SPHRi Certification in Qatar

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

4.9/5

3379 Enrolled

Overview

What we are going to teach you:

Strategize, implement business goals and comprehend the organisation's HR requirements in a leadership role
Explore the intricacies of HR management within diverse countries and cultures
Understand talent development & management
Establish effective HR service delivery
Learn to improve employee performance
Prepares aspirants for the SPHRi Certification exam
Includes real-world projects and interactive learning activities

Learning Objectives

After completion of the training, you will master the following:

Understand organisational development approaches, problem-solving methods, change management processes and leadership concepts

Learn to include both local and global HR practices for complete integration

Recognize industry trends in HR to stay current and informed

Establish and assess outcomes from an employee performance management system

Actively engage in shaping the organisation's HR strategy for development

Ready to get started?

Prerequisites

To be eligible for the SPHRi, you must meet one of the following conditions:

Minimum 4 years of professional experience in an HR position and a master’s degree or global equivalent, OR
At least 5 years of work experience in an HR position and a bachelor’s degree or global equivalent, OR
Minimum 7 years of experience in a professional-level HR position

Overall ratings by our students

Upcoming sessions

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

Ms. Marichu Sarabia

Ms. Marichu stands out as a distinguished corporate trainer, specializing in the Human Resources domain. Her illustrious career spans 6 years in the training industry, complemented by an impressive 13-year tenure as the Head of Human Resources. Throughout her extensive 19-year professional journey, Ms. Marichu has held key roles in Operations, Document Control, and various other capacities, amassing a wealth of expertise.

Apart from her multifaceted career, Ms. Marichu is recognized for her prowess in conducting personality development and other soft skills courses. She has orchestrated numerous successful Human Resources workshops and programs tailored for corporate delegates, aiding them in achieving professional excellence. Ms. Marichu's teaching philosophy goes beyond imparting skills; she believes in inspiring and motivating learners to reach their goals.

Ms. Marichu's commitment to empowering individuals for success is evident in the achievements of her students, a testament to her dedication and impact in the realm of corporate training. Her unique teaching style has garnered appreciation globally, with students attesting to the effectiveness of her approach.

Core Competencies:

Credit Control
Document Control
Public SpeakingCommunication Skills
Certified Training Manager
Train the Trainer
Problem-solving and Decision Making
Certified Strategic Manager
Executive Secretarial Management

Professional Qualifications:

Certificate of Completion Public Speaking Technical Training (2021)
Certificate of Completion for Personal Development and Self-Awareness (2020)
Certificate of UAE Labor Law Training (2019)
Certified Train the Trainer (2018)
Certified PECB ISO Certification Invigilator(2016)

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.

Related courses

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)

Frequently asked questions

SPHRi Certification is for HR professionals operating outside the U.S, with emphasis on international HR leadership, strategy, and global HR practices. It is suited for HR managers, business partners, and leaders who wish to achieve expertise in policy creation, employee performance management, and international workforce strategy. The certification confirms senior-level HR skills in a global setting.

**The exam for SPHRi Certification in Qatar 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.

The SPHRi Certification provides me with up-to-date expertise in HR strategy and global HR practices, enabling me to handle cross-cultural teams efficiently. It increases my credibility with top management and makes me a strategic HR leader. I can confidently roll out policies that balance global HR standards with local business requirements with this certification.

Yes, with SPHRi Certification, I have knowledge of international HR practices, compliance mandates, and talent management strategies in various regions. It equips me to manage workforce complexities, cultural nuances, and strategic HR decision-making. This certification makes me leadership-ready for any global organization.

The SPHRi Certification in Qatar validates a professional's knowledge and skills. It is a valuable asset for an ambitious professional to aim for a managerial position in an organisation. It can increase one's chances of getting promoted by 29%.

The SPHRi Certification instructs me on how to blend local HR approaches with global compliance and workforce management standards. It offers templates for creating consistent HR policies for different regions. I can guarantee organisational consistency while assuring cultural sensitivity and legal compliance with this knowledge.

Yes, the SPHRi Certification has flexible modes of learning, such as online live classes, recorded lectures, and interactive workshops. I can learn at my convenience while juggling my work obligations. This flexibility enables me to acquire the certification without interfering with my professional commitments.

The topics on which the course is based include HR strategy, policy development, talent management, employee performance enhancement, organisational development, and global HR practices. There are also cross-cultural workforce management, global compliance, and strategic HR planning modules. The participants acquire theoretical knowledge as well as practical experience to execute effective HR strategies in multinational companies.

SPHRi Certification enhances job worthiness by proving proficiency in worldwide HR leadership and cross-cultural HR practices. Certified individuals can seek high-level HR positions like Global HR Manager, Talent Development Lead, or HR Business Partner. The certification also provides access to possibilities across sectors and geography, reflecting credibility and strategic HR ability to employers globally.