If you are looking for distinguished, practical and well recognized HR Management training in Egypt and the Middle East, then you have landed in the right destination.

Preparing Future Senior HR Managers

The human resources management is one of the most important flows in the new business era. As it's one of the fundamentals and break stones for small business and enterprises success, it used to be useful for both managers and employees. For employees it used to meet the present and merging strategic human resources changes, managing work flow and job analysis, knowing the environmental opportunity and how to get use of it efficiently, where mangers can gain advantage by recruiting and selecting of efficient employees without wasting of time, money or cost, how to manage employee separation , downsizing and outplacement, how to measure employee performance , the training and the following assessment of the results , the development of careers to cope with changes ,the process of compensation and rewarding of the employees work and designing benefits to meet with their needs . In addition to how to develop and maintain employee relation, knowing and respecting the rights of employee, how to manage the safety and health of workplace. Finally how to look outside the local area and be global.

Programme Structure

Core Programme:

This Core Programme provides students with an integrated "big picture" of business. It shows students how the main areas of business, Marketing, Management, Accounting, HR and Finance connect to each other and how they relate to the world in which we live and work.
Part I. Management:
The goal of this part is to help students set the stage:the Business of Business, Build the Framework: Business Ownership and Entrepreneurship and Guide the Enterprise: Leadership, Organization, and Operations.
Part II. Human Resources Management:
The goal of this part is to help students support the workplace through motivating and managing the company human resources.
Part III. Marketing:
The goal of this part is to help students satisfy customers through handling marketing, sales and customer support issues.
Part IV. Accounting & Finance:
The goal of this part is to help students manage the money through handling accounting and financial resources.

HR Major Curriculum:

Mini-MBA with Human Resources Management Major prepares future managers with an understanding of HR management skills. This specialization prepares all future managers with a business understanding of human resource management skills. The non-functional HR approach used in this programme also makes human resources relevant to anyone who has to deal with HR issues, even those who do not hold the title of manager.

Part I. The Contexts of Human Resource Management
This part includes topics about meeting present and emerging strategic human resource challenges, managing work flows and conducting job analysis, understanding equal opportunity and the legal environment, managing diversity.

  • Topic 1: Meeting Present and Emerging Strategic Human Resource Challenges

    This topic explains how a firm’s human resources influence its performance. Describe use HR initiatives to cope with workplace changes and trends, Distinguish between the role of the HR department and the role of the firm’s managers in utilizing human resources effectively, Formulate and implement HR strategies that can help the firm achieve a sustained competitive advantage. Identify HR strategies that fit the corporate and business unit strategies and used to indicate “HR best practices”.

    • Explain how a firm’s human resources influence its performance.
    • Describe how firms can use HR initiatives to cope with workplace changes and trends such as a more diverse workforce, the global economy, downsizing, and new legislation.
    • Distinguish between the role of the HR department and the role of the firm’s managers in utilizing human resources effectively.
    • Formulate and implement HR strategies that can help the firm achieve a sustained competitive advantage.
    • Identify HR strategies that fit the corporate and business unit strategies.
    • Indicate “HR best practices” associated with high-performing firms.
  • Topic 2: Managing Work-flows and Conducting Job Analysis

    This topic discusses the various aspects of organizational design and structure, and the flow of work within the structure to accomplish an organization’s goals and objectives, Work-flow refers to way that work is organized within the structure Conduct meet production or service goals, List the factors influencing worker motivation, Conduct a job analysis and prepare job descriptions and specifications, flexible work designs to situations in which employees have conflicts, Develop policies and procedures.

    • Describe bureaucratic, flat, and boundary less organizational structures and the business environments in which each is most appropriate.
    • List the factors influencing worker motivation that are under managers’ control.
    • Conduct a job analysis and prepare job descriptions and specifications.
    • Apply flexible work designs to situations in which employees have conflicts between work and family, or employers face fluctuating demand for their products.
    • Develop policies and procedures to protect human resource information system data so that employees’ privacy rights are maintained.
  • Topic 3: Understanding Equal Opportunity and the Legal Environment

    This Topic examines the aspects of HR law and regulations. The goal is to identify and discuss the laws, understanding the legal environment is important and the context in which HR regulation occurs, the challenges to legal compliance finally ways for the effective manager to avoid the pitfalls in the EEO legal environment.

    • Explain why compliance with HR laws is an important part of doing business.
    • Follow changes in HR law, regulation, and court decisions.
    • Manage within equal employment opportunity laws and understand the rationale and requirements of affirmative action.
    • Make managerial decisions that will avoid legal liability.
    • Know when to seek the advice of legal counsel on HRM matters.
  • Topic 4: Managing

    This topic Challenges that faced by an organizations today is managing workforce diversity in a way that both respects the employees' unique attitudes and promotes a shared sense of corporate identity, design and implementation of HR programs cannot ignore the diverse nature of the workforce, And finally each reader should have a better grasp of diversity issues and how to handle them successfully.

    • Link affirmative action programs to employee diversity programs to ensure that the two support each other.
    • Identify the forces that contribute to the successful management of diversity within the firm.
    • Reduce potential conflict among employees resulting from cultural clashes and misunderstandings.
    • Draw a profile of employee groups that are less likely to be part of the corporate mainstream and develop policies specifically targeted to these groups’ needs.
    • Implement HR systems that assist the firm in successfully managing diversity.
  • Part II: Staffing
    This part includes topics about Recruiting and Selecting Employees and managing employee separations, downsizing and outplacement.

  • Topic 1: Recruiting and Selecting Employees

    This Topic focuses on staffing, one of the most important HR activities, the hiring process, the major challenges managers face in trying to hire or promote the best persons, set of procedures to deal With these challenges and to avoid potential problems, and finally, the legal issues involved in staffing.

    • Understand approaches to matching labor supply and demand.
    • Weigh the advantages and disadvantages of internal and external recruiting.
    • Distinguish among the major selection methods and use the most legally defensible of them.
    • Make staffing decisions that maximize the hiring and promotion of the best people.
    • Understand the legal constraints on the hiring process.
  • Topic 2: Managing Employee Separations, Downsizing, and Outplacement

    This topic focus on Layoff is one of the most sensitive and difficult things, There are a number of factors to consider when conducting this process, the manner in which the termination or layoff is performed and managed have impact on not only the affected employee but also those that remain with the organization, many separations (voluntary or involuntary) can be avoided through good management practices, making good management practices even more important.

    • Identify the costs and benefits associated with employee separations.
    • The differences between voluntary and involuntary separations.
    • Avoid problems in the design of early retirement policies.
    • Design HRM policies for downsizing the organization that are alternatives to a layoff; and, when all else fails, develop a layoff program that is effective and fair to the firm’s stakeholders.
    • Understand the significance and value of outplacement programs.
  • Part III: Employee development
    This part includes topics about appraising and managing performance, training the work force, and developing careers.

  • Topic 1: Appraising and managing performance

    This topic focuses on the effective management is accurate measurement of employee performance; the chapter discusses the foundation, design, and implementation of performance measurement systems, it shows the principles of effective performance management so that the reader will have an understanding of how to create a positive appraisal environment.

    • Explain why performance appraisal is important and describe its components.
    • Discuss the advantages and disadvantages of different performance rating systems.
    • Manage the impact of rating errors and bias on performance appraisals.
    • Discuss the potential role of emotion in performance appraisal and how to manage its impact.
    • Identify the major legal requirements for appraisal.
    • Use the performance appraisals to manage and develop employee performance.
  • Topic 2: training the work force

    This topic focuses on distinguishing between training and development, the major challenges managers face in trying to improve workers' performance through training are also presented, also suggestions on managing the three phases of the training process, explores particular types of training, and considers ways to maximize and evaluate training's effectiveness.

    • Determine when employees need training and the best type of training given a company’s circumstances.
    • Recognize the characteristics that make training programs successful.
    • Weigh the costs and benefits of a computer-based training program.
    • Design jobs aids as complements or alternatives to training.
    • Understand how to socialize new employees effectively.
  • Topic 3: Developing careers

    This topic Focuses on the career development process, first career development definition, the major managerial challenges related to career development are explored; Approaches to assist managers avoid career development problems, finally by addressing three special issues in career development.

    • Establish a sound process for helping employees develop their careers.
    • Understand how to develop your own career.
    • Identify the negative aspects of an overemphasis on career development.
    • Understand the importance of dual-career issues in career development.
    • Develop a skills inventory and a career path.
    • Establish an organizational culture that supports career development.
  • Part IV: Compensation
    This part includes topics about managing compensation rewarding performance, designing and administering benefits.

  • Topic 1: Managing compensation

    This topic includes Compensation affects the firm's ability to attract, retain, and motivate employees, also has a direct bearing on the extent to which labor costs detract from or contribute to business objectives and profitability, it defines the components of compensation and presents the nine criteria used in developing a compensation plan, also describes the process of designing a compensation plan and concludes with a discussion of the legal and regulatory influences surrounding employee compensation.

    • Identify the compensation policies and practices that are most appropriate for a particular firm.
    • Weigh the strategic advantages and disadvantages of the different compensation options.
    • Establish a job-based compensation scheme that is internally consistent and linked to the labor market.
    • Understand the difference between a compensation system in which employees are paid for the skills they use and one in which they are paid for the job they hold.
    • Make compensation decisions that comply with the legal framework.
  • Topic 2: Rewarding performance

    This topic focuses on the effective design and implementation of payoff-performance systems; it addresses the major challenges and pitfalls facing managers, offers a set of general recommendations to deal with payoff-performance challenges, it describes and analyzes specific types of payoff-performance programs, finally, it discusses unique pay-forperformance plans for executives and sales personnel.

    • Recognize individual and group contributions to the firm by rewarding high performers.
    • Develop pay-for-performance plans that are appropriate for different levels in an organization.
    • Identify the potential benefits and drawbacks of different pay-forperformance systems and choose the plan that is most appropriate for a particular firm.
    • Design an executive compensation package that motivates executives to make decisions that are in the firm’s best interests.
    • Weigh the pros and cons of different compensation methods for sales personnel, and create an incentive plan that is consistent with the firm’s marketing strategy.
    • Design an incentive system to reward excellence in customer service.
  • Topic 3: Designing and administering benefits

    This topic focuses on a broad view of the importance of employee benefits and how they are associated with the total compensation package, Categories of employee benefits programs legally required benefits and voluntary benefits, finally identifies benefits administration.

    • Explain the significance of employee benefits to both employers and employees.
    • Design a benefits package that supports the firm’s overall compensation strategy and other HRM policies.
    • Distinguish between a defined benefit retirement plan and a defined contribution retirement plan, and recognize the situations in which each is most appropriate.
    • Discuss how traditional health insurance plans and managed-care health insurance plans work, and the advantages and disadvantages of each.
    • Develop cost-containment strategies for the different types of employee benefits.
    • Understand the administrative complexities of providing a full array of benefits to the workforce, and suggest ways to deliver benefits effectively.
    • Recognize the HR department’s key role in keeping accurate records of employee benefits, and informing employees about their benefits.
  • Part V : Governance
    This part includes topics about developing employee relation; respecting employee rights and managing discipline, working with organize labor, managing workplace safety and health, international HRM challenge.

  • Topic 1: Developing employee relation

    This topic identifies the importance of effective employee relations, explores the roles of managers and employee relations specialists, and describes how they should work to coordinate an employee relations program, it explores specific policies that give employees access to important company information, finally some programs for recognizing employees' contributions (both individual and team) to company goals.

    • Outline how good employee relations and communications can contribute to business goals.
    • Describe the three types of programs used to facilitate employee communications.
    • Explain the various appeals procedures through which employees can challenge management actions.
    • Know how employee assistance programs can help employees deal with personal problems that may interfere with job performance.
    • Summarize the technological innovations that allow managers to disseminate information quickly, and explain how information dissemination influences an organization’s employee relations
  • Topic 2: Respecting employee rights and managing discipline

    This topic includes employee rights and employee discipline, employee rights, management rights, and the employment-at-will doctrine are discussed, some challenges managers encounter in balancing employee rights with their own rights and responsibilities, Employee Discipline is discussed, and some suggestions for managing difficult employees are offered , discussion of how the HR department can support managers faced with employee discipline issues.

    • Understand the origins and the scope of the employee rights and management rights.
    • Explain why the HR department must balance management’s rights and employees’ rights when designing employment policies.
    • Describe the employment-at-will doctrine.
    • Distinguish between progressive discipline procedures and positive discipline procedures.
    • Apply fair standards to a case of employee misconduct and justify the use of discipline.
    • Manage difficult people who challenge their supervisors with such problems as poor attendance, low performance, insubordination, and substance abuse.
    • Avoid disciplinary actions by taking a proactive and strategicapproach to HRM.
  • Topic 3: Working with organize labor

    This topic includes the labor-management relationship between companies and unions; it gives a brief review of the historical origins of U.S. labor unions, and a description of the status of labor relations in the U.S. and in other countries, different labor relations strategies used by employers are addressed along with the rules and procedures that govern union activities, finally the impact of unions on HR policies and practices.

    • Understand why employees join unions.
    • Understand the National Labor Relations (Wagner) Act and. how the National Labor Relations Board regulates labor practices and union elections.
    • Describe labor relations in the United States and other parts of the world.
    • Identify labor relations strategies and describe how they affect operational and tactical labor relation decisions.
    • Describe the three phases of the labor relations process: union organizing, collective bargaining, and contract administration.
    • Explain how the union grievance procedure works and why the supervisor’s role is critical in achieving sound labor relations with a union.
    • Identify the ways in which a union can affect a company’s entire pattern of human resource management, including its staffing, employee development, compensation, and employee relations policies.
  • Topic4: Managing workplace safety and health

    This topic includes Organizations realize the importance of social responsibility, and that safe organizations are more effective organizations, law requires that the workplace be safe and free of health hazards, it presents workplace safety and health, first, it deals with the legal issues of workplace safety and health. Second, it presents a variety of contemporary safety and health issues, finally evaluates programs designed to maintain employee safety and health.

    • Describe the extent of the employer’s responsibility to maintain a safe and healthy work environment.
    • Explain the reasons for safety and health laws, and the costs and obligations they impose on employers.
    • Identify the basic provisions of workers’ compensation laws and the Occupational Safety and Health Act.
    • Develop an awareness of contemporary health and safety issues, including AIDS, workplace violence, cumulative trauma disorders, fetal protection, hazardous chemicals, and genetic testing.
    • Describe the features of safety programs and understand the reasons for the effects of programs designed to enhance employee well-being.
  • Topic 5: International HRM challenge.

    This topic demonstrates how managers can effectively utilize HRM practices to enhance their firms’ competitive response in an era when the opportunities and challenges facing business are international in nature; It covers the stages of international involvement, the challenges of expatriate job assignments, and the ways to make those assignments more effective discusses the development of HRM policies in a global context and the specific HR concerns of exporting firms.

    • Specify the HRM strategies that are most appropriate for the firms at different stages of internationalization.
    • Identify the best mix of host-country and expatriate employees given the conditions facing the firm.
    • Explain why international assignments often fail, and the steps a firm can take to ensure success in this area.
    • Reintegrate returning employees into the firm after they complete an international assignment.
    • Develop HRM policies and procedures that match the needs and values of different cultures.
    • Consider ethical implications of HRM policies and procedures on a global basis.

What You Will Learn?

Oracle E-Business Suite Human Resources Management System (HRMS) has been built as a flexible and adaptable global platform, with configurable business rules and logic, as well as country-specific localizations A single integrated data model provides an up-to-the-instant accurate view of human resources–related activities, including recruiting, performance management, learning, compensation, benefits, payroll, time management, and real-time analytics.The Oracle E-Business Suite R12.1 HRMS Essentials Implementation Boot Camp offers a comprehensive coverage of the E-Business Suite HRMS family of applications, including the new enhancements that have just been released with substantial functionality improvements. This boot camp is designed to educate and make Oracle Partners aware of Oracle E-Business Suite (EBS) R12.1 HRMS through this Essentials training program. By attending this 10-day boot camp, a combination of lecture, hands-on exercises, and case study, you will gain valuable insight into the Oracle E-Business Suite HRMS architecture, features, and fundamentals.

Course Objectives:

  • Configure the Payroll and Provide knowledge of setting up payroll earnings and deductions in an organization
  • Configure the Post payroll Processes
  • Identify the work structure components and their usage
  • Create business groups, locations, and organizations
  • Define the unique structure of business entities such as jobs, positions, and grades
  • Create assessments for registration and job application processes in IRecruitment
  • Create and manage vacancies in iRecruitment
  • Register in iRecruitment and use registered user functionality

Course Topics:

R12 Oracle E-Business Essentials Overview
  • Navigating Oracle R12 user interface
  • E-Business Suite (EBS) product footprint and architecture
  • Fundamentals of Flexfields
Core Hr
  • Work structure components
  • Information types - EIT and SIT
  • Flexfields
  • Business group
  • Hire and Termination
  • Global Deployment
  • Checklists for new hire
I recruitment
  • Assessment Management
  • Vacancy management
  • Candidate Registration
  • Recruitment processing
  • Agency
  • Employee referral
  • Interview Management
  • Offer manegement & Hire
Self Service HR
  • User Access and Security
  • SSHR Functions
  • Employee Self Service Functions
  • Manager Self Service Functions
  • Approvals
Talent Management
  • Competency and Competency Profile Requirements
  • Appraisals
  • Appraisals and Assessment Templates
  • Objectives
  • Performance Management Plan
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