SPHRi Certification in Oman
35-hour SPHRi course across 10 modules
Globally recognised Senior HR certification
Advanced HR strategy planning with Copilot
Expert-led training with simulations & mock tests
Flexible learning options with easy instalments
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Curriculum
- •Contribute to the development of the organizational strategy and planning (for example: vision, mission, values, ethical conduct, future business opportunities)
- •Develop, execute, and lead HR strategies that are aligned to the organisation’s strategic plan (for example: HR initiatives, plans, budgets, business plans, service delivery plans, workforce requirements)
- •Analyze and assess internal and external factors that impact operations and people management to decide on the best available risk management strategy (for example: human capital risk analysis, business continuity, response planning, geopolitical environment scanning, mental health)
- •Interpret and use business metrics to assess and drive achievement of strategic goals and objectives (for example: key performance indicators [KPIs], financial statements, budgets)
- •Use credible and relevant information to make decisions and recommendations (for example: salary data, management trends, published surveys and studies, legal/regulatory analysis)
- •Develop and manage workplace practices that are aligned with the organization’s vision, mission, values, sustainability, corporate social responsibility (CSR), ethics, and anti-corruption, to shape and reinforce organizational culture
- •Develop and evaluate strategies and workplace practices to promote diversity, equity, and inclusion (DEI)
- •Identify and analyze HR metrics to inform strategic actions within the organization (for example: develop new metrics, predictive analytics, business intelligence, turnover rates, cost per hire, employment statistics, return on investment [ROI], pay equity analysis)
- •Design, implement, and facilitate effective change strategies to align organizational performance with the organization’s strategic goals (for example: change leadership, change management)
- •Advise and influence organizational behavior and outcomes through effective relationships with key stakeholders
- •Ensure alignment of HR strategies across the organization (for example: across geographic locations/sites, across business units) ;
- •Apply and evaluate the applicability of local labor laws, regulations, and, guidance to organizational strategy/or complex HR strategies to adhere to legal and ethical requirements
- •Evaluate and forecast organizational needs throughout business cycles to develop or revise workforce plans (for example: corporate restructuring, divestitures, workforce expansion, or reduction)
- •Develop, monitor, and assess recruitment strategies to attract talent (for example: labor market analysis, salary expectations, selection processes, sourcing, employee value proposition [EVP] and employer branding)
- •Develop and evaluate strategies for onboarding new employees and managing cultural integrations (for example: new employee orientation, onboarding, restructuring, global expansion, mergers and acquisitions [M&A], joint ventures)
- •Evaluate the integration of diversity, equity, and inclusion (DEI) in the workplace culture and make recommendations based on findings
- •Design, implement, and evaluate programs or processes in order to develop the workforce (for example: training and development, knowledge management, mode, timing)
- •Analyze business needs to develop a succession plan for key roles (for example: identify talent, outline career progression, implement coaching and development) to promote business continuity
- •Design and evaluate strategies for employee engagement, satisfaction, and retention (for example: mentoring and sponsorship, flexible work arrangements)
- •Align team and individual performance goals to organizational measures of success
- •Design and evaluate strategies and processes for performance management (for example: performance evaluation, performance improvement, feedback, coaching)
- •Identify and implement strategies and processes for leadership development (for example: conflict resolution, mentoring, performance discussions, coaching, effective communication)
- •Develop and evaluate employee career and growth opportunities (for example: assessing talent, developing career paths, managing job movement within the organization)
- •Design policies and processes for the return of employees to the organization (for example: parental leave, expatriates returning to home country, employees returning from sabbaticals or layoffs)
- •Create and evaluate labor strategies (for example: collective bargaining, grievance program, strategic alignment with labor, other union-related activities)
- •Design and assess offboarding strategies, processes, and trends (for example: exit interviews, layoff strategies, alumni programs)
- •Design the total rewards philosophy and communications strategy that balances the organizational and individual needs (for example: hourly, salary, expatriate and foreign nationals, executives, board members, contractors)
- •Create and evaluate compensation strategies that attract, reward, and retain talent (for example: classification, direct, indirect, incentives, bonuses, equity, executive compensation) ;
- •Create and evaluate benefit strategies that attract, reward, and retain talent (for example: health, welfare, retirement, work-life balance, wellness)
- •Design and develop employee recognition programs (for example: non-monetary and monetary rewards, workplace amenities, service awards)
- •Align HR data privacy and security processes to organizational data protection strategies (for example: cyber security, phishing emails, documentation, employee files)
- •Evaluate employee safety and security strategies (for example: emergency response plans, access control, contingency planning, crisis management)
- •Lead, implement, and evaluate HR digitalization initiatives (for example: information, workflows, emerging technologies, gamification, employee self-service, social networking, and human resource information system [HRIS], risk management system)
Meet your Trainer
Ashraf Shawky
Ashraf Shawky is a seasoned training professional with over 15 years of experience in the UAE and MENA region. He began his career with the Oberoi Group in Egypt and later worked at Americana as a Training and Development Manager. He also served as Senior HR Manager for Emirates Flight Catering and HR & Development Manager for Faisal Jassim Group.
Ashraf has delivered a wide range of training programs, including HR, leadership, and soft skills topics like Entrepreneurship, Leadership, HR Administration, and Strategic Management. He has conducted workshops for prominent organizations such as Emirates Foundation, Jumeirah Group, and ADNEC. His industry expertise enables him to provide practical, engaging learning experiences, particularly for UAE Nationals.
Core Competencies:
- Human Resources (HR)
- Compensation & Benefits
- Leadership Development
- Supply Chain Management
- Quality Management
- Employee Relations
- Performance Management
- Talent Management
Professional Qualifications:
- Training and Development Manager - Americana
- Senior HR Manager - Emirates Flight Catering
- HR & Development Manager - Faisal Jassim Group
- Trainer - Emirates Foundation, Jumeirah Group, ADNEC
CPD Certification
Earn a globally recognized CPD UK Certification with professional credit points. This certificate can be attested by The UAE Ministry of Foreign Affairs and International Cooperation for UAE visa issuance.
KHDA Certificate
Earn a KHDA attested Course Certificate. The Knowledge and Human Development Authority (KHDA) is the educational quality assurance and regulatory authority of the Government of Dubai, United Arab Emirates.
Learners Point Certificate
Earn a Course Completion Certificate, an official Learners Point credential that confirms that you have successfully completed a course with us.
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Frequently asked questions
Attaining an SPHRi Certification in Oman will add value to your profile. As per reports, SPHRi qualified professionals get a pay boost of at least 9.6% than their non-certified counterparts.
The SPHRi Certification in Oman is accredited by HRCI - Human Resource Certification Institute which is a global body.
Senior Human Resource Professionals in Oman can apply for the SPHRi Certification in Oman. The eligibility is as follows: 1) A minimum of 4 years of professional experience in an HR position with a Master’s degree or global equivalent 2) A minimum of 5 years of professional experience in an HR position with a Bachelor’s degree or global equivalent 3) A minimum of 7 years of professional experience in an HR position with a high school diploma or global equivalent
The exam for SPHRi Certification in Oman is 2 Hours and 30 Minutes. This is a computer-based exam.
The exam for SPHRi Certification in Oman is very challenging. The pass rate is 60%. However, a thorough SPHR preparation course can help you pass this test with a solid comprehension of the principles. Consistent study and test-taking practice are required.
At Learners Point, if a participant doesn’t wish to proceed with the SPHRi Course in Oman due to any reason, he or she is entitled to a 100% refund. However, the refund will be issued only if we are notified in writing within 2 days from the registration date. The refund will be processed within 4 weeks from the day of exit.
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