Job details
My client is a high-performing financial services organisation with a significant brand presence in the Middle East and exciting plans to expand internationally. They are now seeking to hire a commercially minded HR Business Partner with strong client facing experience who is looking to take their next step. Reporting into the Head of HR you will be responsible for the day to business as usual activities as well as working with your client groups through a number of exciting high profile change projects. The successful candidate will ideally have financial services experience and have a proven track record in business partnering within a commercial environment. In addition, experience of working on change projects whilst fulfilling an operational advisory role is key for this position. The team are looking for someone who has a focus on continuous improvement and who will be able to deliver quality results with a positive and influential style. Arabic speaking is essential. SR Group is acting as an Employment Agency in relation to this vacancy. The successful candidate will ideally have financial services experience and have a proven track record in business partnering within a commercial environment. In addition, experience of working on change projects whilst fulfilling an operational advisory role is key for this position. The team are looking for someone who has a focus on continuous improvement and who will be able to deliver quality results with a positive and influential style. Arabic speaking is essential. About The Company Frazer Jones identifies Human Resource professionals across all markets in almost every geographical location. Developing long-term business relationships with our clients, Frazer Jones provides honest, commercial and professional advice, consistently delivering great value and the very best candidate introductions for clients. Our candidate attraction methodology embraces networking, search and advertised selection and we have consistently harnessed new media technology to ensure that we source from the widest geographical range of candidates. The Frazer Jones team is positioned throughout the Middle East, Europe and Asia Pacific providing a unique network enabling us to successfully identify HR professionals globally who cover several countries or continents. Over the years, we have worked hard to build a reputation for quality and integrity and our success is based on our detailed market knowledge and our straight-talking approach. With our focus on HR and our global approach, Frazer Jones has been mapping the global HR market since 1996, resulting in exceptional HR candidate shortlists in competitive timeframes. Our activities encompass the entire HR spectrum, including: • Talent Management • Leadership • Resourcing & Recruitment • Generalist • Compensation/Remuneration & Benefits • Employee Relations • Industrial Relations • Organisational Design/Organisational Development • Change Management • Consultants – In-house and Management Consultants • HR Policy • e-HR • Expatriate Administration • HRIS • Management Development, Learning & Development #J-18808-Ljbffr
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We've broken down this human resource management course into several manageable modules which we believe will assist you to easily grasp each concept - from the fundamental to the most advanced aspects of the course. It really is a sure pathway to success.<br /> <br /> All our courses offer 3 months access and are designed to be studied at your own pace so you can take as much or as little time as you need to complete and gain the full CPD accredited qualification. And, there are no hidden fees or exam charges.<br /> <br /> Furthermore, you can check the validity of your qualification and verify your certification on our website at any time.<br /> <br /> So, why not improve your chances of gaining professional skills and better earning potential by enrolling human resource management course.<br /> <br /> <strong>COURSE CURRICULUM of Human Resource Management Diploma<br /> <br /> Module: 1</strong> <ul> <li> Defining Human Resources</li> <li> Performing a Skills Inventory</li> <li> Forecasting Techniques</li> <li> Job Analysis</li> <li> Identifying Job Competencies</li> <li> Position Profiles and Job Descriptions</li> <li> Do You Really Need to Hire?</li> <li> Finding Candidates</li> <li> Advertising Guidelines</li> <li> Screening Resumes</li> <li> Preparing for the Interview</li> <li> Conducting the Interview</li> <li> After the Interview</li> <li> Employee Orientation and Onboarding</li> <li> Follow the Leader</li> <li> Planning Training</li> <li> Working With External Providers</li> <li> Performance Reviews</li> <li> Attendance Management</li> <li> Managing a Diverse Workforce</li> <li> Privacy Issues</li> <li> Compensation and Benefits</li> <li> Managing Disciplinary Issues</li> <li> Terminating Employees</li> <li> Exit Interviews</li> </ul> <strong>Module: 2</strong> <ul> <li> Defining Accountability</li> <li> Creating an Accountable Organization</li> <li> Setting Goals and Expectations</li> <li> Doing Delegation Right</li> <li> Offering Feedback</li> </ul> <strong>Module : 3</strong> <ul> <li> History of the Interviewing Process</li> <li> The Recruitment and Selection Process</li> <li> Factors in the Hiring Process</li> <li> Cost Analysis</li> <li> Job Analysis and Position Profiles</li> <li> Determining the Skills You Need</li> <li> Finding Candidates</li> <li> Advertising Guidelines</li> <li> Screening Resumes</li> <li> Performance Assessments</li> <li> Problems Recruiters Face</li> <li> Interviewing Barriers</li> <li> Non-Verbal Communication</li> <li> Types of Questions</li> <li> Case Study</li> <li> Traditional vs. Behavioral Interviews</li> <li> Other Types of Questions</li> <li> The Critical Incident Technique</li> <li> Listening for Answers</li> <li> Difficult Applicants</li> <li> Interview Preparation and Format</li> <li> Other Interview Techniques</li> <li> Scoring Responses</li> <li> Checking References</li> <li> Human Rights</li> </ul> <strong>Module: 4</strong> <ul> <li> Building Employee Commitment and Engagement</li> <li> Perception</li> <li> Fast-Track Orientation</li> <li> Designing a Successful Orientation Program</li> <li> The Commitment Curve</li> <li> Nine Orientation Habits of World-Class Employers</li> <li> Obtaining Buy-In</li> <li> Employee Training</li> <li> Adult Learning</li> <li> Creating Employee Manuals</li> </ul> <strong>Module: 5</strong> <ul> <li> Defining Onboarding</li> <li> Creating the Onboarding Steering Team</li> <li> Gathering Supporting Information</li> <li> Developing the Framework</li> <li> Creating an Onboarding Plan</li> <li> Branding the Program</li> <li> Understanding Employee Engagement</li> <li> Fun and Games</li> </ul> <strong>Module: 6</strong> <ul> <li> What Does a Positive Environment Look Like?</li> <li> What Can I Do?</li> <li> Team Player</li> <li> Effective Workplace Relationships (I)</li> <li> Effective Workplace Relationships (II)</li> </ul> <strong>Module: 7</strong> <ul> <li> What is a Peer Review?</li> <li> Initiating the Process</li> <li> The Peer Review Panel</li> <li> Asking Questions</li> <li> The Peer Review Process</li> <li> Panel Walk Through</li> <li> Why Does the Process Fail?</li> </ul> <strong>Module: 8</strong> <ul> <li> Supervising and Motivation</li> <li> Motivational Theories</li> <li> Setting Goals</li> <li> The Role of Values</li> <li> Creating a Motivational Climate</li> <li> Applying Your Skills</li> <li> Designing Motivating Jobs</li> </ul> <strong>Module: 9</strong> <ul> <li> The Shared Management Model</li> <li> Setting Goals</li> <li> Phase I (Preparation)</li> <li> Phase II (Activation)</li> <li> Phase III, Part A (Ongoing Evaluation</li> <li> Phase III, Part B (Formal Evaluation)</li> </ul> <strong>Module: 10</strong> <ul> <li> What is it, and why?</li> <li> What to leave in, what to leave out</li> <li> What's it all about?</li> <li> A Random Sample</li> <li> What to Do When You Make a Mistake</li> <li> Auditing</li> <li> Putting it Together</li> </ul> <strong>Module: 11</strong> <ul> <li> Employees</li> <li> Why does it?</li> <li> Appreciation</li> <li> Laying the Groundwork</li> <li> The Nuts and Bolts</li> <li> Appreciation</li> </ul> <strong>Complete Diploma in Human Resource Management - 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Every institute has a separate human resources (HR) department that deals with human resources such as recruiting, solving problems, management, etc.<br /> <br /> If you want to manage a good human resource management department (HR) or train your employees, then enroll in the Complete Diploma in <strong>Human Resource Management Diploma</strong> course and explore the secret techniques of managing your company's human resources.<br /> <br /> The Complete Diploma In <strong>Human Resource Management Diploma</strong> course teaches you how to create a motivated office environment, the ways of selecting the right and skilled candidate for your organization, the procedures of train your employees, and more.<br /> <br /> <strong>Course Highlights of Human Resource Management Diploma</strong> <ul> <li>The price is for the whole course including the final exam - no hidden fees</li> <li>Accredited Certificate upon successful completion at an additional cost</li> <li>Efficient exam system with instant results</li> <li>Track progress within your own personal learning portal</li> <li>24/7 customer support via live chat</li> </ul> <strong>Human Resource Management Diploma</strong> has been given CPD and IAO accreditation and is one of the best-selling courses available to students valuable course is suitable for anyone interested in working in this sector or who simply wants to learn more about the topic.<br /> <br /> If you're an individual looking to excel within this field then <strong>Human Resource Management Diploma</strong> is for you.<br /> <br /> This <strong>Human Resource Management Diploma </strong>is a comprehensive course. 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And, there are no hidden fees or exam charges.<br /> <br /> Furthermore, you can check the validity of your qualification and verify your certification on our website at any time.<br /> <br /> So, why not improve your chances of gaining professional skills and better earning potential by enrolling human resource management course.<br /> <br /> <strong>COURSE CURRICULUM of Human Resource Management Diploma<br /> <br /> Module: 1</strong> <ul> <li> Defining Human Resources</li> <li> Performing a Skills Inventory</li> <li> Forecasting Techniques</li> <li> Job Analysis</li> <li> Identifying Job Competencies</li> <li> Position Profiles and Job Descriptions</li> <li> Do You Really Need to Hire?</li> <li> Finding Candidates</li> <li> Advertising Guidelines</li> <li> Screening Resumes</li> <li> Preparing for the Interview</li> <li> Conducting the Interview</li> <li> After the Interview</li> <li> Employee Orientation and Onboarding</li> <li> Follow the Leader</li> <li> Planning Training</li> <li> Working With External Providers</li> <li> Performance Reviews</li> <li> Attendance Management</li> <li> Managing a Diverse Workforce</li> <li> Privacy Issues</li> <li> Compensation and Benefits</li> <li> Managing Disciplinary Issues</li> <li> Terminating Employees</li> <li> Exit Interviews</li> </ul> <strong>Module: 2</strong> <ul> <li> Defining Accountability</li> <li> Creating an Accountable Organization</li> <li> Setting Goals and Expectations</li> <li> Doing Delegation Right</li> <li> Offering Feedback</li> </ul> <strong>Module : 3</strong> <ul> <li> History of the Interviewing Process</li> <li> The Recruitment and Selection Process</li> <li> Factors in the Hiring Process</li> <li> Cost Analysis</li> <li> Job Analysis and Position Profiles</li> <li> Determining the Skills You Need</li> <li> Finding Candidates</li> <li> Advertising Guidelines</li> <li> Screening Resumes</li> <li> Performance Assessments</li> <li> Problems Recruiters Face</li> <li> Interviewing Barriers</li> <li> Non-Verbal Communication</li> <li> Types of Questions</li> <li> Case Study</li> <li> Traditional vs. Behavioral Interviews</li> <li> Other Types of Questions</li> <li> The Critical Incident Technique</li> <li> Listening for Answers</li> <li> Difficult Applicants</li> <li> Interview Preparation and Format</li> <li> Other Interview Techniques</li> <li> Scoring Responses</li> <li> Checking References</li> <li> Human Rights</li> </ul> <strong>Module: 4</strong> <ul> <li> Building Employee Commitment and Engagement</li> <li> Perception</li> <li> Fast-Track Orientation</li> <li> Designing a Successful Orientation Program</li> <li> The Commitment Curve</li> <li> Nine Orientation Habits of World-Class Employers</li> <li> Obtaining Buy-In</li> <li> Employee Training</li> <li> Adult Learning</li> <li> Creating Employee Manuals</li> </ul> <strong>Module: 5</strong> <ul> <li> Defining Onboarding</li> <li> Creating the Onboarding Steering Team</li> <li> Gathering Supporting Information</li> <li> Developing the Framework</li> <li> Creating an Onboarding Plan</li> <li> Branding the Program</li> <li> Understanding Employee Engagement</li> <li> Fun and Games</li> </ul> <strong>Module: 6</strong> <ul> <li> What Does a Positive Environment Look Like?</li> <li> What Can I Do?</li> <li> Team Player</li> <li> Effective Workplace Relationships (I)</li> <li> Effective Workplace Relationships (II)</li> </ul> <strong>Module: 7</strong> <ul> <li> What is a Peer Review?</li> <li> Initiating the Process</li> <li> The Peer Review Panel</li> <li> Asking Questions</li> <li> The Peer Review Process</li> <li> Panel Walk Through</li> <li> Why Does the Process Fail?</li> </ul> <strong>Module: 8</strong> <ul> <li> Supervising and Motivation</li> <li> Motivational Theories</li> <li> Setting Goals</li> <li> The Role of Values</li> <li> Creating a Motivational Climate</li> <li> Applying Your Skills</li> <li> Designing Motivating Jobs</li> </ul> <strong>Module: 9</strong> <ul> <li> The Shared Management Model</li> <li> Setting Goals</li> <li> Phase I (Preparation)</li> <li> Phase II (Activation)</li> <li> Phase III, Part A (Ongoing Evaluation</li> <li> Phase III, Part B (Formal Evaluation)</li> </ul> <strong>Module: 10</strong> <ul> <li> What is it, and why?</li> <li> What to leave in, what to leave out</li> <li> What's it all about?</li> <li> A Random Sample</li> <li> What to Do When You Make a Mistake</li> <li> Auditing</li> <li> Putting it Together</li> </ul> <strong>Module: 11</strong> <ul> <li> Employees</li> <li> Why does it?</li> <li> Appreciation</li> <li> Laying the Groundwork</li> <li> The Nuts and Bolts</li> <li> Appreciation</li> </ul> <strong>Complete Diploma in Human Resource Management - 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Reporting into the Head of HR you will be responsible for the day to business as usual activities as well as working with your client groups through a number of exciting high profile change projects. <p></p> The successful candidate will ideally have financial services experience and have a proven track record in business partnering within a commercial environment. In addition, experience of working on change projects whilst fulfilling an operational advisory role is key for this position. The team are looking for someone who has a focus on continuous improvement and who will be able to deliver quality results with a positive and influential style. Arabic speaking is essential. <p></p> SR Group is acting as an Employment Agency in relation to this vacancy. <p> The successful candidate will ideally have financial services experience and have a proven track record in business partnering within a commercial environment. In addition, experience of working on change projects whilst fulfilling an operational advisory role is key for this position. The team are looking for someone who has a focus on continuous improvement and who will be able to deliver quality results with a positive and influential style. Arabic speaking is essential. </p><p> About The Company </p><p> Frazer Jones identifies Human Resource professionals across all markets in almost every geographical location. Developing long-term business relationships with our clients, Frazer Jones provides honest, commercial and professional advice, consistently delivering great value and the very best candidate introductions for clients. <p></p> Our candidate attraction methodology embraces networking, search and advertised selection and we have consistently harnessed new media technology to ensure that we source from the widest geographical range of candidates. <p></p> The Frazer Jones team is positioned throughout the Middle East, Europe and Asia Pacific <br> providing a unique network enabling us to successfully identify HR professionals globally who cover several countries or continents. <p></p> Over the years, we have worked hard to build a reputation for quality and integrity and our success is based on our detailed market knowledge and our straight-talking approach. 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HR Business Partner - Arabic Speaking at frazer jones. Please apply or share https://jobs.laimoon.com/jobs/externalview/43508515' $emailText = 'Hiring now! HR Business Partner - Arabic Speaking at frazer jones. 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Frazer jones
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