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Master’s Certificate in Human Resource Management
2017 Series
Conrad Hotel, Dubai, UAE
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Associate's Certificate in HRM
It is possible to earn an Associate's Certificate in HRM awarded by SHRM. To qualify the learner must complete two of three Levels (i.e. 30 credit hours) excluding: Your Role as HR Business Partner and Strategic HR.

Master's Certificate in Human Resource Management
SHRM is proud to launch its globally recognised, real-world, practitioner-based Master's Certificate in Human Resource Management (HRM) in the Middle East. A comprehensive, experiential HR Certificate programme derived from the same Body of Competency and Knowledge (SHRM BoCK™) used to develop the world-renowned SHRM-CP™ and SHRM-SCP™ professional HR certifications.

This Master's Certificate is uniquely designed: no prerequisites are required, the learner can enter the programme at any time, and there is an option to earn an Associate's Certificate. Plus, the complete Certificate programme involves a wide variety of learning experiences including: group discussions, individual and group activities, case studies, toolkit development and a post-test reinforcement of learning at the end of each course week.

The complete Master’s Certificate consists of four, week-long (five-day) courses. Each course covers two core HR subject areas followed by a knowledge-based exam. The entire Master’s Certificate must be completed in four weeks of instructor-led class time.

7.5 PDCs
Module Overview

Strategic Workforce Planning
Strategic Workforce Planning enables the organisation to meet its talent needs and close critical skill gaps using data-driven processes that inform HR initiatives. HR demonstrates strategic value by facilitating financial and operational growth, continuity, or stability. This module outlines a comprehensive, step-by-step approach to designing, implementing, administering, and maintaining an effective strategic workforce plan. This module uses a real-world case study capstone lesson to reinforce the learning objectives.

Human Resource Development
Human Resource Development (HRD) aligns organisational business needs with employees' competencies, knowledge, and skills, effectively closing the gap between them. HR demonstrates strategic value by identifying and creating learning opportunities that increase employee capability and organisational knowledge. This module outlines a comprehensive, step-by-step approach to analysing, designing, developing, implementing, and evaluating an effective HRD strategy and plan which is also aligned with both career and leadership development.

Module Content
  • Understanding the Need for Workforce Planning
  • Creating a Business Case for Workforce Planning
  • Supply and Demand Analysis
  • Gap Analysis and Solution Design
  • Implementation and Evaluation
  • Case Study
  • Understanding the Organisational Connection
  • Assessing Organisational Needs
  • Learning Methodologies
  • Development Activities
  • Career Development
  • Leadership Development
Benefits Of Attending
Strategic Workforce Planning
  • Analyse your organisational environment, including future business challenges and their likely impact on your organisation's workforce
  • Integrate workforce planning into the strategic plan of your organisation
  • Describe the key steps to developing a strategic workforce plan, including analysis, forecasting, strategy development and cost modelling
  • Create or refine a framework for your organisation's workforce planning strategy

Human Resource Development
  • Explain the relationship between organisational culture, strategic vision, and Human Resource Development
  • Describe the scope and trends in Human Resource Development
  • Assess the Human Resource Development needs in your organisation
  • Describe how your career development strategy links to organisational needs
  • Describe the role of leadership development in your organisation
  • Apply Human Resource Development activities to support development
  • Apply appropriate learning methodologies to employee training and development
7.5 PDCs
Module Overview

Creating a Talent Acquisition Strategy
Talent Acquisition and Retention encompasses the activities involved in building and maintaining a workforce. HR demonstrates strategic value by developing, implementing, and measuring the individual and organisational success of activities and programmes for sourcing, recruiting, hiring, onboarding, orientation and retention. This module outlines a comprehensive, step-by-step approach to designing, implementing, administering, and maintaining a modern talent management system.

Succession Planning
Succession planning is the process of identifying high-potential employees, evaluating and honing their skills and abilities, and preparing them for advancement into positions which are key to the success of the organisation. Succession planning involves understanding the organisation's long-term goals and objectives, identifying high-potential candidates and supporting their respective developmental needs. To be strategic, succession planning must also determine workforce trends and predictions. This module outlines a comprehensive, step-by-step approach to designing, implementing, administering, and maintaining an effective Succession Planning programme. This module uses a real-world case study capstone lesson to reinforce the learning objectives.

Module Content
  • Understanding the Organisational Connection
  • Creating a Staffing Plan
  • Employment Branding
  • Recruiting
  • Sourcing and Targeting
  • Interviewing
  • Evaluation and Selection
  • Understanding the Organisation and the Succession Planning Relationship
  • Developing and Implementing a Succession Plan
  • Case Study
  • Onboarding
  • Metrics
Benefits Of Attending
Creating a Talent Acquisition Strategy
  • Identify the importance of Talent Acquisition and where it fits into the overall human resources and organisational strategies
  • Recognise the importance of and need for Workforce Planning
  • Describe how to develop and implement a talent acquisition strategy
  • Describe how a strong employment brand attracts the most qualified applicants
  • Identify how to effectively source, interview, and evaluate candidates through interviewing, testing, and background investigations

Succession Planning
  • Describe succession planning and how it aligns with and supports broader organisational and HR strategies, goals, and objectives
  • Recognise organisational competencies that are critical to retain in order for an organisation to be successful
  • Describe succession planning approaches that meet the specific needs of your organisation
  • Identify current and future organisational needs that are critical for success
  • Describe how succession planning and replacement planning play a role in the success of the organisation
  • Recognise how to analyse and evaluate the success of your organisation's succession plan
7.5 PDCs
Module Overview

Total Rewards
Total Rewards encompasses direct and indirect remuneration approaches that employers use to attract, recognise, and retain workers. HR demonstrates value by designing and administering systems and programmes (e.g. base pay, benefits, incentive pay, leave, perquisites, retirement) that support recruitment and retention efforts. This module outlines a comprehensive, step-by-step approach to designing, implementing, administering, and maintaining a compensation system.

Employee Engagement and Relations
Employee Engagement solidifies the connection and relations among employee, manager, and the organisation's mission, vision, values, and goals. HR demonstrates value by understanding and leveraging the employer-employee relationship from both individual and organisational perspectives, developing effective strategies to address appropriate expectations for performance and behavior from employees at all levels. Key considerations include: culture, work-life balance, ethics and CSR. This module uses a real-world case study capstone lesson to reinforce the learning objectives.

Module Content
  • Understanding Total Rewards
  • Compensation
  • Designing a Compensation Structure
  • Implementing, Administering, and Maintaining a Compensation System
  • Incentive Pay
  • Benefits
  • The Influence of Culture on Organisations
  • Connecting Culture and Employee Engagement
  • Work-Life Balance and Flexible Work Arrangements
  • Ethics and Values
  • Case Study
  • Total Rewards for Critical Organisational Needs
  • Total Rewards Communication
Benefits Of Attending
Total Rewards
  • Identify compensation and non-compensation elements of total rewards
  • Define job evaluation and its use to develop internally equitable compensation systems
  • Identify the implications of using salary surveys to ensure externally equitable and fiscally responsible compensation systems
  • Effectively communicate a total rewards system to current and prospective employees through various approaches including total rewards statements
  • Administer and maintain a compensation system that aligns with an organisation's mission and vision
  • Describe incentive pay and types of pay plans for select employees
  • Describe voluntary and involuntary types of benefits and how those are incorporated into a total rewards system

Employee Engagement and Relations
  • Recognise the importance of employee engagement and workplace culture on your management team, HR strategy, and overall organisational strategy
  • Define your HR strategy for engagement, based on organisational vision and goals
  • Recognise the difference between employee engagement and job satisfaction
  • Describe how employee engagement influences the achievement of organisational goals and objectives
  • Apply motivation techniques during key employee milestones to gauge and respond to employee engagement levels
  • Apply an ethical decision-making framework to effectively deal with ambiguous situations
7.5 PDCs
Module Overview

Your Role as the HR Business Partner
Develop the necessary skills to become an effective HR business partner and maximise the value of HR in your organisation. Explore the positive impact of the HR business partner role and how the use of an HR business partner structure improves HR services across an organisation. How to build a business case and engage in group discussions to enhance your consulting skills, business acumen and analytics to strategically contribute to organisational goals.

Strategic HR
Strategic HR involves organisational planning to achieve success and create value for stakeholders. HR demonstrates value by contributing its perspective and expertise to development of the enterprise strategy, and by developing, implementing, and evaluating an HR strategy aligned with the organisation's goals, values, and tactics, as defined in the enterprise strategy. A case study is used at the end of each lesson to reinforce the learning objectives.

Module Content
  • Understanding the Organisational Connection to the HR Business Partner Role
  • Developing Business and Financial Acumen
  • Developing an Effective Business Case
  • Building the Business Relationship with Effective Consulting Skills
  • Workforce Analytics and the Balanced Scorecard
  • Understanding Organisational Strategy
  • Formulating an HR Strategy
  • Creating and Executing an HR Implementation Plan
Benefits Of Attending
Your Role as the HR Business Partner
  • Identify key leadership skills for HR Business Partners
  • Demonstrate effective internal consulting skills
  • Demonstrate business acumen and an understanding of the financial drivers of company performance
  • Align your recommendations with the strategic direction of the organisation
  • Create and deliver a compelling presentation to inform and influence others

Strategic HR
  • Define and describe organisational strategy and recognise the major components of a good organisational strategy
  • Create an HR strategy that is linked to an organisational strategy
  • Create an HR strategy implementation plan in order to execute strategy
Who Should Attend

This comprehensive HR certificate programme is ideally suited for:

  • HR generalists or HR specialists seeking to gain further practical skills and up-to-date insights in all of the key domains of HR
  • Individuals currently working in HR who lack a formal academic qualification in business or HR
  • Individuals considering transitioning into an HR managerial role
  • Individuals holding a professional HR or academic qualification acquired over 5 years ago
  • Individuals who believe in competency-based, practical, real-world learning experiences
  • HR practitioners who prefer an experiential learning environment combined with a shorter, less complex, knowledge-based exam to verify their learning
  • Individuals seeking an HR qualification issued by the world's largest HR association – SHRM, but who may not (yet) be eligible or not wish to challenge the SHRM-CP or SHRM-SCP
In Association With

    Society for Human Resource Management (SHRM)

    Founded in 1948, the Society for Human Resource Management (SHRM) is the world’s largest association devoted to Human Resource management. Representing more than 250,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. SHRM’s motto is, leading people, leading organisations. Professional development programs offered by SHRM are created using proven global standards of best practice with an applied focus. Today, theory is not enough, the application is crucial.

    One of SHRM’s four strategic pillars is to be a global organisation. SHRM’s global growth increased by 32% in 2011 and over 8,500 members currently reside outside of the US. SHRM is also leading in the development ISO Standards for HR and competency models, by the profession, for the profession.

    A SHRM learning experience delivers the confidence of value and brand recognition that can only come from the world’s largest HR association

    Tom Raftery

    it’s all about people, Dubai

    Tom Raftery has established a human capital consulting company – it's all about people – based in Dubai, using his extensive experience in HR strategy, processes and systems, organisational design, leadership, change management, and compensation and benefits.

    Prior to this, he was VP HR for Arc International, the world's largest glass and tableware manufacturer and was responsible for a workforce stretching from Japan to Africa, based in Dubai. Tom has over 30 years' international HR experience and has spent over 18 years in the Middle East, including working at Board level with the Nazer Group in KSA and as a consultant with a local HR consultancy.

    Tom was the head of HR for a major division of British Aerospace, and HR Manager for a subsidiary of Sedgwick Forbes based in Athens. Tom has extensive consulting experience gained working for Towers Watson, Meirc, Arthur Andersen and his own consulting company. This experience covers all aspects of HR, large change management projects, leadership development, and facilitation work with senior executives.

    Tom is now focusing on Human Capital Consulting, that involves listening to and understanding the client's needs and then developing appropriate solutions, along with the business case. This ensures that the solution adds value to the business.

    Tom has a degree in industrial sociology, an MBA from Warwick University and is a member of SHRM and CIPD. He has presented at various conferences in Europe and the Middle East and is an engaging facilitator and trainer.

    Tom has been awarded the Human Resource Business Professional (HRBP®), a global, competency-based credential designed to validate professional-level core HR knowledge and skills.

    Jacqueline Klauer
    Managing Director
    FUTURE LINK Consulting Pty. Limited

    Jacqueline Klauer is in international demand as a leadership expert and people development strategist. She is an outstanding, polished facilitator who is a long-standing Senior Associate with Informa. Having the experience of working in over 60 countries across the Americas, Africa, the Middle East, Asia and the South Pacific, Jacqueline has the enviable ability to provide focus to the most complicated of subjects and delivers training that is innovative, fun, and highly customised to organisations, business units and individuals.

    With a background in both psychology and education, Jacqueline brings a sensitivity to the seminar environment rarely experienced by delegates, and her workshops are often described as the "best ever attended". She has an extensive background as an international corporate executive, enabling her to deeply understand, from a first-hand perspective, the challenges experienced by those individuals seeking to advance their skills and knowledge in global business.

    Now Managing Director of her own consulting practice, Jacqueline has worked with clients in federal, state and local government, education, gas and oil, fast-moving consumer goods, banking, telecoms, tourism, healthcare and more. She divides her professional time between roles as a management consultant, speaker, facilitator, trainer, courseware developer and coach.

    An award-winning author, Ms. Klauer has written courses that are now endorsed by ILM in the UK, the Chartered Management Institute in the UK, the George Washington University, and the Australian Institute of Management where she has been awarded a Fellowship. In addition to tertiary qualifications, she is accredited in the facilitation of proprietary human capability assessments including the testing of Emotional Intelligence (EI). Described by her clients as "professional, energetic, open, inspiring, engaging and empowering", Jacqueline makes learning fun and, importantly, helps delegates get "real-world" results.

    Jacqueline is a member of the Society for Human Resource Management (SHRM) and has been awarded the Human Resource Business Professional (HRBP®) which is a global, competency-based credential that is designed to validate professional-level core HR knowledge and skills.

    The Conrad Hotel, Dubai

    Dubai, United Arab Emirates

    The Conrad Hotel, Dubai, UAE

    Located conveniently in the hub of Dubai's commercial centre on Sheikh Zayed Road, Conrad Dubai is a stylish city haven within close proximity to Dubai's international financial and convention centre, one of the world's fastest growing airports, as well as world-class shopping destinations.

    • Impressive 54-story hotel
    • 555 luxury rooms and suites
    • Restaurant & Bar collection of 3 contemporary venues
    • One of the largest meeting spaces in the city, with a total area of 4,400 sqm
    • 5,500 sqm outdoor urban pool oasis
    • Fully equipped spa of 2,000 sqm
    • Full valet parking and automated car park with 1,056 parking spaces
    • Most convenient access to the World Trade Centre

    Conrad Dubai
    Sheikh Zayed Road
    P.O. Box 115143 Dubai
    Dubai, United Arab Emirates

    Tel +971 (4) 444 7444
    Fax +971 (4) 444 7445


    Special delegate rates have been negotiated at selected hotels and we highly recommend you secure your room reservation at the earliest to avoid last minute inconvenience. You can contact the Hospitality Desk for required assistance on:

    T:+971-4-407 2693
    F:+971-4-407 2517


    Delegates requiring visas should contact the hotel they wish to stay at directly, as soon as possible. Visas for non-GCC nationals may take several weeks to process.

Level 2 Modules Dates Course 10 Weeks
Before Start Date
Course 5 Weeks
Before Start Date
Final Fee
TBC Strategic Workforce Planning TBC US$ 4,495 US$ 4,995 US$ 5,195
Human Resource Development
Level 4
TBC Creating a Talent Acquisition Strategy TBC US$ 4,495 US$ 4,995 US$ 5,195
Succession Planning
Level 6
BC6660 Total Rewards 16 – 20 April 2017 US$ 4,495 US$ 4,995 US$ 5,195
Employee Engagement and Relations
Level 6
BC6710 Your Role as the HR Business Partner 14 – 18 May 2017 US$ 4,495 US$ 4,995 US$ 5,195
Strategic HR


Book and pay full fee for two colleagues and the third attends for FREE

  • Not applicable in conjunction with corporate discounts
  • Payment to be settled before start of the course to avail the offer
  • This offer is not applicable on Early Bird Prices

For more information, email Andy Watts on

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