Specialist Certificates > Specialist Certificates - Syria

Specialist Certificates - New Horizons - Syria

Certification in Effective Training Systems & Strategies

Description	An organization's success is determined in large part by its people. It is essential that organization members have the knowledge, skills, and abilities (KSAs) needed to help the organization reach its goals. Given the rapid pace of change (e.g., technology, competition, workforce reduction), the KSAs employees need will also change. One important way to ensure that organizational members have the competencies to meet current and future job demands is through a set of systematic and planned activities known as Effective Training Systems & Strategies. The curriculum includes 48 hours of classroom activities.
Benefits	The content objective of this program is to provide students with the knowledge of how to design, deliver, and evaluate effective training programs, and to increase their awareness of the types of training programs used and the issues involved in making training programs successful.
Target Audience	This Certification Program is designed for HR Generalists, HR Officers, Specialists, and future HR professionals regardless of their job titles.
Textbook	Effective Training: Systems, Strategies and Practices, 4th Edition, P. Nick Blanchard and James W. Thacker, Copyright 2010 Pearson Education, Inc.
Program Modules	Training in Organizations General Open Systems Model Training as a Subsystem Training Processes Model Classification of Learning Outcome Aligning Training with Strategy A Linkage between Strategy, Tactics, and Objectives Factors Influencing Environmental Stability Strategy Development of Different Levels Steps in a Generic Planned Change Model Differences Between OD Practitioners and Trainers Force-field analysis model Learning, Motivation, and Performance Factors Determining Human Performance Behaviorist Model of Learning Illustration of Expectancy Theory The Cognitive Processes Involved in Social Learning Gagne-Briggs Nine Events of Instruction Factors Affecting Motivation to Learn and Transfer of Training Needs Analysis Analysis Phase Model of Process When Performance Discrepancy Is Identified Recommended Data Sources for Locating Gaps in Performance Data Sources For Operational Analysis Worker Oriented Approach Data Sources for Person Analysis Training Design Design Phase Guide to determining time required to prepare training Proposal for developing a one day workshop on Effective Communication Types of Costs in Training Programs Types of Training Objectives Learning Objectives Improved Learning Processes and Corresponding Training Events Seven Step Relapse-Prevention Training A Plan to Apply Skills Back on the Job Comparison of Topical and Spiral Sequencing Gagne-Briggs Nine Events of Instruction Learning and Transfer Factors as related to Social Learning theory Traditional Training Methods Typical Lecture Presentation Errors and Ways to Avoid Them Basic Lecture/Discussion Components Basic Demonstration Components Things to Consider for Implementing Behavior Modeling JIT Instruction/Learning Sequence Job Breakdown Sheet for OJT Assessment of Need for Coaching Development and Implementation of Training Development Phase Training Method Effectiveness at Meeting KSA Objectives Components of Instructional Strategy Different Seating Arrangements for Training Knowledge, Skills, and Attitudes Required of an Effective Trainer Implementation Phase Experiential Learning Model Relationship Between the Experiential Learning Model and Gagne-Briggs Nine Events of instruction Transfer of Training Evaluation of Training Evaluation Phase Potential Questions to Be Addressed in a Process Analysis Who Is Interested in the Process Data Reaction Questionnaire for the Trainer Procedures for Developing a Multiple Choice Test Guidelines for Writing Effective Questionnaires Cost Savings for Grievance Reduction Training Training Investment Analysis Work Sheet Calculation of the Utility of the Grievance Training Who Is Interested in the Outcome Data
Certification	This Program is accredited by The International Professional Managers Association IPMA – United Kingdom Special certificates
Duration	Program will be running for 10 weeks, 2 days/week, 20 sessions, 2.5 hours/session with one coffee break in between total of 48 hours.
Starting Date	Please contact Business Skills Department at NHS – Baghdad St. Branch for starting date & registration
Final Test	All participants should take final test at the end of the program and scores 60% as a minimum to earn the Certification. Participants who fail to score 60% on the test will be granted a second chance to sit for a second test after 2 weeks from first one.
Attendance	Is a must (80% Minimum attendance) and is graded as well. Class Activities, Quizzes are added to Final Score.
Registration & Payment	New Horizons - Baghdad St. Branch: Off Al-Arabi Hospital, Damascus, Syria. Tel: 011- 9321/44677500 ext.: 217 Contact Person: Khaldoun Nayseh
Fees	SP 45,000

Certification in Human Resource Management

Description	Human Resources play a key role in helping companies meet the challenges of global competition. Strategic objectives to lower costs, improve productivity and increase organizational effectiveness are changing the way every part of the organization, including the HR department, does business. This program explains what Human Resource Management is, how it relates to the management process, and how it is changing in response to trends in the workplace. It illustrates how all managers can use HR concepts and techniques, HR's role in strategic planning and improved organizational performance, the competencies required of HR managers. The curriculum includes 48 hours of classroom activities.
Benefits	The content objective of this program is to explain how to design and develop an HR system that supports the company's strategic goals. It explains the strategic management process, how to develop a strategic plan, and the HR manager's role in the process of strategy execution and formulation. It discusses how to create an oriented HR system.
Target Audience	This Certification Program is designed for HR Generalists, HR Officers, Specialists, and future HR professionals regardless of their job titles.
Textbook	Fundamentals of Human Resource Management, Gary Dessler, 2012 2nd Edition, Publisher: Pearson International, Inc.
Program Modules	Managing Human Resources Today HRM Techniques and Concepts Competitive trends affecting HRM Demographic and workforce trends The changing role of HR The new HR manager Personnel Planning and Recruiting What is job analysis? Methods of Collecting Job Analysis Information Writing Job Descriptions Writing Job Specifications The Recruitment and Selection Process Workforce Planning and Talent Management How to Forecast Personnel Needs Steps to Succession Planning Characteristics of Talent Management Recruiting Job Candidates Selecting Employees Testing for Reliability Testing and Validity How Are Tests Used at Work? Measuring Personality Interviewing Candidates Types of Selection Interviews The Dos and Don'ts of Interview Questions Spotting Dishonesty Training and Developing Employees Orienting Employees Training's Purpose and Process Training Needs and Analysis Competency Models Traditional Training Techniques Managerial Development and Training Managerial On-the-Job Training Organizational Development Organizational Change Evaluating Training and Development Efforts Performance Management and Appraisal Basic Concepts in Performance Management Why Appraise Performance? Appraisal Methods The Appraisal Feedback Interview Performance Management Total Quality Strategy Maps Digital Dashboards Career Management Managing Promotions and Transfers Compensating Employees What Determines Rate of Pay? How Employers Establish Pay Rates Purpose of Job Evaluation Job Evaluation Methods Pricing Each Pay Grade: Wage Curves Pricing Managerial and Professional Jobs Current Compensation Trends What to Broadband Incentive Plans Employee Benefits Managing HR Globally HR Challenges of International Business What Is International HRM? Improving International Assignments Through Selection Different Seating Arrangements for Training Expatriate Personality International Staffing: Home or Local? Pros and Cons of Offshoring Values and International Staffing Policy Sending Women Managers Abroad Training and Maintaining International Employees Establishing a Global Pay System Performance Appraisal of International Managers Repatriation: Problems and Solutions
Certification	This Program is accredited by The International Professional Managers Association IPMA – United Kingdom Special certificates
Duration	Program will be running for 10 weeks, 2 days/week, 20 sessions, 2.5 hours/session with one coffee break in between total of 48 hours
Starting Date	Please contact Business Skills Dept.at NHS- Baghdad St. for starting date & registration
Final Test	All participants should take final test at the end of the program and scores 60% as a minimum to earn the Certification. Participants who fail to score 60% on the test will be granted a second chance to sit for a second test after 2 weeks from first one.
Attendance	Is a must (80% Minimum attendance) and is graded as well. Class Activities, Quizzes are added to Final Score.
Registration & Payment	New Horizons - Baghdad St. Branch: Off Al-Arabi Hospital, Damascus, Syria. Tel: 011- 9321/44677500 ext.: 217 Contact Person: Mohammad Shiekho
Fees	SP 45,000
Registration Date	Last date for registration & payment date is one week before starting date.

Certification in Management Critical Skills

Description	As a supervisor or manager, you interact with many people while doing your job. If all of them were exactly alike, this program would not be important. But the people you encounter at work are not exactly the same. They each have their own predominant patterns of behavior. These patterns of behavior are sometimes referred to as "styles." To be effective as a supervisor or manager, you must work effectively with a variety of people. That's what this program is about -- making choices to effectively deal with situations and people in the workplace. We hope you'll use the information in this program. If you do, we are confident you will enhance your ability to supervise/manage different types of employees and deal with a variety of situations. The Management Critical Skills Program consists of a comprehensive course designed to cover the essential areas of Management needs. Participants will learn about the wonders of new management techniques. The curriculum includes 45 hours of classroom activities.
Benefits	By the end of this program, participants will be able to understand and practice various aspects of Management approaches and apply it within their organization.
Target Audience	This program is designed for managers, supervisors, future Managers and professionals regardless of their job titles.
Textbook	Fundamentals of Management, 7/E , 2011 Edition, Robbins, Pearson Publishing
Program Modules	Managers and Management Tell who managers are and where they work Define management Describe what managers do Explain why it's important to study management Describe the factors that are reshaping and redefining management Foundations of Decision Making Describe the decision-making process. Explain the three approaches managers can use to make decisions. Describe the types of decisions and decision-making conditions managers face. Discuss group decision-making. Discuss contemporary issues in managerial decision-making. Foundations of Planning Discuss the nature and purposes of planning Explain what managers do in the strategic management process Compare and contrast approaches to goal setting and planning Discuss contemporary issues in planning Organization Structure & Culture Describe six key elements in organizational design Identify the contingency factors that favor the mechanistic model or the organic model Compare and contrast traditional and contemporary organizational designs Discuss the characteristics and importance of organizational culture Managing Human Resources Describe the key components of the HRM process and what influences it Discuss the tasks associated with identifying and selecting competent employees Explain how employees are provided with needed skills and knowledge Describe strategies for retaining competent, high-performing employees Discuss contemporary issues in managing human resources Understanding Groups & Managing Teams Define a group and describe the stages of group development Describe the major concepts of group behavior Discuss how groups are turned into effective teams Discuss contemporary issues in managing teams Foundations of Control Explain the nature and importance of control Describe the three steps in the control process Discuss the types of controls organizations and managers use Discuss contemporary issues in control
Certification	This course is accredited by The International Professional Managers Association - UK. IPMA Website: Special certificates
Duration	Program will be running for 10 weeks, 2 days/week, 2.5 hours/session with one coffee break in between
Starting Date	Please contact Business Skills Department at NHS-Baghdad St. Branch for starting date & registration
Final Test	All participants should present a project and take final test at the end of the program and scores 60% as a minimum to earn the Certification. Participants who fail to score 60% on the test will be granted a second chance to sit for a second test after 2 weeks from first one. Attendance Is a must and is graded as well. Class Activities, Quizzes are added to Final Score.
Registration & Payment	New Horizons - Baghdad St. Branch: Off Al-Arabi Hospital, Damascus, Syria. Tel: 011- 9321/44677500 ext.: 217 Contact Person: Mohammad Shiekho
Fees	SP 45,000
Registration Date	Last date for registration & full payment date is one week before starting date.

Certification in Management Practical Tools

Description	As a supervisor or manager, you interact with many people while doing your job. If all of them were exactly alike, this program would not be important. But the people you encounter at work are not exactly the same. They each have their own predominant patterns of behavior. These patterns of behavior are sometimes referred to as "styles." To be effective as a supervisor or manager, you must work effectively with a variety of people. That's what this program is about -- making choices to effectively deal with situations and people in the workplace. We hope you'll use the information in this program. If you do, we are confident you will enhance your ability to supervise/manage different types of employees and deal with a variety of situations. The Management Practical Tools Program consists of a comprehensive course designed to cover the essential areas of Management needs. Participants will learn about the wonders of new management techniques. The curriculum includes 48 hours of classroom activities.
Benefits	By the end of this program, participants will be able to understand and practice various aspects of Management approaches and apply it within their organization.
Target Audience	This program is designed for managers, supervisors, future Managers and professionals regardless of their job titles.
Textbook	Fundamentals of Management, 7/E , 2011 Edition, Robbins, Pearson Publishing
Program Modules	The Management Environment Describe the new economy and how it's affecting the way organizations are managed Explain globalization and its impact on organizations Discuss how society's expectations are influencing managers and organizations Describe how the workforce is changing and its impact on the way organizations are managed Discuss trust as the essence of leadership Managing Change and Innovation Define organizational change and compare and contrast views on the change process Explain how to manage resistance to change Describe what managers need to know about employee stress Discuss techniques for stimulating innovation Foundations of Individual Behavior Identify the focus and goals of organizational behavior (OB) Explain the role that attitudes play in job performance Describe different personality theories Describe perception and the factors that influence it Discuss learning theories and their relevance in shaping behavior Discuss contemporary issues in OB Leadership and Trust Define leader and leadership Compare and contrast early leadership theories Describe the four major contingency leadership theories Describe modern views of leadership and the issues facing today's leaders Discuss trust as the essence of leadership Motivating and Rewarding Employees Define and explain motivation Compare and contrast early theories of motivation Compare and contrast contemporary theories of motivation Discuss current issues in motivating employees Communication and Interpersonal Skills Describe what managers need to know about commutating effectively Explain how technology affects managerial communication Discuss the interpersonal skills that every manager needs Operations Management Define operations management and explain its role Define the nature and purpose of value chain management Describe how value chain management is done Discuss contemporary issues in value chain management
Certification	This program is accredited by The International Professional Managers Association IPMA – United Kingdom Special certificates
Duration	Program will be running for 10 weeks separately, 2 days/week, 2.5 hours/session with one coffee break in between
Starting Date	Please contact Business Skills Dept. for starting date & registration
Final Test	All participants should present a project and take final test at the end of the program and scores 60% as a minimum to earn the Certification. Participants who fail to score 60% on the test will be granted a second chance to sit for a second test after 2 weeks from first one.
Attendance	Is a must and is graded as well. Class Activities, Quizzes are added to Final Score.
Registration & Payment	New Horizons - Baghdad St. Branch: Off Al-Arabi Hospital, Damascus, Syria. Tel: 011- 9321 or 44677500 Contact Person: Mohammad Shiekho
Fees	SP 45,000
Registration Date	Last date for registration & full payment date is one week before starting date.

Certification in Marketing Management

Course Aims	Equip students in the fundamentals of marketing. Expose to the tools in identifying and analyzing the marketplace Introduce the marketing mix principles and practices
Course Outline	This course is an introduction to the tools of analyzing and identifying the market business orientations, environment, research and segmentation, targeting and positioning and the marketing mix principles, practices and strategies product, price, promotion and place
Course Duration	Course will be running for 2 days per week, 12 sessions, and 2.5 hours per session with break between. 30 hours as total duration.
Learning Outcomes	Marketing : Introduction Define what marketing is and discuss its core concepts. Explain the relationships between customer value, satisfaction, and quality. Define marketing management & examine how marketers Manage demand & build profitable customer relationships. Marketing Environment Describe the environmental forces that affect the company's ability to serve its customers. Explain how changes in the demographic and economic environments affect marketing decisions. Identify the major trends in the firm's natural and technological Environments. Explain the key changes that occur in the political and cultural environments. Discuss how companies can react to the marketing environment Marketing Research and Information Systems Explain the importance of information to the company. Define the marketing information system and discuss its parts. Outline the steps in the marketing research process. Compare the advantages and disadvantages of various methods of collecting information. Market Segmentation, Targeting, and Positioning Define the three steps of target marketing: market segmentation, market targeting, and market positioning. List and discuss the major levels of market segmentation and bases for segmenting consumer and business markets. Explain how companies identify attractive market segments and choose a market coverage strategy. Discuss how companies position their products for maximum competitive advantage in the marketplace. Business Buyer Behaviour Define the business market and construct a simple model of business buyer behavior. Name the four major factors that influences consumer buyer Behavior List and understand the stages in the business buyer decision process Consumer Buying Behaviour Define the consumer market and construct a simple model of consumer buyer behavior. Name the four major factors that influence consumer buyer behavior. List and understand the stages in the buyer decision process. Describe the adoption and diffusion process for new products. Product Define product and the major classifications of products and services. Describe the roles of product and service branding, packaging, and labeling, and product support services. Explain the decisions that companies make when developing product lines and mixes. Pricing Identify and define the internal factors affecting a firm's pricing decisions. Identify and define the external factors affecting pricing decisions, including the impact of consumer perceptions of price and value. Contrast the three general approaches to setting prices. Place Explain why companies use distribution channels and discuss the functions these channels perform. Discuss how channel members interact and how they organize to perform the work of the channel. Identify the major channel alternatives open to a company. Explain how companies select, motivate, and evaluate channel members. Discuss the nature and importance of physical distribution and integrated logistics management Promotion Name and define the tools of the marketing communications mix. Discuss the process and advantages of integrated marketing communications. Outline the steps in developing effective marketing communications. Explain the methods for setting the promotion budget and factors that affect the design of the promotion mix.
Certification	This course is accredited by IPMA "The International Professional Managers Association - UK". IPMA Website: Special certificates
Textbook	Principles of Marketing 14th edition, 2012. Prentice Hall Pearson Publisher.
Final Test	All participants should take final test at the end of the program and score 60% as a minimum to earn the Certification. Participants who fail to score 60% on the test will be granted a second chance to sit for a second test after 2 weeks from first one.
Attendance	Is a must (80% Minimum attendance) and is graded as well. Class Activities, Quizzes are added to Final Score.
Registration & Payment	New Horizons - Baghdad St. Branch: Off Al-Arabi Hospital, Damascus, Syria. Tel: 011- 9321 or 44677500 Contact Person: Mohammad Shiekho
Fees	SP 29,500 (Twenty-nine Thousands Five Hundreds Syrian Pound) per participant to be paid in advance.
Registration Date	Last date for registration & payment date is one week before starting date.

Certification in Recruitment & Selection

Description	Staffing is ' to an organization's performance because it is the means through which the firm acquires, deploys, and retains the talent needed to execute its business strategies and perform well. Staffing is the cornerstone of effective human resource management because it generates the talent that is supported and fostered by a company's other HR functions. The curriculum includes 60 hours of classroom activities.
Benefits	The content objective of this course is to prepare all future managers to take a strategic and modern approach to the identification, attraction, selection, deployment, and retention of talent. Because hiring managers are involved in the staffing process, hiring managers and human resource professionals must be familiar with strategic staffing techniques and skills. Every chapter includes a special feature called “Develop You Skills,” which extends a topic, and develops a personal skill related to staffing.
Target Audience	This Certification Program is designed for HR Officers, Specialists, Generalists and future HR professionals regardless of their job titles.
Textbook	Strategic Staffing by Jean M. Phillips & Stanley M. Gully, Publisher: Prentice Hall Copyright: 2009
Program Modules	Strategic Staffing Understand why staffing is ' to an organization's performance Define strategic staffing and contrast it with less strategic views of staffing Describe the seven components of strategic staffing Understand staffing goals Describe how staffing influences and is affected by the other functional areas of human resource management Business and Staffing Strategies Explain how different staffing strategies support different business strategies. Describe the resource-based view of the firm and how staffing can contribute to a company's sustainable competitive advantage. Explain when an organization would use talent-oriented rather than job-oriented staffing. Describe human capital advantage and human process advantages and the differences between them. Describe the strategic staffing decisions any organization must make. Strategic Job Analysis and Competency Modeling Explain why job analysis can be strategic. Describe different types of job analyses and what they are used for. Define “job description” and “person specification” and describe how they are used. Describe the advantages and disadvantages of different job analysis methods. Describe how to plan a job analysis. Describe how to conduct a job analysis. Forecasting and Planning Describe the workforce planning process. Discuss how an organization can predict its future business activity. Describe how an organization can forecast its demand for workers. Explain how to forecast the likely supply of available workers from inside and outside the firm. Discuss how to develop action plans to address gaps between labor supply and labor demand. Describe the staffing planning process. Sourcing: Identifying Recruits Describe the role of sourcing in the staffing process. Explain what makes one recruiting source more effective than another. List alternative recruiting sources and match them with specific jobs. Create a sourcing plan. Explain how to best source nontraditional applicant pools. Explain the role geographic targeting plays in the sourcing process. Recruiting Describe the purpose of recruiting. Explain what recruitment “spillover effects” are. Understand what makes a recruiter more or less effective. Describe the various strategies used to attract applicants. Describe how recruiting guides and the EEOC's best recruiting practices promote recruiting consistency and quality.
Certification	This Program is accredited by The International Professional Managers Association IPMA – United Kingdom
Duration	Program will be running for 10 weeks, 2 days/week, 20 sessions, 2.5 hours/session with one coffee break in between total of 48 hours
Starting Date	Please contact Khaldoun Nayseh at NHS-Baghdad for starting date & registration
Final Test	All participants should take final test at the end of the program and scores 60% as a minimum to earn the Certification. Participants who fail to score 60% on the test will be granted a second chance to sit for a second test after 2 weeks from first one.
Attendance	Is a must (80% Minimum attendance) and is graded as well. Class Activities, Quizzes are added to Final Score.
Registration & Payment	New Horizons - Baghdad St. Branch: Off Al-Arabi Hospital, Damascus, Syria. Tel: 011- 9321/44677500 Contact Person: Khaldoun Nayseh
Fees	SP 36,000 (Thirty Six Thousands) per participant to be paid in advance.
Registration Date	Last date for registration & payment date is one week before starting date.

Certification in Strategic Human Resources Management

Description	This course compares where HRM is now and where it needs to be in the future based upon needed competencies. There are many business trends that will influence the future of organizations. HRM must play a key role during those times of transition; students will learn to link successful tools and strategies to fulfilling that role. This course will address ways in which HRM can provide services that help the organization meet business objectives. Students will learn how to assess the state of an HR department as a major contributor to successful problem-solving and decision- making. Students will learn how to develop alignment among vision, strategy and values in the development of a paradigm that rejects the traditional approach to HR that many organizations have not yet escaped from. Students will build skills in strategy development, inclusive of key explosion points. The curriculum includes 48 hours of classroom activities.
Objectives	Upon completion of this course, the student will be able to: Build a perspective to convince executives that they should invest significantly in human assets. Describe the challenges from an investment perspective for HR and how the challenges can be overcome. Identify and define the processes of strategic management. Assess how strategic HRM impacts the business results of a company or government agency. Discuss the relationship between human resource planning and HRM strategy. Develop an approach to designing work systems based upon efficiency and strategic choice. Design a training program to ensure managers who are trained will make the correct choices. Decide best approaches for recruiting and hiring. Identify and assess the value of a corporate-wide performance management system. Evaluate the long term value of money as an appropriate tool for motivating employees. Compare/contrast the economic and non-economic costs of the aging workforce
Target Audience	This Program is designed for managers, supervisors, future Managers and HR professionals regardless of their job titles.
Program Modules	An Investment Perspective of Human Resource Management Human Resource Planning Design & Redesign of Work Systems Planning & Strategizing Staffing Training & Development Strategies Performance Management Systems Strategic Compensation Strategic Issues in International Human Resource Management
Certification	This Program is accredited by The International Professional Managers Association IPMA – United Kingdom
Extra Benefits	Upon Completion of this program together with Human Resource Management and Human Resource Development, Candidate will earn Diploma in Human Resource Management
Duration	Program will be running for 10 weeks, 2 days/week, 20 sessions, 2.5 hours/session with one coffee break in between
Starting Date	Please contact Khaldoun Nayseh at NHS-Baghdad St. for starting date & registration
Final Test	All participants should take final test at the end of the program and scores 60% as a minimum to earn the Certification. Participants who fail to score 60% on the test will be granted a second chance to sit for a second test after 2 weeks from first one.
Attendance	Is a must and is graded as well. Class Activities, Quizzes are added to Final Score.
Registration & Payment	New Horizons - Baghdad St. Branch: Off Al-Arabi Hospital, Damascus, Syria. Tel: 011- 9321/44677500 ext.: 217 Contact Person: Khaldoun Nayseh
Fees	SP 36,000 (Thirty Six Thousands) per participant to be in advance.
Registration Date	Last date for registration & full payment date is one week before starting date.

Certification in Advanced Marketing

Course Aims	This course includes all the criteria needed for those who need to be crafting the Marketing field with more practical manner.
Course Duration	Course will be running for 2 days per week, 12 sessions, and 2.5 hours per session with break between. 30 hours as total duration.
Course Outlines	Pricing Strategies New-Product Pricing Strategies Product Mix Pricing Strategies Price Adjustment Strategies Retailing and Wholesaling Retailing Retailer Marketing Decisions Retailing Trends and Developments Wholesaling Communicating Customer Value: Integrated Marketing Communications Strategy The Promotion Mix Integrated Marketing Communications A View of the Communications Process Steps in Developing Effective Marketing Communication Setting the Total Promotion Budget and Mix Socially Responsible Marketing Communication Advertising and Public Relations Advertising Setting Advertising Objectives Setting the Advertising Budget Developing Advertising Strategy Evaluating Advertising Effectiveness and Return on Advertising Investment Public Relations The Role and Impact of Public Relations Major Public Relations Tools Personal Selling and Sales Promotion Personal Selling Managing the Sales Force The Personal Selling Process Sales Promotion Direct and Online Marketing: Building Direct Customer Relationships The New Direct-Marketing Model Growth and Benefits of Direct Marketing Customer Databases and Direct Marketing Forms of Direct Marketing Online Marketing Setting up an Online Marketing Presence Public Policy Issues in Direct Marketing Creating Competitive Advantage Competitor Analysis Competitive Strategies Balancing Customer and Competitor Orientations The Global Market Place Global Marketing Today Looking at the Global Marketing Environment Deciding Whether to Go Global Deciding Which Markets to Enter Deciding How to Enter the Market Deciding on the Global Marketing Program Deciding on the Global Marketing Organization Sustainable Marketing, Social Responsibility and Ethics Sustainable Marketing Social Criticisms of Marketing Consumer Actions to Promote Sustainable Marketing Business Actions Toward Sustainable Marketing Marketing Ethics The Sustainable Company
Certification	This Program is accredited by The International Professional Managers Association IPMA – United Kingdom Special certificates
Text Book	Principles of Marketing 14th edition, 2012. Prentice Hall Pearson Publisher.
Starting Date	Please contact Business Skills Dept.at NHS- Baghdad St. for starting date & registration
Final Test	All participants should take final test at the end of the program and score 60% as a minimum to earn the Certification. Participants who fail to score 60% on the test will be granted a second chance to sit for a second test after 2 weeks from first one.
Attendance	Is a must (80% Minimum attendance) and is graded as well. Class Activities, Quizzes are added to Final Score.
Registration & Payment	New Horizons - Baghdad St. Branch: Off Al-Arabi Hospital, Damascus, Syria. Tel: 011- 9321/44677500 Mob.: 0932 804488 ext.: 217 Contact Person: Mohammad Shiekho
Fees	SP 39000
Registration Date	Last date for registration & payment date is one week before starting date.

Certification in Strategic Compensation System

Description	How is your pay structured? Do you get paid an hourly rate or an annual salary? Do you get performance-related pay, such as sales commissions? Do you get a bonus? And, if you do, is this tied to individual performance, team performance, organizational performance, or a mixture of all three? And do you get paid more than a colleague because, essentially, you've been with the organization for longer? There are clearly lots of ways of structuring compensation. And, given that payroll is often one of the largest operating expenditures that an organization has, it's important to ensure that this money is spent wisely. That's what strategic compensation is all about. With it, you can start to think of how payroll can help your organization achieve its objectives, rather than simply seeing it as a cost to be minimized. Consider the following organizational issues: Staff turnover. Poor performance. Dishonesty. Low motivation. Poor customer service. These - and many other organizational problems - can often be traced to the way that people are compensated for their work. The fact is; we do what is needed by the organization because the organization rewards us, in some way, for doing so. Compensation is important to recognize that compensation is just one part of the full reward system - it's the monetary element, and it has three parts The curriculum includes 48 hours of classroom activities.
Benefits	By taking this program, you will be able to: Recognize factors that influence a compensation plan Cite the various compensation methods and uses (Executive Compensation, Sales Compensation, Incentive Pay, Bonuses, etc.) Establish an effective compensation philosophy Conduct job evaluations Collect survey data and perform market analysis Create job descriptions Develop salary ranges and grades Effectively communicate your compensation program Understand the basic ongoing tasks necessary to administer a compensation program Evaluate your compensation plan Define the laws affecting compensation
Target Audience	This Certification Program is designed for HR Managers, Supervisors, Officers, Specialists, Generalists and future HR professionals regardless of their job titles.
Textbook	Strategic Compensation: A Human Resource Management Approach, 6/E Joe Martocchio, Publisher: Prentice Hall-Copyright: 2011
Program Modules	Strategic Compensation: A Component of Human Resource Systems Basic compensation concepts and the context of compensation practice A historical perspective on compensation: from an administrative function to a strategic function The difference between strategic and tactical compensation Compensation professionals' goals within a human resources department How compensation professionals relate to various stakeholders Traditional Bases for Pay: Seniority and Merit The fit of seniority pay practices with the two competitive strategies—lowest cost and differentiation The traditional U.S. business practice of setting employees' base pay on their merit The role of performance appraisal in the merit pay process Ways to strengthen the pay-for-performance link Some possible limitations of merit pay programs Incentive Pay How incentive pay and traditional pay systems differ Plans that reward individual behavior A variety of plans that reward group behavior The most broadly used corporate-wide incentive programs—profit sharing and employee stock option plans Considerations for designing incentive pay plans Person-Focused Pay Differing opinions about the meaning of competency-based pay Traditional person-focused pay plans—pay-for-knowledge pay and skill-based pay programs Reasons that companies adopt pay-for-knowledge and skill-based pay programs Pay-for-knowledge plan and skill-based pay variations Contrasts between person-focused pay systems and incentive pay or merit pay concepts Advantages and disadvantages of using pay-for-knowledge plans and skill-based pay plans Building Internally Consistent Compensation Systems The importance of building internally consistent compensation systems The process of job analysis Job descriptions O*NET The process of job evaluation A variety of job evaluation techniques Alternatives to job evaluation Internally consistent compensation systems and competitive strategy Building Market-Competitive Compensation Systems Market-competitive compensation systems Compensation surveys Statistical analysis of compensation surveys Integrating the internal job structure with external market pay rates Compensation policies and strategic mandates Building Pay Structures that Recognize Employee Contributions Fundamental principles of pay structure design Merit pay system structures Sales incentive pay structures Pay-for-knowledge structures Pay structure variations—broadbanding and two-tier wage plans Compensating the Flexible Work Force:-Contingent Employees and Flexible Work Schedules Various groups of contingent workers and the reasons for U.S. employers' increased reliance on them Pay and employee benefits issues for contingent workers Key features of flexible work schedules, compressed work weeks, and telecommuting Pay and employee benefits issues for flexible work schedules, compressed work weeks, and telecommuting Unions' reactions to contingent workers and flexible work schedules Strategic issues and choices in using contingent workers
Certification	This Program is accredited by The International Professional Managers Association IPMA - United Kingdom IPMA Website: Special certificates
Duration	Program will be running for 10 weeks, 2 days/week, 20 sessions, 2.5 hours/session with one coffee break in between total of 48 hours
Starting Date	Please contact Business Skills Dept.at NHS- Baghdad St. for starting date & registration
Final Test	All participants should take final test at the end of the program and scores 60% as a minimum to earn the Certification. Participants who fail to score 60% on the test will be granted a second chance to sit for a second test after 2 weeks from first one.
Attendance	Is a must (80% Minimum attendance) and is graded as well. Class Activities, Quizzes are added to Final Score.
Registration & Payment	New Horizons - Baghdad St. Branch: Off Al-Arabi Hospital, Damascus, Syria. Tel: 011- 9321/44677500 ext.: 217 Contact Person: Khaldoun Nayseh
Fees	SP 36,000 (Thirty Six Thousands) per participant to be paid in advance.
Registration Date	Last date for registration & payment date is one week before starting date.

Ongoing Crisis Management

A Need for More Crisis Management Knowledge
1. Importance of Crisis Management
2. Crisis Leadership

Effects of the Online World on Crisis Communication and Crisis Management

Proactive Management Functions and Crisis Management

The Crisis Prevention Process

Crisis Preparation: Part I
1. Diagnosing Vulnerabilities
2. Selecting and Training a Crisis Management Team
3. Selecting and Training a Spokesperson

Crisis Preparation: Part II
1. Developing a Crisis Management Plan
2. Reviewing the Crisis Communication System

Crisis Recognition
1. Selling the Crisis
2. Crises and Information Needs
3. Information-Processing Mechanisms

Crisis Response
1. A Strategies Focus in Crisis Communication
2. Crisis Response and Strategies
3. Social Media Considerations

Postcrisis Concerns
1. Crisis Evaluation
2. Impact Evaluation

Training For Trainers - Strategies For Success

Length of Workshop

This workshop is designed to cover 40 hours.

Schedule of Lessons

Day	Lesson	Lesson Title
1	1 2 3 4	Introduction and overview Using adult learning principles Analyzing the training requirement Developing learning objectives
2	5 6 7 8	Outlining the training content Selecting training methods Developing and using training aids Developing a training plan
3	9 10 11	Using basic facilitation skills Handling problem situations Practice training (Preparation)
4	12 13 14	Practice training (Delivery) Evaluating training Using your training skills