The Advanced Certificate in Human Resources Management (ACHRM) Training
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Program Overview
The Advanced Certificate in Human Resource Management (SHRM ACHRM) Preparation is an advanced training course designed to support HR professionals in enhancing their skills and achieving professional excellence standards. The training focuses on providing the knowledge and practical tools necessary to improve organizational performance, with comprehensive preparation to pass the (SHRM ACHRM) exam.
The program combines expert instruction, the 2023 SHRM Learning System, and peer interaction to deliver a comprehensive and effective learning experience.
Program Outline
Course Duration:
- 8 weeks - 43 training days - 129 training hours
Training Schedule:
- Synchronous live online training - 3 hours daily from 6 PM to 9 PM.
Language of Instruction:
- Arabic
Training Objectives:
- Understand the fundamentals and practices of human resources management according to the SHRM framework.
- Design HR strategies that support organizational goals.
- Attract talent and develop employees to meet future organizational needs.
- Apply effective employee performance management and improvement planning tools.
- Design comprehensive compensation strategies that ensure compliance with organizational needs.
- Develop strategies to improve workplace culture and increase employee engagement.
- Analyze HR data to make decisions that support organizational performance.
- Understand global practices and manage multicultural and remote teams.
- Comprehensive review of SHRM-ACHRM exam domains using practical strategies.
Program Modules:
- Week 1: Strategic Workforce Planning.
- Part 1: Introduction to Workforce Planning.
- Linking organizational planning and workforce planning to organizational strategy.
- Part 2: Establishing the Organizational Structure for Workforce Planning.
- The importance of workforce planning.
- Establishing the organizational structure for the workforce planning process.
- Part 3: Supply and Demand Analysis.
- Analyzing supply within the organization.
- The organization's workforce profile.
- Types of data within the organization.
- Internal historical workforce trends within the organization.
- Competency assessment within the organization.
- Measuring employee behaviors within the organization.
- Analyzing workforce demand within the organization.
- Organizational recruitment trends.
- Workload analysis within the organization.
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- Part 4: Gap Analysis and Solution Development.
- Gap analysis.
- Initiative design.
- Scenario planning.
- Part 5: Implementation and Evaluation.
- Implementation and communication.
- Evaluation using appropriate criteria.
- Part 6: Practical Case Study.
- Final unit test.
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- Week 2: Human Resource Development.
- Part 1: Understanding Organizational Alignment.
- The strategic HR plan.
- HR development and strategic alignment.
- Part 2: Assessing Organizational Needs.
- Needs assessment.
- Data collection.
- Data analysis.
- Innovation.
- Communication.
- Part 3: Learning Methodologies.
- Characteristics of adult learning.
- Elements of formal learning programs.
- Elements of informal learning programs.
- The ADDIE model.
- Part 4: Development Activities.
- Case study on workplace skills.
- Organizational development approaches for development.
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- Part 5: Development Activities.
- Components of career development.
- How to develop employees.
- Roles in career development management.
- Individual development plans.
- Part 6: Leadership Development.
- Leadership.
- Understanding organizational cultures.
- Preparing leaders.
- Part 7: Training Activity Planning.
- Role-playing through activities.
- Final unit test.
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- Week 3: Talent Acquisition and Succession Planning.
- Part 1: Talent and Organizational Communication.
- Identifying talent acquisition mechanisms.
- Linking talent acquisition to the organization's overall image.
- Talent retention plan and implementation methods.
- Trends in talent acquisition.
- Part 2: Employment Branding.
- Employment branding objectives.
- Building an employment brand.
- Part 3: Recruitment.
- The importance of working with an effective recruitment methodology.
- Indicators that affect recruitment.
- Creating a strategic recruitment plan.
- Part 4: Recruitment Sources and Talent Targeting.
- Types of job applicants.
- Recruitment sources.
- Creating a recruitment plan.
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- Part 5: Interviews.
- Identifying selection criteria.
- How to conduct interviews.
- Part 6: Evaluation and Testing.
- Philosophy formation.
- Selecting the best.
- Part 7: New Employee Onboarding.
- What does new employee onboarding mean?
- How does new employee onboarding affect the organization?
- Basic steps for new employee onboarding.
- Part 8: Succession Planning.
- Understanding the relationship between the organization.
- Developing and implementing a succession plan.
- Final unit test.
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- Week 4: Human Capital Analytics.
- Part 1: Introduction to Human Capital Analytics.
- Evaluation methodology and data collection methods.
- Part 2: What to Measure and How to Collect Data.
- Data measurement methodology.
- Identifying research questions.
- Key performance indicators.
- Part 3: Data Analysis and Use of Results.
- Highlighting workforce needs.
- Applying impactful analytics.
- Data automation and modeling.
- Part 4: Communication and Presentation of Results.
- Preparing and presenting analysis results.
- Part 5: Human Capital Maturity.
- Analyzing human capital maturity.
- Part 6: Concluding Activities.
- Simulation and application activities.
- HR news.
- Final unit test.
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- Week 5: Total Rewards.
- Part 1: Understanding Total Rewards.
- The rewards system and its various levels and values.
- Part 2: Compensation.
- What is a compensation system and why is it important in the organization?
- Employment contracts.
- Part 3: Designing a Compensation Structure.
- Linking compensation to organizational needs and goals.
- Compensation as a rewards tool.
- Linking broad compensation ranges.
- Part 4: Implementing a Sustainable Compensation Management System.
- Problems associated with salary adjustments.
- Management decisions.
- Regulatory compliance.
- Salary increases.
- Salary disparities.
- Compensation system evaluation.
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- Part 5: Incentives.
- The incentives system.
- Incentive plans for specific employee types.
- Part 6: Benefits.
- Government-mandated regulations and voluntary benefits.
- The impact of data on benefits design.
- Final unit test.
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- Week 6: Employee Engagement and Relations.
- Part 1: The Impact of Organizational Culture on the Organization.
- Organizational communication.
- Organizational culture.
- Effective leadership culture.
- Part 2: Linking Organizational Culture and Employee Engagement.
- Employee engagement.
- Employee reception.
- Part 3: Work-Life Balance and Flexible Work Arrangements.
- Productivity.
- Alignment between corporate social responsibility and organizational values.
- Part 4: Ethics and Values.
- Ethical standards.
- Ethical decision-making framework.
- Creating a culture based on ethics and values.
- Final unit test.
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- Week 7: HR Business Partners.
- Part 1: Clarifying Your Skills as a Business Leader and HR Professional.
- Understanding the organization, industry, competitors, and customers.
- Identifying the institutional relationship to improve the work environment.
- Building organizational capabilities as a strategic contributor.
- Following metrics and indicators valued by leaders and managers.
- Knowing how HR can make a difference.
- Reading data.
- Part 2: Supporting Leadership and Implementing Organizational Change.
- Changing past complexities and their impact.
- Identifying key initiatives that require change management processes.
- The individual transition curve.
- Knowing the signs of employee resistance or support.
- Implementing change.
- Communicating during the change process.
- Basic change rules.
- Facilitating change efforts and supporting leaders during change.
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- Part 3: Team Leadership.
- Characteristics of an effective team.
- The basic map of the team's role.
- The first team meeting.
- Part 4: Meetings and Influence.
- Upward communication: advocacy and inquiry.
- Horizontal communication: communication across channels.
- Top-down communication: enabling communication.
- Communication alignment.
- Presenting ideas clearly.
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- Part 5: Influence Skills.
- Identifying needs and priorities.
- Influence models.
- Collaboration and win-win solutions.
- Using influence within change efforts.
- Part 6: Coaching Leaders and Managers.
- HRBP role as a coach.
- Coaching model.
- Linking performance management to organizational goals.
- Feedback effectiveness.
- Coaching and feedback scenarios.
- Part 7: Facilitation Skills.
- The business partner's role as a facilitator.
- Opportunities to support the organization.
- Key facilitation skills.
- Meeting facilitation plans.
- Facilitation practice.
- Part 8: Aligning Strategy with the Organization.
- Organizational strategies and plans.
- Identifying HR requirements.
- Final unit test.
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- Week 8: Strategic Human Resource Management.
- Part 1: Introduction to Strategic Human Resource Management.
- Part 2: Understanding Organizational Strategy.
- Identifying strategy within the organization.
- Types of strategies within the organization.
- Added values.
- The strategic planning process.
- Metrics and analytics.
- Case study: Performance steering systems (Part 1).
- Part 3: Formulating HR Strategy.
- Identifying the basic needs of the HR strategy.
- Planning the development of the HR strategic plan.
- Case study: Performance steering systems (Part 2).
- Part 4: Developing Organizational Needs for HR Strategies.
- Considerations of organizational needs.
- Explaining organizational needs.
- Culture and self-practices for your business case.
- Part 5: Building Working Relationships Through Effective Consulting Skills.
- The five skills of consulting.
- Part 6: Workforce Analysis and Balanced Scorecards.
- Developing analyzable metrics.
- Recording balanced scorecard results.
- Final unit test.
Training Methodology:
- Interactive lectures to enhance theoretical understanding.
- Case studies and practical exercises.
- Assessment tests and simulation tests.
Program Accreditations:
- Accredited by the Human Resources Development Fund (Hadaf), which provides support allowing for full reimbursement of program fees.
- Accredited by the Society for Human Resource Management (SHRM), the world's largest HR organization. SHRM offers internationally recognized professional certifications and relies on global standards to support excellence in HR management.
- Accredited by the Technical and Vocational Training Corporation (TVTC), a government entity that contributes to achieving Saudi Vision 2030 by empowering national cadres with advanced technical and training programs, fostering a sustainable skills- and competency-based economy.
Program Enrollment Requirements:
- Experience and knowledge of HR fundamentals and concepts are preferred.
- A computer with a stable internet connection, headphones, and a microphone.
- No prior knowledge of the topics covered is required, as the program covers all aspects.
Who Should Attend?
- HR specialists, managers, and consultants.
- Leaders, executives, and human capital analysts.
- Those who wish to obtain the SHRM ACHRM certification.
Testimonials
Frequently
Asked
Questions
What is Tharwah?
We are a Saudi-based firm that specializes in human capital advisory services. Since our founding in 2012, we have been dedicated to enabling the development of human capital in organizations and contributing to achieving their strategic goals. We also assist them in selecting and developing promising talent, while offering advice on strengthening employee job engagement and continuous development to ensure high-performance sustainability.
Who is the founder of Tharwah?
Abdullah ALZahrani is the founder and CEO of Tharwah, he holds a master’s degree in human resources management from the University of Minnesota, USA, and has extensive experience of over 18 years in this field. He began his career in leading companies such as Aramco and Sadara.
What is Tharwah’s vision?
We aim to become a leading expert center in the field of human capacity development by delivering best-in-class solutions that meet global standards while taking into account local understanding.
What are the services provided?
We offer a diverse range of services in the fields such as human development, capability-building, and talent development, including the following: Management Consulting, Organisational Excellence, Talent & Leadership Development, and Talent Management.
How does Tharwah contribute to empowering human capabilities?
At Tharwah, we believe that the success of organizations stems from the success of their employees. Therefore, we provide exceptional services in the field of human resources that contribute to empowering capabilities and discovering talents to elevate them in organizations and societies.
Where is the head office of Tharwah located?
The Company’s head office is located in the capital, Riyadh, Al-Narjis district. Other locations where we have branches include Jeddah, Dammam, Dubai, and Egypt.