90-Day HR Training Program: Mastering HR Practices in GCC Countries
Objective:
Equip HR professionals with the essential knowledge and skills to excel in managing human resources within the unique cultural, legal, and business environments of the Gulf Cooperation Council (GCC) region, including Saudi Arabia, UAE, Qatar, Kuwait, Oman, and Bahrain.
Why Choose This Program?
This intensive 90-day program is designed to provide you with practical expertise and in-depth knowledge of HR practices in the GCC region. Through hands-on learning, expert-led workshops, and real-world case studies, you will develop the skills needed to address the distinct challenges faced by HR professionals in the GCC. By the end of the program, you will be prepared to navigate the complexities of recruitment, performance management, employee engagement, and HR technologies in this dynamic market.
Program Snapshot
- Duration: 90 days of immersive learning and professional development.
- Instructors: A panel of HR experts who are currently working in GCC (Saudi, Qatar, UAE, Oman, Bahrain and Kuwait).
- Format: A blend of interactive online sessions, live workshops, and collaborative projects.
- Outcome: Certification as a Certified HR Professional in GCC HR Practices, short form (The GCC-HR).
- Networking: Opportunities to connect with regional HR leaders and peers.
Key Modules
Weeks 1-2: Introduction to the GCC Business Environment and Culture
- Objective: Gain a thorough understanding of the GCC’s socio-economic landscape and its impact on HR practices. Learn how cultural norms shape business interactions and workplace dynamics in this region.
- Key Topics:
- Overview of the GCC economy and labor markets.
- Cultural considerations in HR: Adapting to business etiquette and regional norms.
- Case studies on successful HR strategies in the GCC.
- Interactive Component: Group discussion on managing cross-cultural challenges in GCC workplaces.
Weeks 3-5: Employment Laws and Legal Compliance Across the GCC
- Objective: Develop a solid understanding of labor laws and regulatory frameworks in the GCC to ensure compliance in hiring, contract management, and dispute resolution.
- Key Topics:
- Comparative analysis of labor laws across GCC countries.
- Nationalization programs (e.g., Saudization, Qatarization, & Emiratization) and their impact on HR policies.
- Navigating expatriate engagement, employee contracts, wages, termination, and dispute resolution.
- Interactive Component: Role-playing exercises on recruiting from overseas countries and resolving labor law disputes.
Weeks 6-8: Recruitment and Talent Management in the GCC
- Objective: Master recruitment strategies tailored to the needs of both expatriates and local talent, and learn how to effectively manage and retain a diverse workforce.
- Key Topics:
- Recruitment strategies for nationals and expatriates in the GCC.
- Employer branding and attracting top talent in the competitive GCC market.
- Best practices for talent retention and succession planning.
- Labor Law practices pertaining to Talent Acquisition and Talent Management
- Interactive Component: Design and present a recruitment strategy for a GCC-based organization.
Weeks 9-11: Compensation and Benefits
- Objective: Understand how to design competitive compensation and benefits packages that align with GCC market expectations and meet the needs of both local and expatriate employees, and that comply with GCC compensation labor laws.
- Key Topics:
- Salary benchmarking and compensation trends in GCC countries.
- Designing benefits packages: Housing, education allowances, and healthcare.
- Tax implications and cost-of-living considerations for expatriates.
- Interactive Component: Develop a customized compensation package and receive feedback from industry experts.
Weeks 12-14: Performance Management and Employee Engagement
- Objective: Learn how to foster high levels of employee performance and engagement in multicultural teams, using effective performance management tools and employee recognition programs.
- Key Topics:
- Effective performance appraisal systems.
- Building employee recognition and reward programs.
- Employee engagement strategies that cater to a diverse workforce.
- Interactive Component: Create an employee engagement plan tailored to a real-world company in the GCC.
Weeks 15-17: Learning and Development (L&D) Strategies
- Objective: Discover how to build robust L&D programs that address the specific training needs of employees in the GCC, and develop leadership programs that align with regional business goals.
- Key Topics:
- Identifying skill gaps and implementing targeted training solutions.
- Leadership development programs for GCC organizations.
- Coaching and mentoring for talent development.
- Interactive Component: Design and implement a comprehensive L&D framework for a GCC-based organization.
Weeks 18-20: HR Technology and Digital Transformation
- Objective: Explore the latest advancements in HR technology and learn how to leverage digital tools for recruitment, performance management, and data-driven decision-making.
- Key Topics:
- Implementing HR Information Systems (HRIS) in GCC organizations.
- AI-powered recruitment tools and their application.
- Using HR analytics to make strategic workforce decisions.
- Interactive Component: Hands-on training with leading HRIS systems and data-driven decision-making exercises.
Weeks 21-22: Diversity, Inclusion, and Employee Well-being
- Objective: Gain the skills to build inclusive workplaces that respect cultural and religious diversity while promoting employee well-being.
- Key Topics:
- Managing diversity and fostering an inclusive workplace.
- Designing well-being initiatives that cater to the GCC workforce.
- Compliance with anti-discrimination laws in the region.
- Interactive Component: Develop and present an inclusive workplace initiative.
Weeks 23-24: Crisis Management and Business Continuity
- Objective: Learn how to manage HR operations during crises, such as pandemics or political instability, while ensuring business continuity and employee safety.
- Key Topics:
- Crisis management strategies for HR in the GCC.
- Business continuity planning and HR’s role in crisis situations.
- Developing policies to manage workforce disruptions.
- Interactive Component: Participate in a crisis management simulation, leading HR’s response to a hypothetical situation.
Weeks 25-26: Ethics, Corporate Social Responsibility (CSR), and Sustainability in HR
- Objective: Understand the importance of embedding ethical practices and sustainability into HR strategies, and learn how HR can lead CSR initiatives in GCC organizations.
- Key Topics:
- CSR programs and their integration into HR practices.
- Ethical recruitment and fair labor practices.
- Sustainability initiatives in the GCC business landscape.
- Interactive Component: Design a CSR strategy for a fictional GCC company and present it to industry experts.
Final Week: Capstone Project & Certification
- Objective: Apply everything you’ve learned in a practical, real-world project. Develop a comprehensive HR strategy for a company expanding into the GCC, covering recruitment, performance management, legal compliance, and employee engagement.
- Capstone Project: Present your HR strategy to a panel of industry leaders and receive personalized feedback.
- Certification: Upon successful completion of the program, you will be awarded the Certified HR Professional in GCC HR Practices certification, short form (The GCC-HR).
Why Enroll?
This program offers a rare opportunity to gain specialized HR expertise tailored to the dynamic and fast-evolving GCC region. You’ll benefit from real-world case studies, hands-on learning, and access to a network of HR professionals in the region. By the end of the program, you’ll be equipped with the skills and knowledge needed to excel in HR roles across the GCC.
Enroll today and take the next step toward becoming a leader in HR practices in the GCC!