SHRMCERTIFICATIONCompetency Based HR Drives Organisational Excellence

Why competency based HR is important

We now live and work in a global economy, in which geographic borders are virtually non-existent, and innovation, agility and strategy are critical success factors. The HR profession operates at the core of this global economy, ensuring the alignment of organizational strategy with a high-performing workforce. Global economy is reshaping by becoming more service oriented, with a complete dependence on the knowledge and expertise of the workforce. All professions have a structured framework of com-petency development and validation (certification) through credi-ble global organizations. (CA, ACCA, CISA, CPA, CCNA, FRCS). Unfortunately, HR profession did not have a professional compe-tency framework in the past and thus being regarded as a gener-ic function. Not having a competency based qualification has disadvantaged the HR professionals in terms of their strategic contribution and earning potential in the organization.

SHRM has developed HR Body of

Competency & Knowledge

The Society for Human Resource Management (SHRM) is the world’s largest association. Based in United States, it is repre-senting more than 300,000 members in 180 countries. The Soci-ety is the leading provider of resources to serve the needs of HR professionals and advances the professional practice of human resource management. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and 275 partners around the globe. SHRM provides the resources that are essen-tial to staying in the forefront of the HR profession, as well as increasing the HR competencies of its members. For seven decades, the SHRM has served the human resource profession. Considering the significant importance of HR to drive organiza-tion performance, The Society for Human Resource Manage-ment has developed HR body of competency& knowledge. It is based on 3 years’ rigorous global research in collaboration with 32,000 professionals and employers, 640 CHROs, 111 focus groups with 32 nations in 33 countries around the world. SHRM HR Competency Standard comprises of 4 domains BUSINESS, LEADERSHIP, INTERPERSONAL and TECHNICAL HR.

SHRM Competency BasedHR Certi�cation

What are the functional and behavioral HR competencies?

Competencies can be either technical or behavioural. Technical competencies reflect the knowledge specific to a given profession that is required for a professional in HR field to perform a particular role. SHRM BoCK has 8 behavioural competencies.

Behavioral competencies describe the Knowledge, skills, abilities and other attributes that facilitate the application of technical knowledge to job-related behaviors. SHRM BoCK has 15 technical competencies however one competency “US Employment Laws & Regulations” is not applicable outside USA.

HR FUNCTIONAL COMPETENCIES

CLUSTER COMPETENCY DEFINITION

Peo

ple

HR STRATEGIC PLANNING

TALENTACQUISITION

EMPLOYEE ENGAGEMENT &RETENTION

LEARNING &DEVELOPMENT

TOTAL REWARDS

Involves the activities necessary for developing, implementing and managing the strategic direction required to achieve organizational success and to create value for stakeholders.

activities Encompasses the involved in building and maintaining a workforce that meets the needs of the organization.

Refers to the activities aimed at retaining high-performing talent, solidifying and improving the relationship between employees and the organization, creating a thriving and energized workforce, and developing strategies to address appropriate performance expectations from employeesat all levels.

The activities that enhance the knowledge, skills, abilities and other characteristics (KSAOs) and competencies of the workforce in order to meet the organization’s business needs.

Refers to the design and implementation of compensation systems and packages, which employers use to attract and retain employees.CLUSTER

STRUCTURE OF THEHR FUNCTION

ORGANIZATIONAL EFFECTIVENESS &

DEVELOPMENT

WORKFORCE MANAGEMENT

EMPLOYEE & LABOR RELATIONS

TECHNOLOGY MANAGEMENT

Org

aniz

atio

n

Encompasses the people, processes, theories and activities involved in the delivery of HR-related services that create and drive organizational

Concerns the overall structure and functionality of the organization, and involves measurement of long- and short-term and growth of people and processes, and implementation of necessary organizational change initiatives.

Refers to HR practices and initiatives that allow the organization to meet its talent needs (e.g., workforce planning, succession planning) and to close critical gaps in competencies.

Involves the use of existing, new and emerging technologies to support the HR function, and the development and implementation of policies and procedures governing the use of technologies in the workplace.

Refers to any dealings between the organization and its employees regarding the terms and conditions of employment.

STRUCTURE OF THEHR FUNCTION

ORGANIZATIONAL EFFECTIVENESS & DEVELOPMENT

WORKFORCE MANAGEMENT

EMPLOYEE & LABOR RELATIONS

TECHNOLOGY MANAGEMENT

HR IN THE GLOBAL CONTEXT

DIVERSITY & INCLUSION

RISK MANAGEMENT

CORPORATE SOCIAL RESPONSI-BILITY

U.S. EMPLOYMENT LAW & REGULATIONS

(NOT APPLICABLE OUTSIDE U.S.A)

Wor

kpla

ce

Focuses on the role of the HR professional in managing global workforces to achieve organizational objectives.

Encompasses activities that create opportunities for the organization to leverage the unique backgrounds and characteristics of all employees to contribute to its success.

The assessment and prioritization of risks, and the application of resources to minimize, monitor and control the probability and impact of those risks accordingly.

Refers to the knowledge and application of all relevant laws and regulations in the United States relating to employment — provisions that set the parameters and limitations for each HR functional area and for organizations overall.

Represents the organization’s commitment to operate in an ethical and sustainable manner by engaging in activities that promote and support philanthropy, transparency, sustainability and ethically sound governance practices.

BEHAVIORAL COMPETENCIES

CLUSTER COMPETENCY DEFINITION

Bus

ines

s

The KSAOs needed to understand the organization’s operations, functions and external environment, and to apply business tools and analyses that inform HR initiatives and operations consistent with the overall strategic direction of the organization.

The KSAOs needed to work with organizational stakeholders in evaluating business challenges and identifying opportunities for the design, implementation and evaluation of change initiatives, and to build ongoing support for HR solutions that meet the changing needs of customers and the business.

CRITICAL

EVALUATION

BUSINESS

ACUMEN

CONSULTATION

The KSAOs needed to collect and analyze qualitative and quantitative data, and to interpret and promote findings that evaluate HR initiatives and inform business decisions and recommendations.

Inte

rper

sona

l

The KSAOs needed to create and maintain a network of professional contacts within and outside of the organization, to build and maintain relationships, to work as an member of a team, and to manage while supporting the organization.

The KSAOs needed to craft and deliver concise and informative communications, to listen to and address the concerns of others, and to transfer and translate information from one level or unit of the organization to another.

GLOBAL & CULTURAL

RELATIONSHIP

MANAGEMENT

COMMUNICATION

The KSAOs needed to value and consider the perspectives and backgrounds of all parties, to interact with others in a global context, and to promote a diverse and inclusive workplace.

Lea

ders

hip

The knowledge, skills, abilities, and other characteristics (KSAOs) needed to navigate the organization and accomplish HR goals, to create a compelling vision and mission for HR that aligns with the strategic direction and culture of the organization, to lead and promote organizational change, to manage the implementation and execution of HR initiatives, and to promote the role of HR as a key business partner.

EFFECTIVENESS

effective

effectively

LEADERSHIP & NAVIGATION

ETHICAL PRACTICE

The KSAOs needed to maintain high levels of personal and professional integrity, and to act as ethical agent who promotes core values, integrity and accountability throughout the organization.

SHRM CERTIFIED PROFESSIONAL (SHRM-CP)

YOUR COMPLETE SOLUTION FOR SHRM CERTIFICATION EXAM SUCCESS

2020

What is SHRM Certi�cation?

What is di�erence between SHRM-CP and SHRM-SCP

What is eligibility criteria for SHRM-CP and SHRM-SCP?

SHRM Certification is examination based professional qualification Earning SHRM Certification credential makes you a recog-nized expert and leader in the HR field and a valuable asset to your organization, keeping you and your organization more competitive in today's economy. This professional distinction sets you apart from your colleagues, proving your high level of knowledge and skills.

HR professionals who implement policies and strategies, serve as point of contact for staff and stakeholders, deliver HR services, and perform operational HR functions, should take the SHRM-CP exam.

HR professionals who develop strategies, lead the HR function, foster influence in the community, analyze performance metrics, and align HR strategies to organizational goals, should take the SHRM-SCP exam.

SHRM SENIOR CERTIFIED PROFESSIONAL (SHRM-SCP)

Regular registration : Valid till 20 Mar 2020 (USD 1600)

2020

HR TRAINING FOR ORANIZATIONAL SUCCESS

SHRM SENIOR CERTIFIED PROFESSIONAL (SHRM-SCP)

An entire organization benefits when individual HR professionals earn their SHRM Certified Professional (SHRM-CP®) or SHRM Senior Certified Professional (SHRM-SCP®) certification. These credentials are built on the SHRM BoCK™, which defines the standards for knowledge, strategies and competencies required for effective HR professionals around the world.

HR Metrics is pleased to offer cost-effective, convenient and customizable options for preparing some or all of your HR staff for SHRM Certification. Training can be held on-site at your location or in one of our classroom courses. As an official SHRM Education Partner, our certification prep course utilizes the 2020 SHRM Learning System, giving you access to the most effective and up-to-date exam preparation tools available. Long after the course is finished, SHRM Learning System materials will serve as a valuable resource to provide answers to a wide range of HR challenges.

Want to learn more about what we offer?

SHRM certification proves your HR team has:

The ability to think strategically and perform effectively The most current and relevant HR knowledge A unique emphasis on HR competencies The skills necessary to apply best practices for immediate impact State-of-the-art credentials from the world’s largest HR membership organization

HR Leaders view their SHRM-certified employees as better prospects for leadership opportunities and as individuals who are invested in the success of the organization.

Training your staff with HR Metrics ’s course can save time, simplify implementation and increase the effectiveness of the training. Our certified instructors have HR experience to help students learn faster, retain more knowledge and prepare to pass the exam. Upon completion, students will be prepared to sit for the SHRM-CP/SHRM-SCP with confidence. All students will sharpen their knowledge and practical, real-life competencies to make an immediate impact in your organization.

SHRM Certification Cost USD 1600Classes 30 May - 25 July 2020Visit www.thehrmetrics.comEmail info@thehrmetrics.comCell +92 331 5684648

Invest in your company and sta�’s future

Choose Expert Leadership and Guidance

Regular registration : Valid till 20 Mar 2020 (USD 1600)

2020

HOW WE PREPARE YOURPROFESSIONALS

Don’t delay! Contact us now to start planning for 2020 training initiatives!

http://thehrmetrics.com/hr-certifications/

By combining the 2020 SHRM Learning System with structured teaching, classroom discussions and online tools, we keep participants on track to pass the exam. The 2020 SHRM Learning System offers a personalized SmartPath™ learning experience that is designed to dynamically adjust based on student progress and proficiency. Real-time results allow students to use time wisely and increase readiness for the SHRM-CP and SHRM-SCP exam.

» RESOURCES TO BOOST EXAM CONFIDENCE Class time is supplemented with flashcards, real-world

HR knowledge, competencies in action, practice test questions and additional resources to ensure students are ready for the SHRMCP or SHRM-SCP exam.

» PERSONALIZED LEARNING EXPERIENCE The 2020 SHRM Learning System allows instructors to

work with students to build a custom learning experience that tailors topics to students’ learning needs.

» FOCUSED, TOPIC-LEVEL LEARNING Students learn one small topic segment at a time to

ensure a clear understanding and ability to easily apply concepts on the exam and in day-to-day HR scenarios.

» REAL-TIME KNOWLEDGE GAP ANALYSIS Real-time results and detailed feedback on learning

progress help guide course-wide and individual study priorities.

Preparation Tools Designed for Success:

What are the benefits of SHRM certification to the EMPLOYER?

What are the benefits of SHRM certification to the EMPLOYEE?

The SHRM certification program was creaed to meet the needs of employers worldwide, driving business through the gloally recognized competencies for HR professionals around the world. This is achieved through critical thinking, practical application and real-world experience

It demonstrates that your HR professionals have mastered the application of HR technical and behavioral competen-cies

Certification prepares your HR staff to assume greater leadership roles and contribute to strategic direction of your organization

Exam preparations helps HR professionals bring new ideas to your organization that will help drive success

It helps create a common HR languages that optimizes consistency and effectiveness

Inculcates business acumen in HR

Makes HR professionals think more strategically

Demonstrates employees’ commitment to HR

Ensures employees’ HR knowledge is up to date

Increases employees’ confidence in their ability to do the job

Shows the organization takes HR seriously

Gives employees greater trust and confidence in the HR department

Helps in hiring, promotion and job security

Professional accredited HR Credentials valued by business communities

Strengthens resume

Facilitates networking with HR professionals worldwide

Allows you to put the letters after your name

Is good for the reputation of the organization

https://www.youtube.com/watch?v=wnAK6l5D3SY

SHRMCERTIFICATION PREPARATION

TOOLKIT

SHRM e-Books

Certificate of Participation

36 hours expert-led virtual expert instruction

SHRM Learning Management System4 comprehensive learning modules available in print and e-reader formats. 18 months’ access to an Interactive Online Learning center with assessments, study plans, and practice questions based on the SHRM Body of Competency & Knowl-edgee™ (BoCK™) tested on SHRM-CP and SHRM-SCP exams

Designed for Adult Learners

Smart Study Tool

Tests (including knowledge and SJT questions)

E-reader modules

Flashcards and glossart

Learning Resource Center

Individual and group reporting of study analytics

SHRM EXAM FEE

Regular Registration is valid till 30 May 2020

SHRM Exam fee is USD 400

Exam fee is payable directly to SHRM

Exam locations are 8,000 Prometric testing centres in 160 countries including Islamabad, Lahore and Karachi

OUR ALUMNI

KARACHI

Dr. Sitwat HusainGroup Head HR

Habib Bank AG Zurich SHRM-SCP, GPHR

Junaid JumaniDy. Director HR & Admin

AGP LimitedSHRM-SCP

Nadia Akbar HubaPeople Director

CBRE

SHRM-SCP

Muhammad Adnan AminHead HR

Advans Pakistan MicroFinance Bank

SHRM-SCP

Shahma ZahidHead HR

ICAP

SHRM-SCP, GPHR

Valencia PintoHead HR

Pak Brunei Investment Company

SHRM-SCP

Arzoo Mahmood AlamDeputy Head HR

Habib Metropolitan Bank Ltd

SHRM-SCP

Salman PashaGroup HR Manager

Habib Bank AG ZurichSHRM-CP

Farhan SamjiHead HR Operations

Dubai Islamic Bank Pakistan

SHRM-CP

Aurangzeb Ahmed KhanChief Executive

E - AGRO Private Limited

SHRM-SCP

Naeem LodhiDy. Manager HR & Admin

Punjab Energy Holding Company (Pvt)Ltd.

SHRM-SCP, SPHRi

Saman AbbasiHead of Learning and Development

Soneri Bank LimitedSHRM-SCP

Taha Ahmed AbbasiHead of Talent Acquisition

Habib Metropolitan Bank LtdSHRM-CP

Amin Anwer Ali RashidiHead Of Total Rewards

Habib Metropolitan Bank LtdSHRM-CP

Mohammed Salman DaliaHR & Finance Manager

SABICSHRM-CP

Mohammad FaheemHR Officer

Pakistan Petroleum LimitedSHRM-CP

M. Sheharyar IqbalHRBP

K-Electric LimitedSHRM-SCP

Salman HakkaniHR Manager

Century Insurance Company Limited

SHRM-CP

Ave Josephine DavidHR Manager

Sabre Travel Network Pakistan (Pvt.)Ltd.SHRM-CP

Saleha MajidManager IMS & TrainingsThe SEARLE Company Ltd.

SHRM-SCP

Faiza Shakeel MalikManager HR - Organiza�onal and

Talent DevelopmentHaier Pakistan

SHRM-SCP

Usman Ahmed Khan Manager Learning

Habib Metropolitan Bank Ltd

SHRM-CP

Ahmed Saeed KhanHRBP

HUBCOSHRM-SCP

Marylou Tanya D'MelloManager, HR - ER & Operations

Daraz PKSSHRM-SCP, SPHR

Sana KarimHR Manager

DSVSHRM-SCP

Sohail RizviCEO

Next LevelSHRM-SCP, SPHR

Kaifee Siddiqui Head

IGI Financial Services InstituteSHRM-SCP

Muhammad Atif Tufail Chief Human Resource Officer

AkhuwatSHRM-SCP, SPHRi

Farooq Ahmed RandhavaAdditional Director HR

Punjab Health Care CommissionSHRM-SCP, SPHRi

Sana JavedCountry Manager HR

Wartsila Pakistan (Pvt) LtdSHRM-SCP

Rabia AfsheenGroup Head HR

Pharmagen LimitedSHRM-SCP

Rizwan Shahid SiddiquiHead HR - Retail,Corporate & Treasury

Faysal Bank Limited

SHRM-SCP

Saria ZaheerHead HR & OD

Sapphire Tex�le Mills Ltd

SHRM-SCP

Muhammad HaseebGroup Manager HR

NRS InternationalSHRM-SCP

Mubashir AhmadRegional HR Officer

Beaconhouse School SystemSHRM-CP

Syed Farhat Ali BokhariAssistant Vice President

Abacus Consulting Technology SHRM-SCP, SPHRi

Muhammad Faisal QureshiVice President / Unit Head HR

OperationsSHRM-SCP

Khawaja Asif MushtaqDirector of Operations

AFAQSHRM-SCP, SPHRi

Aqsa RustamManager HR

Beiersdorf Pakistan Private Limited

SHRM-CP

Sameer AmjadHR-Lead/Project Manager-CDB

Master Tiles & Ceramic Industries Ltd

SHRM-CP

Nimra SaleemL&D Coordinator

GlaxoSmithKline Pakistan Limited

SHRM-CP

Khalid SirajPartner

Engage ConsultingSHRM-SCP

Faiza Qureshi Senior Manager HR

Habib UniversitySHRM-SCP

Dr.Romana AzazHR Business Partner

Bayer Pakistan (Pvt.) Ltd.SHRM-SCP

Kamran HussainSr. HR Execu�ve Officer

Alfalah GHP Investment Management SHRM-CP

Rana Muhammad Idrees Deputy GM Logistics Century

PSOSHRM-SCP, SPHR, SPHRi

Shaista Khan Assistant Manager HR

PIA

SHRM-CP

Subayyal AhmedDeputy Manager HR

Dollar Industries (Pvt) Ltd

SHRM-CP

Sidrah NagiHR Professional

APNA Adult Day Care Center

SHRM-CP

Anita AnsariSpecialist - Learning & OD

Khaadi SMC Pvt. Ltd.

SHRM-CP

Syeda Fizza BatoolSr.Manager HR

Community Health Solu�ons

SHRM-SCP

Munib FaruquiAssistant Manager HR

EY Pakistan

SHRM-CP

Saad UllahAssociate Manager - Compensa�on & Benefits

IFO Pakistan Pvt. Ltd.

SHRM-CP

Amina SheikhHR Officer &OD

Bank Alhabib

SHRM-CP

LAHORE

Mudassar MunirManager Content Design & Training

EffectivenessAllied Bank Limited

SHRM-SCP

Muhammad Usman SarwarManager Grade 10Allied Bank Limited

SHRM-SCP, SPHRi

Osama AdilManager HR

Master Beverages & Foods Limited

SHRM-CP, PHRi

Vasif FarooqHead HR Division

Technamax

SHRM-SCP

Habiba SulmanManager Training, Central & North

Faysal Bank Limited

SHRM-SCP

Ammara Romel BashirAssociate ManagerAllied Bank Limited

SHRM-SCP

Qadeer AhmadSr. HR Recruitment Execu�ve

ChenOne Stores LimitedSHRM-CP

Muhammad Asif Head Recruitment

FINCA Microfinance Bank Ltd.

SHRM-SCP

Tooba Malik HaseebConsul�ng Partner

Crossroads Consul�ng Associates

SHRM-SCP

Maheen QaiserPartner

Crossroads Consul�ng Associates

SHRM-SCP

Amber ChHR Specialist

Coca Cola

SHRM-CP

ISLAMABAD

Zahid MubarikCEO

HR MetricsSHRM-SCP, GPHR, SPHRi

Bakar Ahmed Head HR

FINCA Micrafinance Bank LtdSHRM-SCP

Sabir MumtazSVP Head Payroll

Askari Bank LimitedSHRM-SCP, SPHRi

Sadaf HadifCEOHRSG

SHRM-SCP

Muhkam Wali KhanHead HR

AKDN Pakistan

SHRM-SCP

Farhan Ur RehmanDeputy Chief HR Planning & Compensa�on

MOL Pakistan

SHRM-SCP

Nouman AliManager HRNCA Pakistan

SHRM-SCP

Umair Bin ZafarManager Organiza�onal Effec�veness

PTCL

SHRM-CP

Kashif Halim RajpootManager Talent Acqusi�on

Telenor Pakistan

SHRM-SCP, GPHR

Rafea Ahmed Management Executive HR

Pakistan Poverty Alleviation Fund

Sanna FakherHR Officer - Recruitment

Askari Bank Limited

SHRM-SCP

SHRM-CP

Talha Bin YounasHR Practitioner

Free-LanceSHRM-CP

Feroze ParveezHR Generalist

DHL Pakistan (Private) LimitedSHRM-CP

Summaira Faisal Sr. Manager HR

Pakistan Poverty Alleviation FundSHRM-SCP

Nabeel Khalid People & Operations Manager

Voluntary Service Overseas SHRM-SCP

Saqlain SherSenior Manager HR

PTCLSHRM-SCP, SPHRi

Samia QamarSenior Manager HR

S&P GlobalSHRM-SCP

Imran NabiGM HR

PKLI & RC HospitalSHRM-SCP

Bisma ShaukatHuman Resources

MOL Pakistan Oil & Gas Compay SHRM-SCP

Talha RasoolHR Manager

Fron�er Works Organiza�on

SHRM-CP

Saqib AwanAdministra�on/ HR & Security

Secure Logis�cs Group (Pvt) Limited

SHRM-CP

FOREIGN

Rahim KabaniDirector HRJewlr.comSHRM-SCP

Sameea Pervez AliSenior Associate,Talent Team

EY PakistanSHRM-CP

Asma SethiHR & OD

Greene KingSHRM-CP

Riffat AbbasAM HR

Free-LanceSHRM-CP

Ali AsifRegional HR Competence Manager

Middle East & Africa, MAN Diesel & Turbo

SHRM-SCP, SPHRi