGISTRATION FORM
Fax: +603 9205 7788
Tel: +603 9205 7772
Mobile: +6016 3326 360
Email: kris@360bsigroup.com
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DELEGATES
AUTHORIZATION
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Name :
Job Title :
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Organization :
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Signature : Date: / /
Substitutions are welcome at any time. Please notify us at
least 2 working days prior to the event. All cancellations will
carry a 10% cancellation fee, once a registration form is
received. All cancellations must be in writing by fax or email
at least 2 weeks before the event date. Cancellations with
less than 2 weeks prior to the event date carry 100% liability.
However, course materials will still be couriered to you.
General Information:
Registrations close ONE (1) week before the training dates.
The fees cover lunch, tea breaks, materials and certificate.
Official confirmation will be sent, once registration has been
received.
Participants will need to arrange their own accommodation.
Attire: Smart Casual
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3
4
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Cancellations/Substitutions
10 - 12 AUGUST 2014
RADISSON BLU
DUBAI DEIRA CREEK
UNITED ARAB EMIRATES
The fee does not include any taxes (withholding or otherwise). In case of any taxes applicable
the client has to ensure that the taxes are paid on top of the investment fee paid for the course.
Compliance with the local tax laws is the responsibility of the client.
For Room Reservation, contact for 360 BSI corporate rates.
Telephone: 00971 4 2057105 Fax: 00971 4 2234698
E-mail: reservations.dxbza@radissonblu.com
Radisson BLU Hotel, Dubai Deira Creek
Baniyas Road, P.O. Box 476, Dubai, UAE
USD 10,000 - Special for Group of 5
USD 6,600 - Special for Group of 3
USD 2,695 per delegate
Bank transfer:
360 BSI MIDDLE EAST LIMITED
Abu Dhabi Commercial Bank
Dubai Mall Branch, P.O.Box 49124 Dubai, U.A.E
Account No: 10065721319001
Swift No: ADCBAEAAXXX
IBAN No: AE780030010065721319001
(please tick as appropriate)COURSE FEES
3360 BSI (M) Sdn Bhd (833835-X), Level 8 Pavilion KL, 168 Jalan Bukit Bintang, 55100 Kuala Lumpur, Malaysia.© www.360bsi.com
STRATEGIC
HUMAN RESOURCES
MANAGEMENT