Professional HR Diploma (PHRD)

PROGRAM OVERVIEW

• Duration: 10 weeks.
• Structure: 20 sessions, with two sessions per week.
• Total learning hours: 90 hours.
• In-class instruction: 55.25 hours.
• Guided online learning: 29.75 hours, including videos, readings, quizzes, templates, and assignments.
• Capstone project: 5 hours.
• Delivery format: Hybrid — in person in Egypt or Saudi Arabia, or live online via Zoom or Google Meet.
• Language: English.
• Certificate: Consultify Professional HR Diploma (PHRD) Certificate.

WHO SHOULD ATTEND

• HR professionals seeking to strengthen their technical HR knowledge and strategic capabilities.
• Aspiring HR professionals with 0–5 years of experience.
• HR Officers, Specialists, and Generalists looking to develop broader expertise across HR functions.
• Professionals preparing to progress toward HR Business Partner and HR management roles.

WHAT YOU WILL LEARN

• Understand the strategic role of HR and its contribution to organizational performance.
• Apply the HR Business Partner model and the SHRM BASK framework.
• Design organizational structures, job descriptions, and workforce plans.
• Manage recruitment, talent acquisition, candidate selection, onboarding, and employee experience.
• Develop performance management systems, KPIs, OKRs, appraisal processes, and coaching practices.
• Apply compensation and benefits principles, competency frameworks, and job grading methodologies.
• Identify training needs and design effective learning and development programs.
• Establish career development pathways and succession planning processes.
• Apply employee relations, labor law, social insurance, and HR compliance principles.
• Develop HR policies, employee handbooks, and compliant HR procedures.
• Use HR analytics, metrics, dashboards, and AI tools to improve HR decision-making.
• Strengthen business acumen, communication, stakeholder management, and change management.
• Design, implement, and present an integrated HR policy or process through a practical Capstone Project.

PROGRAM MODULES

Module 1: HR Foundations & Strategic Role of HR

• Understand the evolution of HR from personnel administration to strategic HR management and HR business partnership.
• Explore the employee lifecycle and the core functions of HR.
• Apply the SHRM BASK framework and understand the relationship between HR competencies and business outcomes.

Module 2: HR Business Partner Model & Organizational Structure/Design

• Understand the HRBP model and its contribution to organizational effectiveness.
• Explore organizational structures, reporting relationships, and operating models.
• Analyze business requirements and align organizational design with strategic objectives.

Module 3: Workforce Planning & Job Analysis / Job Description Design

• Conduct workforce planning based on organizational objectives and manpower requirements.
• Apply job analysis techniques to identify responsibilities, competencies, and job requirements.
• Develop structured job descriptions and align positions with organizational needs.

Module 4: Talent Acquisition & Sourcing Strategies

• Differentiate between recruitment and strategic talent acquisition.
• Understand the end-to-end talent acquisition cycle.
• Evaluate sourcing channels based on cost, speed, and suitability.
• Apply employer branding and candidate experience principles.
• Develop sourcing strategies through practical case studies.

Module 5: Selection & Competency-Based Interviewing

• Understand the selection funnel, including screening, assessments, interviews, and reference checks.
• Apply competency-based interviewing and the STAR method.
• Recognize common interviewer biases and techniques to reduce them.
• Practice structured interviews, candidate evaluation, and evidence-based scoring.

Module 6: Onboarding & Employee Experience

• Understand onboarding principles and their impact on employee integration.
• Design onboarding activities and employee experience initiatives.
• Identify opportunities to improve engagement, retention, and the employee lifecycle.

Module 7: Performance Management Systems (KPIs, OKRs, Goal Setting)

• Understand performance management frameworks and their strategic purpose.
• Develop KPIs, OKRs, and measurable performance objectives.
• Align individual and departmental targets with organizational goals.
• Apply performance monitoring and review principles.

Module 8: Performance Appraisal, Feedback & Coaching Techniques

• Understand performance appraisal methods and evaluation principles.
• Deliver constructive feedback and conduct effective performance discussions.
• Apply coaching techniques to support employee development.
• Address performance gaps and establish improvement actions.

Module 9: Compensation & Benefits Fundamentals

• Understand total rewards, compensation structures, and employee benefits.
• Explore salary structures, pay components, and internal equity.
• Understand market competitiveness and the principles of compensation decision-making.

Module 10: Competency Frameworks, Proficiency Leveling & Job Evaluation/Grading

• Develop competency frameworks and behavioral indicators.
• Define proficiency levels and competency requirements across job grades.
• Apply job evaluation methods, including point-factor, job ranking, and job classification.
• Understand the relationship between competencies, job grading, and salary structures.

Module 11: Training Needs Analysis (TNA) & L&D Program Design (ADDIE Model)

• Conduct organizational, job-level, and individual Training Needs Analysis.
• Use performance data, competency gaps, employee surveys, and exit interview insights to identify learning needs.
• Apply the ADDIE model to analyze, design, develop, implement, and evaluate learning programs.
• Design training objectives, delivery methods, materials, and evaluation measures.

Module 12: Career Development & Succession Planning

• Differentiate between career development and succession planning.
• Develop career paths using job grades and proficiency levels.
• Identify high-potential employees using talent review tools, including the 9-Box Grid.
• Establish succession planning approaches aligned with organizational needs.

Module 13: Employee & Labor Relations Fundamentals

• Understand employee relations principles and workplace responsibilities.
• Address employee concerns, workplace issues, and disciplinary matters appropriately.
• Apply fundamental employee relations practices and documentation procedures.

Module 14: The New Egyptian Labor Law (Law No. 14/2025) — Practical Application

• Explore the practical implications of Egyptian Labor Law No. 14/2025.
• Understand key employment requirements, employer obligations, and employee rights.
• Apply relevant legal principles to common HR scenarios and employment decisions.

Module 15: The New Egyptian Social Insurance Law — Deep Dive

• Understand the Egyptian social insurance framework and its implications for HR.
• Explore employer responsibilities, employee coverage, and relevant administrative requirements.
• Apply social insurance principles to practical HR cases.

Module 16: HR Policies, Employee Handbook & Compliance

• Understand the purpose and structure of HR policies and employee handbooks.
• Develop clear policies aligned with organizational requirements and applicable legislation.
• Establish HR documentation and compliance procedures.
• Review policy implementation and identify compliance gaps.

Module 17: HR Analytics, Metrics & Dashboards

• Identify relevant HR metrics and key performance indicators.
• Analyze workforce data to identify trends, risks, and improvement opportunities.
• Develop HR dashboards and communicate insights to support management decisions.

Module 18: How to Use AI in HR

• Explore practical applications of AI across recruitment, employee services, learning, and HR administration.
• Identify opportunities to improve efficiency and automate repetitive HR tasks.
• Evaluate AI outputs critically and consider data privacy, confidentiality, accuracy, and responsible use.

Module 19: HR Business Acumen, Communication & Change Management

• Understand the relationship between HR activities and business performance.
• Strengthen stakeholder communication, influencing, and business-oriented problem-solving.
• Apply change management principles to support organizational initiatives.
• Prepare an integrated HR policy or process for the Capstone Project.

Module 20: Capstone Project Presentation & Final Assessment

• Develop an individual HR policy or process addressing a practical workplace need.
• Integrate relevant HR knowledge, legal considerations, processes, and implementation requirements.
• Present the Capstone Project and explain its business rationale and expected impact.
• Receive feedback and demonstrate the ability to translate learning into a practical HR deliverable.

LEARNING APPROACH

• Facilitator-led sessions combining theoretical foundations with practical application.
• Case studies, workshops, group activities, and scenario-based exercises.
• Guided online learning through videos, readings, quizzes, templates, and assignments.
• Practical application of HR tools, frameworks, and workplace methodologies.
• Individual Capstone Project integrating learning across the diploma.

LEARNING MATERIALS & DELIVERABLES

• Trainee Guide.
• Practical HR templates, tools, and supporting learning materials.
• Guided online learning activities and assignments.
• Individual Capstone Project suitable for professional use and portfolio development.
• Consultify Professional HR Diploma (PHRD) Certificate.

ASSESSMENT & COMPLETION

• Participation in practical activities, case studies, quizzes, and assigned learning tasks.
• Application of HR concepts through structured exercises and assignments.
• Completion and presentation of the individual Capstone Project.
• Final assessment based on the program requirements and Capstone evaluation.

Download the course outline