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2 Certified Human Resource Manager (CHRM) Session No Subject Introduction to Management, Planning, Organizing, Leadership, Controlling & Decision Making, HR Management & Planning, Job Analysis, Recruitment Selection and Testing Techniques, Establishing Strategic Pay Plans (Compensation and Benefits), Training & Development, Performance Management, Implementing Productivity Improvement Programs, Motivation, Negotiation. Examination Date Day Date 1/11/ /11/ /11/ /11/ /11/ /11/ /11/2016 2/11/ /11/ /11/ /11/2016 0/11/ /12/2016 No. of Training Hours Timing Introduction This Certification Program is a core certification program of the American Certification Institute. This program offers the designation of CHRM (Certified Human Resource Manager to candidates who demonstrate their understanding of the fundamentals of the profession through the successful completion of rigorous professional certification examinations based upon the HUMAN RESOURCE BODY OF KNOWLEDGE. (HRBOK). CHRM is offered in Jordan through UITI United Institute Training Intermediary the exclusive representative of the ACI in Jordan Requirements for certification A minimum of one (1) year experience in human resource management. Or a Bachelor's degree. One letter of recommendation from a senior manager attesting to your qualifications for certification as well as your ethical character is required. You must complete and submit the application. Program Duration: The Program is covered in 6 hours delivered hours per session. Examinations Completion of the certification program requires completion of multiple choice examinations. The examinations are prepared by a Board of Examiners consisting of a range of Certified, Sustaining, and Educator Members. The examination is paper- based administered by UITI the only accredited examination center for the ACI in Jordan Professional Designation Successful candidates are granted the designation of CHRM. The designations may be used just as similar recognitions are employed in accounting, insurance, medicine, law, and other professions. Either the full expression or the initials may be used after the individual's name on business cards, stationery, etc. N

3 Modules: Module 1. Introduction to Management Module 2. Planning a) Management Key Concepts b) Managerial Functions c) Management Levels d) Managerial Roles e) Managerial Skills f) Management Challenges g) The Evolution of Management Theory a) Planning Process Stages b) Levels of Planning c) Characteristics of Plans d) Types of Plans e) Who Plans? f) Why Planning is Important g) Strategy Formulation h) The Five Forces Module. Organizing a) Designing Organizational Structure b) Factors Affecting Organizational Design c) Determinants of Structure d) Job Design e) Job Characteristics Model f) Types of Structures Module 4. Leadership a) Leadership Concept b) Leading versus Managing c) Sources of Power d) Power Strategies e) Leadership Theory Approach f) Gender and Leadership Module 5. Controlling. a) Controlling Concept b) Types of Control c) Control Process Steps d) Organizational Control Systems Module 6. Decision Making a) Decision Making Concept b) Types of Decision Making c) Decision Making Models d) Decision Making Steps e) Cognitive Biases f) Group Decision Making O

4 Module 7. HR Management & Planning Module 8. Job Analysis Module 9. Recruitment a) HR Management Concept b) HR Functions c) HR Planning Concept d) Linking HR Planning Practices to Competitive Advantage e) Objectives of Human Resource Planning f) Benefits of HR Planning g) HR Planning Tools a) Job Analysis Concept b) Linking Job Analysis to Competitive Advantage c) Uses of Job Analysis d) Steps in Job Analysis e) Job Analysis Tools f) Documenting Job Analysis Information a) What is Recruitment & Selection? b) Linking Recruitment to Competitive Advantage c) Attract Highly Qualified Applicants d) Factors Influencing Applicant Decisions e) Recruitment Planning Steps f) Internal Vs External Recruitment g) Methods of Internal Recruitment h) Methods of External Recruitment i) Factors Affecting the Choice of Recruitment Methods j) Realistic Job Preview. Module 10. Selection and Testing Techniques a) Linking Selection to Competitive Advantage b) Selection s validity & Reliability. c) Selection Methods Application blanks Biodata inventories Background investigations Reference checks Employment interviews Employment tests Assessment centers Module 11. Establishing Strategic Pay Plans (Compensation and Benefits) a) Total Compensation Concept. b) Linking Compensation Practices to Competitive Advantage c) Equity Theory d) Achieving Internal Consistency e) Job evaluation f) Job Classification g) Establishing Pay Rates through Job Evaluation P

5 Module 12. Training & Development a) Training vs. Development b) Linking Training & Development Practices to Competitive Advantage c) Types of Training d) The Instructional Process Deciding what to teach Deciding how to maximize participant learning Choosing the appropriate training methods Ensuring that training is used on the job Determining whether training programs are effective e) Training Need Analysis Methods f) ADDIE Methodology g) Succession Planning Module 1. Performance Management a) What is Performance Management and its Comparison with Performance Appraisal. b) Linking Performance Appraisal Practices to Competitive Advantage c) The Strategic Importance of Measuring Performance and Providing Feedback d) Deciding What to Measure e) Timing f) Participants in Performance Measurement and Feedback g) Performance Appraisal Formats h) The Rating Process i) Providing Feedback j) Team Appraisal and Feedback k) Roles and Responsibilities of the HR Triad Module 14. Implementing Productivity Improvement Programs a) Productivity Improvement Programs and Competitive Advantage b) Desirable Employee Behaviors c) Types of Rewards d) Expectancy Theory Model e) Types of Productivity Improvement Programs f) Standards for Effective Pay-for-Performance Programs g) Merit Pay h) Piece Rate Plans i) Gain sharing Plans j) Profit-Sharing Plans k) Employee Empowerment Programs Informal Participative Decision-Making Informal Participative Decision-Making Job Enrichment Strategies Quality Circles Self-Managed Work Teams Module 15. Motivation a) Motivation Definition b) Motivation Equation c) Expectancy Theory d) Need Theory e) Equity Theory f) Goal Setting Theory g) Learning Theory h) Pay and Motivation Module 16. Negotiation a) Basics of Negotiation b) Negotiation Tactics Q