Program objective
Build an integrated understanding of HR management across strategy, core people practices and operational delivery. Participants apply evidence, ethical judgment and practical process design to address business needs throughout the employee lifecycle.
Who this suits
HR practitioners, people managers and professionals taking broader responsibility for HR operations or people priorities.
Professional objectives
- Connect core people practices to business needs and the employee lifecycle.
- Apply evidence, ethical judgment and fair processes to common HR decisions.
- Develop an integrated HR priorities plan with practical measures and ownership.
Key learning outcomes
- Create an HR priorities map and assess a workplace ethics scenario.
- Develop a role profile, interview scorecard and onboarding checklist.
- Build a performance-development plan and a learning-needs analysis.
- Prepare a retention hypothesis and a proportionate reward or experience response.
- Complete an employee-relations case record and decision checklist.
- Produce an HR dashboard outline and an integrated action plan.
Module map
- 1.Business context, ethics and HR priorities
- 2.Workforce planning and recruitment
- 3.Performance and employee development
- 4.Reward, engagement and retention
- 5.Employee relations and policy application
- 6.People analytics, technology and HR delivery
Modules in detail
1
Business context, ethics and HR priorities
Theory & concepts
Translate business goals into people requirements and service priorities. Examine the employee lifecycle, ethical decision-making and the role of culture, and use evidence to distinguish an HR activity from a business solution. Use the employee lifecycle and business value chain to prioritize HR work. Apply ethical questions and stakeholder evidence to distinguish a policy preference from a substantiated business need.
Professional application
Translate a business priority into a people-practice question before selecting an HR intervention. Examine ethical tensions, confidentiality and the effect of decisions on different stakeholders.
Hands-on exercise & output
Create an HR priorities map and assess a workplace ethics scenario.
2
Workforce planning and recruitment
Theory & concepts
Assess role requirements, workforce gaps and sourcing options. Develop clear job criteria, structured interview questions and selection evidence, and design onboarding that establishes expectations, capability and early integration. Translate workforce demand into role criteria, sourcing options and structured selection. Compare interview evidence, onboarding milestones and probation support while recognizing bias and jurisdictional requirements.
Professional application
Connect job requirements, selection criteria and interview evidence. Distinguish a candidate's presentation from demonstrated capability and document a fair, role-relevant selection decision.
Hands-on exercise & output
Develop a role profile, interview scorecard and onboarding checklist.
3
Performance and employee development
Theory & concepts
Set meaningful objectives, plan regular feedback and diagnose performance barriers. Connect learning needs to role requirements, choose suitable development methods and assess whether improved capability is transferring into work. Connect performance expectations, coaching and learning interventions to job requirements. Diagnose the causes of a performance gap before selecting training or an improvement process.
Professional application
Align objectives, feedback and development with the work that needs to improve. Diagnose whether a gap is caused by skill, resources, clarity or management practice before recommending training.
Hands-on exercise & output
Build a performance-development plan and a learning-needs analysis.
4
Reward, engagement and retention
Theory & concepts
Explain the relationship between job value, pay structure, recognition and employee experience. Analyze retention concerns using available evidence and distinguish pay issues from problems in management, progression or work design. Compare job value, pay positioning, recognition and non-financial drivers of retention. Read engagement and exit information critically, separating isolated comments from patterns that justify action.
Professional application
Compare the role of pay, recognition, progression and job design in retention. Use evidence to identify the problem rather than assuming that every engagement issue requires higher reward.
Hands-on exercise & output
Prepare a retention hypothesis and a proportionate reward or experience response.
5
Employee relations and policy application
Theory & concepts
Use a consistent process to establish facts, document concerns and assess appropriate action. Review grievance, conduct and absence scenarios, recognizing jurisdictional requirements, confidentiality and matters requiring specialist advice. Use consistent fact-finding, records and escalation for grievance, conduct and absence cases. Distinguish policy, legal requirements and managerial discretion, with specialist advice where the facts demand it.
Professional application
Apply policy consistently while considering the facts of the case. Document the reasoning, required approvals and follow-up, and identify when the issue needs specialist review.
Hands-on exercise & output
Complete an employee-relations case record and decision checklist.
6
People analytics, technology and HR delivery
Theory & concepts
Interpret turnover, absence, recruitment and capability measures alongside business context. Assess HR technology and AI use through data quality, fairness and human oversight, and prepare an integrated improvement plan with owners and measures. Calculate and interpret turnover, absence, recruitment and learning measures. Review data quality, privacy and fairness when introducing HR technology or AI-supported decisions.
Professional application
Define a small set of people measures connected to business priorities. Assess data quality, explain limitations and turn findings into an owned HR delivery improvement plan.
Hands-on exercise & output
Produce an HR dashboard outline and an integrated action plan.
Integrated assignment
Create an HR priorities plan that connects a business need to selected people practices, responsibilities, implementation steps and review measures.
Delivery & methodology
Format
Part-time professional training
Attendance
Face-to-face · Live online
Location
Dubai / UAE for face-to-face cohorts; online attendance available
Timing
Session hours, timetable, venue and cohort availability are confirmed in joining instructions.
- Pre-course needs and learning-goals assessment
- Facilitated theory and professional concepts
- Guided demonstrations, case analysis and hands-on exercises
- Application to workplace decisions, with discussion and feedback
- Post-course learning review and a personal application plan
Assessment & application
Before
Identify your role, experience, priority objectives and a workplace task you want to improve. Record a baseline confidence rating with an example of current capability.
During
Review module exercises for accurate use of the method, evidence supporting decisions, relevance to the case and clarity of the completed output. Use facilitator and peer feedback to refine the work.
After
Compare the completed assignment with your initial objectives. Explain the decisions made, identify remaining gaps and record the next practical steps.
Workplace transfer
Create a personal 30-day application plan with a defined action, target date, required support and an observable success measure. This is a participant follow-through plan; ongoing coaching is scoped separately.
Frequently asked questions
How does the program connect HR to business performance?
It treats workforce planning, recruitment, performance, reward, employee relations and analytics as one integrated cycle, using cross-industry cases to assess the implications of competing choices.
Are cases cross-industry?
Yes. Cross-industry cases are used to assess the implications of competing choices.
Are the dates confirmed?
Dates, delivery format and places are confirmed by TIH before any booking is finalized. Use the enquiry option to check the next available cohort.
