Professional Development Centre - Advance Human Resource Management

Module	Title	Topic	Details
I	Human Resource Policies & Procedures (The HR Manual)	Human Resource Management	Concept Pakistani Perspective HRM Defined Aims of HRM Concerns of HRM Key HR Activities Issues that impact HR Strategies Need of the Hour
		Policies & Procedures	Why separate Policy & Procedure Characteristics of good Policies & Procedures
		Human Resource Policies	What are HR Policies Overall Policy Employment Policies Equal Opportunity Policy Managing Diversity Reward Policy Formulating or Revising Policies CLASS PRESENTATION
II	Organizational Development & HR Planning	Organizational Development	Defined Characteristics of OD Assumptions & Values of OD OD Programmes OD Activities Change Management Guidelines for Change Management Team Building Total Quality Management
		HR Planning	Employee Resourcing Defined Aspects of Employee Resourcing HR Planning Defined Aims of HR Planning Steps Involved Major Considerations Forecasting Personnel Needs Considerations Tools Used Forecasting Supply Supply of Inside Candidates Supply of Outside Candidates CLASS PRESENTATION
III	Corporate Restructuring	Corporate Restructure	Characteristics of Restructuring Going through the Process Divestment Spin-Off Leveraged Buyout
		Strategic Restructuring	Defined Stages of Strategic Restructuring Internal Self Assessment Forms of Restructuring Negotiation & Communication Challenges in Implementation Implementation CLASS PRESENTATION
IV	Organization Design, Position Description & Competency Modeling	Organization Design	The Aim Organization Analysis Organization Diagnosis Organograms Organization Design
		Job Analysis	Defined The three Questions Information Produced Approaches to Job Analysis Data Collection Interviews Questionnaire Checklist & Inventories Observation Self-Description Diaries & Logs Extensions of Job Analysis Basic Considerations
		Job Design	Defined Aims of Job Design Approaches to Job Design Techniques of Job Design
		Job Description / Position Description	Guidelines Standards of Performance The Exercise
		Competency Modeling	Competencies Competence Analysis CLASS PRESENTATION
V	Human Resource Budgeting		Preparation Justification Protection Forecasting Market – based Salary Surveys Situational Analysis CLASS PRESENTATION
VI	Compensation Management	Compensation Management	Defined Compensable Factors Determinants of Compensation Types of Compensation Regulations affecting Compensation
		Incentive Plans	Reasons for Introducing Incentive Schemes Types of Incentive Plans
		Compensation System	Elements of a Compensation System Objectives of Compensation System Uses of Compensation System How Compensation Works Components of Compensation System
		Compensation Plan	Conditions for a Successful Compensation Plan Designing a Compensation Plan Sources of Compensation Data Compensation Structure
		Total Compensation	Elements of Total Compensation Base Compensation Incentive Compensation Supplementary Compensation CLASS PRESENTATION
VII	Performance Management & Balanced Scorecard Approach	Performance Management (PM) Reality	Three Questions Target Culture? Accountability Culture? Performance Management System Issues The Academic Perspective
VII	Performance Management & Balanced Scorecard Approach	PM & Balanced Scorecard	About the Balanced Scorecard Cause & Effect Which Measures to choose? Justification The importance of Context Types of Balanced Scorecard Controlling Strategy Managing Strategy Implementation Three Generations of Balanced Scorecard The Main Components CLASS PRESENTATION
VIII	Business Process Documentation & Re-Engineering	Business Process Documentation	Basic Concepts in Structured Analysis Step by Step Approach for Documenting Existing Business Processes Context Diagrams Management Overview Diagrams
VIII	Business Process Documentation & Re-Engineering	Business Process Re-Engineering	Re-Engineering introduced What to reengineer How to reengineer Consolidated Methodology CLASS PRESENTATION

NOTE: Each module will be followed by an assignment for the participants where they will be required to apply the concepts to their particular organization and make a presentation topic for discussion in the class.

Eligibility: Candidates must be a graduate in any discipline. Those who are studying in the final year of the Professional degree program or are awaiting results can be provisionally registered for HRM diploma. Management experience is MUST for advance diploma.

Orientation Session: Orientation session will be held on 15th March 2010 at 6:00pm.

Highly qualified & experienced Resource Persons / HR Consultants in the Public / Private Sector who have served at senior management positions will conduct these programmes.

Dr. Aamir Murad is currently enjoying a successful international HR career. He is a world renowned HR consultant and recently served as the Executive Vice President (EVP) ‘Organization Development & Human Resource Planning’ at Pakistan Telecommunication Company Limited (PTCL). Dr Aamir received his PhD in 2006 the dissertation being ‘Corporate Restructure & Management of Change’ from the University of Texas at Austin, USA. Additionally, he holds a Master’s Degree in Business Administration with bi majors on Marketing & Human Resource Management from the same institution.

He has a distinguished HR professional career spanning over 24 years in Pakistan and abroad. Along these 24 years, he covered diverse sectors such as engineering, telecommunication, oil & gas and banking. His last 12 years have been at senior management positions, both with multi-national and large public sector organizations. Before taking the leadership role as EVP at PTCL, he served with organizations like Oil & Gas Development Company Limited (ODGCL), Citibank (Pakistan), AT&T (USA), Halliburton (USA), and the Pakistan Air Force. He has also provided consultancies to prestigious organizations like the United Nations (UN), Standard Chartered Bank, National Telecom Corporation (NTC), European Union (EU), Pakistan Ordinance Factories (POFs), and AREEBA Telecom (Afghanistan). Dr Aamir has also shared his experiences with the upcoming talent of Pakistan through the platform of internationally recognized educational institutions like UT Austin USA, the National University of Sciences & Technology (NUST), Muhammad Ali Jinnah University (MAJU), and International Islamic University.

Dr Aamir’s research on various HR & Marketing issues has been published in several journals of international repute. He specializes in corporate restructure covering various aspects of organizational development such as organization design, job analysis & position descriptions, competency modeling, business process re-engineering, performance management, training & development, and HR policies. He is also an active member of the Society of Human Resource Management Professionals (USA), American Marketing Association (USA), European Marketing Association (UK), and the Institute of Bankers (Pakistan).

Throughout his work career, the focus has always been on situational adaptability, balanced managerial and leadership perspectives, building teams, confronting challenges, managing change and establishing high standards of excellence in the delivery of results.

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PROFESSIONAL DEVELOPMENT CENTRE (NUST)