2020

HR FUNCTIONAL Competencies

CL USTER COMPETENCY DEFINITION

Peo

ple

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

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 e�ective strategies to address appropriate performance expectations from employeesat all levels.

activities TalentAcquisition

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

Employee Engagement& Retention

Total Rewards

Org

aniz

atio

n

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

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

W orkforceManagement

Structure of the HR F unction

Organizational Efectiveness

& Development

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.

TechnologyManagement

Employee & Labor Relations

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

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.

RiskManagement

HR in theGlobal Context

Diversity & Inclusion

The identi�cation, 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.

U .S. Employment Law & Regulations

(Not applicable outside U .S.A)

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.

Corporate SocialResponsibility

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

HR StrategicPlanning

Learning& Development

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

BEHAVIORAL Competencies B

usin

ess

The KS AOs 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 KS AOs 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

BusinessAcumen

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 KS AOs 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 e�ective member of a team, and to manage con�ict while supporting the organization.

The KS AOs needed to e�ectively 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 & CulturalE�ectiveness

RelationshipManagement

Communication

The KS AOs 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.

The KSAOs needed to maintain high levels of personal and professional integrity, and to actas an ethical agent who promotes core values, integrity and accountability throughout theorganization.

Ethical Practice

Leadership& Navigation

CL USTER COMPETENCY DEFINITION

Find Success with Expert Guidance

Our course combines the knowledge and expertise of our certified instructors with the 2019 SHRM Learning System.

Attending our course is the most effective way to prepare to pass the SHRM-CP or SHRM-SCP exam.

ô Learn from a certified instructor who provides

expertise, insights and one-on-one guidance.

ô Network, share experiences, and discuss topics

with a diverse group of HR professionals.

ô Stay on track to earn your certification with a

structured learning experience.

ô Take advantage of funding options, such as

corporate tuition reimbursement.

YOUR COMPLETE SOLUTION FOR SHRM CERTIFICATION EXAM SUCCESS

PROVE

DEMONSTRATE

EXPAND

Move Ahead in Your Career

Establish yourself as a globally-recognized HR expert in 2019 by earning your SHRM Certified Professional (SHRM-CP®) or SHRM Senior Certified Professional (SHRM-SCP®) certification. Prove your value to colleagues and employers with the credentials built on the SHRM BoCK™, which defines the standards for knowledge, strategies and competencies required for effective HR professionals around the world.

REGULAR APPLICATION DEADLINE

May 1, 2020 - July 15 , 2020

Jan 1, 2020

March 22, 2020

April 10, 2020

2020 SHRM–CP AND SHRM–SCP EXAM SCHEDULE

Early bird regstration : 1 November 2019 - 31 December 2019 (US $1400)Regular registration : 1 January 2020 - 15 March 2020 (US $1600)

Date: 4 April 2020 – 20 June 2020

1 02SPRING WINDOW :

2020

Don’t delay! Class registration deadline is 31 March 2020

Preparation Tools Designed for Success

The 2020 SHRM Learning System delivers the most comprehensive, flexible and effective SHRM-CP and SHRM-SCP exam preparation.

Designed using a proven approach for teaching adult learners, this system offers a personalized SmartPath™ learning experience that is designed to dynamically adjust based on your progress and proficiency. Real-time results allow you to use your time wisely and increase readiness for the SHRM-CP and SHRM-SCP exams. There’s no better way to successfully prepare for SHRM certification.

The Complete Solution for SHRM Certification Exam Success

A Personalized Learning Experience A custom learning experience that identifies HR topics you’ve already

mastered and those you haven’t, to help guide you with suggested next steps throughout your studies.

Enhanced, Topic-level Learning

HR knowledge and competencies are broken down into 375+ unique topic areas and related resources to help you better understand and master the concepts in the SHRM BoCK that are tested on the SHRM-CP/SHRM-SCP exams.

Real-time Knowledge Gap Analysis Real-time results and detailed feedback from your learning progress and quiz scores guide your individual study priorities and help you reach your goal more efficiently.

A Study Plan on Your Schedule Organize your studies on your unique schedule by prioritizing the topics based on your knowledge gaps. Small, connected HR topics allow for shorter blocks of study time. The countdown clock reinforces your exam date goal, which provides a visual reminder to stay motivated and on track with your studies.

Resources to Boost Exam Confidence

Take advantage of flashcards, real-world HR knowledge and competency connections, practice test questions and more to make sure you’re ready for your SHRM-CP or SHRM-SCP exam.

SHRM Learning SystemŸ Individual option for level selection (SHRM-CP and SHRM-SCP)

Ÿ 4 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 & Knowledge™ (BoCK™) tested on SHRM-

CP and SHRM-SCP exams.

Ÿ Designed for Adult Learners.

Ÿ Smart Study Tool

Ÿ Tests (including knowledge and SJT questions)

Ÿ E-reader modules

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Ÿ Expert instruction

SHRM Printed &e-Books

Online Learning

Management System

InstructorLed

Classes

Certificate of

Participation

Ÿ Early Bird Registration : 1 November 2019 - 31 December 2019 (US $1400)

Ÿ Regular Registration : 1 January 2020 - 15 March 2020 (US $1600)

Ÿ Fee is exclusive of GSTŸ Course Duration: 36 contact hoursŸ Public program timings: 11:00 am – 2:00 pm Ÿ Public program 3 hours' Sat class for 12 weeks.

ŸFor in-house program, schedule will be worked out with consultation of client.

SHRM Learning Package Fee

Ex

Ÿ Early Bird Registration : 1 November 2019 - 31 December 2019 (US $1400)Ÿ Regular Registration : 1 January 2020 - 15 March 2020 (US $1600) Ÿ Exam fee is payable directly to SHRM Ÿ Last date of exam registration with late fee 75 $Ÿ Exam locations are 8,000 Prometric testing centres in 160 countries

including Islamabad, Lahore and K arachi.

Ÿ Eligibility Criteria: SHRM-CP and SHRM-SCPŸ SHRM has two certifications for HR professionals according to their scope

of responsibilities.Ÿ SHRM-Certified Professional is meant for HR professionals who deal with

day to day HR operationsŸ SHRM Senior Certified Professional for strategic HR professionals. It

includes learning system to groom and examination system to test their ability to apply these competencies to solve business challenges through situation judgment questions.

SHRM Exam Fee

SHRM Package Deal

Ÿ SHRM E-books

Ÿ SHRM Learning Management System

Ÿ 36 hours instructor-led virtual sessions

Ÿ Certi�cate of Participation

Saman AbbasiHead of Learning and Development

Soneri Bank LimitedSHRM-SCP

Muhammad Atif Tufail Chief Human Resource Officer

AkhuwatSHRM-SCP, SPHRi

Saria ZaheerHead HR & OD

Sapphire Textile Mills LtdSHRM-SCP

Ali AsifRegional HR Competence Manager

Middle East & AfricaMAN Diesel & TurboSHRM-SCP, SPHRi

Nadia Akbar HudaHead HR

International Brands LimitedSHRM-SCP

Naeem LodhiDy. Manager HR & Admin

Punjab Energy Holding Company (Pvt)Ltd.

SHRM-CP,PHRi

Mubashir AhmadRegional HR Officer

Beaconhouse School SystemSHRM-CP

Junaid JumaniDy. Director HR & Admin

AGP LimitedSHRM-CP

Rabia AfsheenGroup Head HR

Pharmagen LimitedSHRM-SCP

Aqsa RustamManager HR

Beiersdorf Pakistan Private LimitedSHRM-CP

Sameer AmjadHR-Lead/Project Manager-CDBMaster Tiles & Ceramic Industries Ltd

SHRM-CP

Kaifee Siddiqui Head

IGI Financial Services InstituteSHRM-SCP

Sohail RizviCEO

Next LevelSHRM-SCP, SPHR

Zahid MubarikCEO

HR MetricsSHRM-SCP, GPHR, SPHRi

Dr.Sitwat HusainGroup Head HR

Habib Bank AG ZurichSHRM-SCP, GPHR

Bakar AhmedHR Consultant

Free-LanceSHRM-SCP

Sadaf HatifCEO

HRSGSHRM-SCP

Farooq Ahmad Randhawa Additional Director HR

Punjab Health Care CommissionSHRM-SCP, SPHRi

Sana JavedCountry Manager HR

Wartsila Pakistan (Pvt) LtdSHRM-SCP

Sana KarimHR Manager

DSV

SHRM-SCP

Faraz Aziz GM HC & Admin

DP WorldSHRM-SCP, SPHR, SPHRi

Muhkam Wali KhanHead HR

AKDN PakistanSHRM-SCP

Muhammad Adnan AminHead HR

Advans Pakistan MicroFinance BankSHRM-CP

Shahma ZahidHead HR

ICAPSHRM-SCP, GPHR

Valencia PintoHead HR

Pak Brunei Investment Company Limited

SHRM-CP

Farhan Ur RehmanDeputy Chief HR Planning &

CompensationMOL Pakistan

SHRM-SCP

Arzoo Mahmood AlamDeputy Head HR

Habib Metropolitan Bank LtdSHRM-CP

Salman PashaGroup HR Manager (Comp & Ben)

Habib Bank AG ZurichSHRM-CP

Muhammad HaseebGroup Manager HRNRS International

SHRM-SCP

Farhan SamjiHead HR Operations

Dubai Islamic Bank Pakistan SHRM-CP

Aurangzeb Ahmed KhanChief Executive

E - AGRO Private LimitedSHRM-SCP

Saqlain SherSenior Manager HR

PTCLSHRM-SCP, SPHRi

Khawaja Asif MushtaqDirector of Operations

AFAQSHRM-SCP, SPHRi

Taha Ahmed AbbasiHead of Talent Acquisition

Habib Metropolitan Bank LtdSHRM-CP

Amin Anwer Ali RashidiHead Of Total Rewards

Habib Metropolitan Bank LtdSHRM-CP

Sabir Mumtaz SVP- Head Payroll

Askari Bank LimitedSHRM-SCP, SPHRi

Mohammed Salman DaliaHR & Finance Manager

SABICSHRM-CP

Rizwan Shahid SiddiquiHead HR - Retail,Corporate & Treasury

Faysal Bank Limited

SHRM-CP

Muhammad Faisal QureshiVice President / Unit Head HR Operations

Allied Bank LimitedSHRM-SCP

Syed Farhat Ali BokhariAssistant Vice President

Abacus Consulting Technology Pvt. Ltd.

SHRM-SCP, SPHRi

Mohammad FaheemHR Officer

Pakistan Petroleum LimitedSHRM-CP

Our Alumni

Rahim KabaniDirector HRJewlr.com

SHRM-SCP

Kashif Halim RajpootManager Talent Acqusition

Telenor PakistanSHRM-SCP, GPHR

Umair Bin ZafarManager Organizational Effectiveness

PTCLSHRM-CP

Muhammad Asif Unit Head, Recruitment

Allied Bank LimitedSHRM-SCP

Summaira Faisal Sr. Manager HR

Pakistan Poverty Alleviation FundSHRM-SCP

Faiza Shakeel MalikManager HR - Organizational and

Talent DevelopmentHaier PakistanSHRM-SCP

Khalid SirajPartner

Engage ConsultingSHRM-SCP

Samia QamarSenior Manager HR

S&P GlobalSHRM-SCP

Muhammad Usman SarwarManager Grade 10

Allied Bank LimitedSHRM-SCP, SPHRi

Nouman AliManager HR

NCA PakistanSHRM-SCP

Vasif FarooqHead HR Division

TechnamaxSHRM-SCP

Faiza Qureshi Senior Manager HR

Habib UniversitySHRM-SCP

Salman HakkaniHR Manager

Century Insurance Company SHRM-CP

Ave Josephine DavidHR Manager

Sabre Travel Network Pakistan (Pvt.)Ltd.

SHRM-CP

Osama AdilManager HR

Master Beverages & Foods LimitedSHRM-CP, PHRi

Saleha MajidManager IMS & Trainings

The SEARLE Company Ltd.SHRM-SCP

Usman Ahmed Khan Manager Learning

Habib Metropolitan Bank LtdSHRM-CP

Habiba SulmanManager Training, Central & North

Faysal Bank LimitedSHRM-SCP

Marylou Tanya D'MelloManager, HR - ER & Operations

Daraz PKSSHRM-CP

Maheen QaiserPartner

Crossroads Consulting AssociatesSHRM-SCP

Nabeel Khalid People & Operations Manager

Voluntary Service Overseas (VSO)SHRM-SCP

Sameea Pervez AliSenior Associate,Talent Team

EY PakistanSHRM-CP

Imran NabiGM HR

PKLI & RC HospitalSHRM-SCP

Anita AnsariSpecialist - Learning & OD

Khaadi SMC Pvt. Ltd.SHRM-CP

Syeda Fizza BatoolSr.Manager HR

Community Health SolutionsSHRM-SCP

Shaista Khan Assistant Manager HR

PIASHRM-CP

Subayyal AhmedDeputy Manager HR

Dollar Industries (Pvt) LtdSHRM-CP

Sidrah NagiHR Professional

APNA Adult Day Care CenterSHRM-CP

Ahmed Saeed KhanHR Business Partner

Hub Power Services Limited (HPSL)SHRM-CP

Dr.Romana AzazHR Business Partner

Bayer Pakistan (Pvt.) Ltd.SHRM-SCP

Sanna FakherHR Officer - Recruitment

Askari Bank LimitedSHRM-CP

Talha Bin YounasHR Practitioner

Free-LanceSHRM-CP

Munib FaruquiAssistant Manager HR

EY PakistanSHRM-CP

Asma Sethi Talent Management

Free-LanceSHRM-CP

Rafea Ahmed Management Executive HR

Pakistan Poverty Alleviation FundSHRM-CP

Mudassar MunirManager Content Design &

Training EffectivenessAllied Bank Limited

SHRM-SCP

Kamran HussainSr. HR Executive Officer

Alfalah GHP Investment Management Ltd.

SHRM-CP

Qadeer AhmadSr. HR Recruitment Executive

ChenOne Stores LimitedSHRM-CP

Tooba Malik HaseebConsulting Partner

Crossroads Consulting AssociatesSHRM-SCP

Ammara Romel BashirAssociate Manager - Employees

Final SettlementAllied Bank Limited

SHRM-CP

Rana Muhammad Idrees Deputy GM Logistics Century

PSOSHRM-SCP

Talha RasoolHR Manager

Frontier Works OrganizationSHRM-CP

M. Sheharyar IqbalHRBP

K-Electric LimitedSHRM-CP

Amber ChHR Specialist

Coca ColaSHRM-CP

Saqib AwanAdministration/ HR & Security

Secure Logistics Group (Pvt) LimitedSHRM-CP

Saad UllahAssociate Manager - Compensation

& Benefits IFO Pakistan Pvt. Ltd.SHRM-CP

Nimra SaleemL&D Coordinator

GlaxoSmithKline Pakistan LimitedSHRM-CP

Amina SheikhHR Officer &OD

Bank AlhabibSSHRM-CP

Bisma ShaukatHuman Resources

MOL Pakistan Oil & Gas Compay B.V.SHRM-CP

HR Cer�fica�ons By Career Levels

Higher level professionals are more likely to have an HR certi�cate. While only 13.2 percent of HR administrators have at least one crdential, 35.5 percent of HR managers are certi�ed and 51.1 percent of Vice Presidents of HR are certi�ed.

Chief Human Resources Officer(CHRO)

Vice President (VP), Human Resources(HR)

Human Resources (HR) Director

Human Resources (HR) Manager

Human Resources (HR) Generalist

Human Resources (HR) Administrator

Human Resources (HR) Assistant

55.7%

51.5%

46.5%

35.5%

28.3%

13.2%

5.2%

0% 10% 20% 30% 40% 50% 60%