Advanced Human Resources
Executive Development Program
February to June 2011
AUC New Cairo
The program is funded by the Industrial Training Council for companies registered on the Industrial Modernization Center database
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ADVANCED HUMAN RESOURCES EXECUTIVE DEVELOPMENT PROGRAM
In today’s rapidly changing business environment one thing is certain; human capital is an organization’s most vital resource. It is through a company’s human capital that, a company can thrive and flourish. Highly knowledgeable and skilled HR professionals can achieve the challenging task of managing individuals to optimize workforce capacity and have an impact on an institution.
Executive Development Programs have become a necessary milestone in the career paths of business practitioners worldwide giving business leaders the tools and networks to anticipate future trends, challenges and opportunities. Success depends on the ability to innovate and sustain winning strategies, especially in times of crisis. For almost 90 years The American University in Cairo has provided a portfolio of degree and non-degree programs enabling business leaders to accomplish these objectives.
IEEI is partnering with leading academic and professional institutions to offer a custom tailored Advanced Human Resources Executive Development Program that meets the needs of seasoned HR professionals in Egypt. This non-residential program is offered in Egypt in eight intensive modules over a five month period.
THE INTERNATIONAL EXECUTIVE EDUCATION INSTITUTE (IEEI)
Building on more than 30 years of experience in offering professional development programs in Egypt, the Arab Region and Africa, The American University in Cairo, School of Business established the International Executive Education Institute (IEEI) in 2008 to be the leading regional platform for world-class executive development and networking. IEEI mission is to enable current and emerging business leaders to master the necessary tools to grow their businesses in a challenging global environment.
Since its inception, IEEI has established institutional partnerships with global leaders such as Kellogg School of Management at Northwestern University, IE Business School, Marshall School of Business at University of Southern California, Rotterdam School of Management at Erasmus University, National University of Singapore, University of Wisconsin-Madison and the Professional Risk Managers’ International Association (PRMIA). IEEI also draws upon prominent faculty from INSEAD and ESSEC to lead executive seminars.
WHO SHOULD ATTEND
This program is designed for directors, senior HR professionals, learning and development managers in specialized units within the organization, HR consultants and experts as well as owners and chief executive officers of small and medium sized companies. Participants to this program should have at least ten years of professional experience.
KEY BENEFITS
Participants will be able to:
• Acquire insight into the latest global trends in the field of human resources • Align human resource management strategy with the firm’s strategy
• Use new methods of performance management to achieve organizational goals
• Amplify human resource capabilities of an organization through talent management, training and development • Develop and foster a robust corporate culture that is resilient in the face of disruptive change, uncertainty and
crisis
VENUE
The program will be conducted at AUC New Cairo. This 260-acre world-class facility offers the perfect learning environment for IEEI programs.
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PROGRAM SCHEDULE
Module
Lead Faculty
Performance Management
Sunday – Monday
February 27 - 28, 2011
The aim of performance management is to improve organizational and business results to achieve the organization’s goals. This module aims at providing managers with an understanding of the component parts of managing the performance of others so that they can plan how to manage those staff for whom they are responsible; it also offers the opportunity to practice some of the key skills involved in managing the performance of others.
The module discusses the topic of performance management, as well as its process. Recognizing the skills required to manage the performance of others and describing the different techniques of motivation and their uses. It then goes on to explain the concept of situational leadership and how it can be used to delegate to and develop team members and identify individual strengths and development needs. Finally, the module discusses basic coaching and feedback techniques which can be applied directly to the workplace.
Paul Hazell
Rotterdam School
of Management
Ian Girdler
Rotterdam School
of Management
Strategic Issues in Resourcing and Assessment
Sunday - Monday
March 6 – 7, 2011
In today’s turbulent times, organizations shift and transform to adjust to the ever-changing business environment; the quality of people that you can recruit and your recruitment decisions will determine to a great extent the future of your organization.
The module discusses what is strategic recruitment/resourcing, how to create an employee value proposition that supports such a strategy, some of the most recent tools of selection, placement and succession planning. It also aims at providing advanced tools and instruments related to assist professionals in smoothing the transition process within organizations in situations of organizational mergers, acquisitions, downsizing and expansion.
Khaled Gamal
Aspire HR
Consultants
Talent and Total Reward Management
Sunday - Monday
March 27 – 28, 2011
The module aims at providing a holistic look at the process of development of talent (training and development) and total reward management (compensation and benefits) which are essential for the development of employee’s skills and for optimum utilization of the organization’s human resources.
The module focuses on how the human capital training and development turns practically to a catalyst for business sustainability and growth, introducing concepts of Talent Anatomy, HR Talent-ship and Amalgamated Organization Values. It then deals with the design, implementation and maintenance of reward processes and practices that are geared to the improvement of organizational, team and individual performance, focusing on compensation and benefits concepts, the conventional and the revolutionary, as well as providing practical tools and best practices of effective reward management.
Ayman Emam
Aspire HR
Consultants
Corporate Challenges in Times of Crisis
Sunday - Monday
April 10 - 11, 2011
The most difficult challenge any HR leader will face is that of changing the long held habits of thinking and behavior in their organizations – changing the corporate culture. Culture, in all cases, impacts performance for better or for worse. Experience shows that many organizational cultures act as a limiting agent in terms of new strategies. This module will cover what it takes to reshape culture in order to support strategy, execution and engagement.
The module also tackles the issue of organizational change and how disruptive change affects an organization, looking at fundamental issues related to management vs. employees outlook to change, dealing with employee resistance to change, effective communication as a means to successful change management.
Dustin Seale
Senn-Delaney
(Aspire HR
Consultants
Partners, ME)
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Module
Lead Faculty
Corporate Strategy and HR
Tuesday – Wednesday
April 19 – 20, 2011
Developing a sound strategic plan is vital for the organization to reach its goals and objectives. It is also clear that plans require the right people to follow through and execute. HR professionals sometimes come across a functional process not directly linked to strategy, while in reality this is far from the truth. HR professionals have to be involved with developing the organizational strategy and then transforming this strategy into an HR Strategic Plan.
The module goes through the process of developing an organizational strategy and the HR involvement in this process. It also looks at tools for encouraging relevant organizational culture and performance management systems, development of HR Strategy that serves the different businesses and their objectives, the transformation process from a value based organization to a learning organization. The module then takes a detailed look at the process of development of the HR strategic plan.
Ayman Ismail
DMG – Mountain
View
Talent and Corporate Performance
Monday - Tuesday
May 16 – 17, 2011
The act of Management is all about Amplifying the Human Capability of an Organization. This module will address the people side of business from a general management perspective. Within the context of newer thinking in Talent Management and Organizational Performance, the module will integrate concepts from strategy, organizational behavior, talent management, motivation, incentives, empowerment, leadership, organizational design and transformation. The module will consist of three sections highlighting different aspects of people management including: Corporate Performance, Empowerment and Corporate Performance and finally exploring a case study of two contrasting transformations bringing to life the concepts discussed in first two sections.
Masud Arjmand
Kellogg School of
Management
Consultancy Skills for HR Professionals
Sunday - Monday
May 29 – 30, 2011
Consultancy Skills enable both the HR professional and their clients to see the unique value each can bring to the benefit of the business. While most HR professionals are highly skilled in their area of expertise, they can be frustrated by an inability to influence those people in the organization who have the most power to make sustainable business decisions. This is frustrating for both the clients and HR professionals and has the potential to undermine the value HR can add.
This module will help participants develop a range of skills to be more influential, adding and creating value through their HR Role. The course will also touch on issues of mediation and conflict resolution which are both challenging and essential for creation of a winning business environment.
Wilfred Verweij
Rotterdam School
of Management
HR and Corporate Sustainability
Wednesday – Thursday
June 15 -16, 2011
What does the shifting landscape of major global trends mean for what our organizations will look like tomorrow? What does this mean for how we should be managing talent in our organizations today? As the commercial implications of ‘sustainability’ rise higher up the boardroom agenda, there are clear implications for HR professionals. In a shifting global context, how should we be preparing leaders? How should we be developing leaders? How should we be rewarding leaders? How should we be engaging with employees across the organization? What kind of organizational culture should we be trying to support? What kind of people should we be looking for to recruit and promote? What kind of role should the HR professional be playing? How should we be leading change?
Matthew
Gitsham
Ashridge Business
School
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I
N S T R U C T O R SAyman Ismail Soliman
Chairman, Dar El Mimar Group - Mountain View
In 2008, Ayman joined Dar El Mimar Group after more than 20 years of experience in two top multinational companies (Procter and Gamble and PepsiCo).
In 1987, Ayman started his career with Procter and Gamble holding a number of sales and marketing leadership positions in Egypt, Middle East and Africa, Europe and North America. In mid 1998, he was appointed global marketing manager and led the global launch of “Swiffer Wet Jet”. In 2003, he was promoted to general manager for global oral care and played a key role in regaining Procter and Gamble Oral Care USA market leadership from its rival Colgate and led the introduction of Procter and Gamble biggest new initiatives “Crest White Strips”, Ayman was made team leader of the Procter and Gamble /Gillette integration following Procter and Gamble acquisition of the Gillette Company.
In 2006, Ayman moved to PepsiCo as chief executive officer and president of Egypt and North Africa. In 2008 Ayman was named PepsiCo South Asia, Middle East and Africa regional vice president. Under his leadership PepsiCo achieved a number of historic milestones; among which is a record high revenue and profit in 2007 for Egypt and North Africa. Ayman is known for his passion for the Corporate Social Responsibility (CSR) and his belief in the importance of education. He led the expansion of Pepsi successful CSR program “Pepsi football school league” and recently in cooperation with AUC and the National University of Singapore initiated The Real State Academy in Egypt which will contribute to the enhancement and adoption of international best practices. Ayman graduated from the Faculty of Commerce, Ain Shams University in Cairo and completed a Business Degree from Harvard Business School in the United States.
Ayman A. Emam
Human Resources Consultant and Talent Advisor, Aspire Human Resource Consultants
Ayman is an HR consultant and talent advisor at Aspire HR Consultants since 2008. With almost 30 years of experience in the Human Resources profession. Ayman practiced Human Resources at both sides of the business table, HR management as well as consultancy. He held senior HR roles in a number of leading corporations including being HR Regional Director for Methanex Egypt, senior HR manager for Halliburton, HR manager for Egyptian LNG (Liquefied Natural Gas), HR manager for Unilever and field HR development and administrative manager for Coca-Cola Egypt, and HR administrator in General Dynamics Fort Worth Division assigned to the Peace Vector projects. He has also implemented dedicated consultancy for a number of companies in the region representing different industries: energy, steel, construction, FMCG, manufacturing, telecom and recently automotive.
Ayman is a member in some HR communities including Blue Ribbon, Society for Human Resource Management, the Society of Trust and Estate Practitioners and the Egyptian Human Resource Management Association. He has been awarded numerous awards for his contributions including the Exceptional HR Performer GDFW’s Peace Vector in 1992, the BG Chairman’s Award for 2005 on People Performance and Recognized for exceptional performance in the quarterly staff meetings within ELNG in 2003, 2004 and 2005. Ayman holds a BA of English Literature from Cairo University in 1986.
Dustin Seale
Partner, Managing Director, Senn Delaney EMEA (Aspire HR Consultants Partners, Middle East)
Dustin leads Senn Delaney in Europe, the Middle East and Africa Region and is a recognized authority on how to achieve and sustain transformational change that improves the spirit and performance of organizations. From previous leadership roles and 15 years of working with leaders to create high-performance, thriving cultures, he knows that this is one of the biggest challenges any leader will face.
It is through this depth of knowledge and field experience that Dustin guides clients on best approaches to successfully reshape organizational culture. He is passionate about supporting leaders to align the energy, mindset and behaviors of the people across the organization to support successful strategic execution.
Based in London, Dustin consults with chief executive officers and their senior teams across the globe. Clients include: Anglo American, Airbus United Kingdom, Birds Eye Iglo, British Gas, British Telecom, FirstGroup, GlaxoSmithKline, Honda United Kingdom, PepsiCo International, Reckitt Benckiser, T-Mobile International AG and United Utilities. In the Middle East, Aspire HR Consultants partner with Senn Delaney on some of its larger Middle East projects.
Dustin has led for-profit and not-for-profit organizations and has corporate experience in public relations, marketing, banking and capital fundraising. This varied experience has taught him that healthy, authentic leadership can profoundly and positively impact the culture and performance of any organization.
His work in banking has also provided valuable insights into the daily operations of financial institutions and large corporations.
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Dustin is a graduate of the University of California Santa Barbara, where he studied economics and pre-law. He lives in London with his wife and two sons. Dustin is regularly published and is frequently invited to speak to business groups and organizations about purposeful leadership and improving culture and performance.
Ian Girdler
Visiting Faculty, Rotterdam School of Management
Ian Girdler is a visiting faculty at Rotterdam School of Management. He entered the financial services profession in 1976 gaining experience in both the retail and corporate sectors. He moved into training in the mid 80s and broadened his experience into people and organization development over the ensuing ten years. For the five years to 1998 Ian worked both as an internal consultant with a prominent United Kingdom company, advising on change projects and developing their executive and management teams, as well as continuing his activities as an external consultant. Ian is also director of Performance Improvement Through Human and Organisational Needs ( PITHON Ltd).
Ian has for several years been operating exclusively as an external consultant, specializing in executive coaching, leadership and management, sales and customer service, working in both the public and private sectors. He has international experience including projects in Europe, America and Africa.
Ian obtained his masters in training and development at the University of Sheffield and is now studying psychology. He is also a member of faculty with several prominent training and consultancy organizations, including Erasmus University Rotterdam, Executive Leadership Foundation (Brussels), International Negotiating Academy and Management Centre Europe (Brussels).
Khaled Gamal
Senior Executive Consultant at Aspire HR Consultants
Khaled Gamal is currently the senior executive consultant at Aspire HR Consultants. Prior to that, he was the human resources executive director of SODIC Egypt. Before SODIC , Khaled spent 12 years in Vodafone in which he held several positions in different HR functions. He has wide experience in the fields of human resource management, training and development and organizational development.
Khaled is a high energy, results-driven professional with an illustrious career reflecting continuous contribution and achievements backed by diverse leadership roles in the national and international sectors within multinational and local organizations.
He has completed an MBA specialized in Human Resource Management. He is also a certified job evaluator by Hay Group, a certified feed backer for the Hay Group leadership assessment model and an SHL certified Competency based interviewer and assessor. Khaled has acquired solid professional training within most diversified soft-skills’ solutions, covering management, leadership, interpersonal skills, HR, employees value proposition and change management.
Matthew Gitsham
Director, AshridgeMatt is director of the Ashridge Centre for Business and Sustainability at Ashridge Business School. He works with colleagues across the Ashridge faculty to promote thought leadership around organizational change, leadership development and sustainability. He has recently led research exploring chief executive officers’ perspectives on the implications of sustainability for leadership development. This was conducted in partnership with the Academy of Business in Society and the United Nations, and sponsored by Shell, Unilever, IBM, Johnson and Johnson and Microsoft. He is currently leading a major research study ‘Leading Organizations of Tomorrow’ exploring examples of innovation in leadership development in a changing global context at IBM, HSBC, Ernst and Young, IMC Group, Bovis Lend Lease, InterfaceFLOR, Fairmount Minerals and Sky.
He teaches on a range of Ashridge executive and qualification programs, including the MBA, and is program director for the Integrating Corporate Responsibility program. Matt is widely published and a frequent contributor to industry and academic conferences. He is an elected member of the academic board of the Academy of Business and Society and a visiting tutor at Antwerp Business School. Matt frequently acts as an advisor to organizations on their sustainability strategies. Matt was awarded the 2010 ‘Rising Star’ award as part of the Academy of Business in Society-Aspen Institute European Faculty Pioneer Awards, which are made annually to honor European Business School faculty who have demonstrated great vision and outstanding leadership in integrating the principles of sustainable development into research, education and learning, student communities and corporate practice.
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Masud M. Arjmand
Adjunct Faculty, Kellogg School of Management
Dr. Arjmand retired as a senior executive partner in Accenture's Strategic Services Practice in December 2008. Two thirds of Dr. Arjmand's nearly 30 years career has been in Management, Strategy and Technology Consulting with Accenture while earlier one third in R&D and senior technical management at Texas Instruments.
Prior to Accenture, Dr. Arjmand held R&D management positions as director of Artificial Intelligence Lab and Decision Systems Lab in Texas Instruments Corporate Research Center. During his tenure at Texas Instruments, Dr. Arjmand was also an adjunct professor and associate member of Graduate Faculty at University of Texas. Dr. Arjmand has numerous publications and quotes in professional magazines, including New York Times. He has been quoted in Accenture Press Releases. He has attended the Harvard Seminar for Managers of Industrial R&D and was the leader of the Accenture/Morgan Stanley B2B chief executive officer forum in addition to being invited to participate in the Sony Business Strategy Conference. Dr. Arjmand is also a US Patent Holder. Dr. Arjmand is active in business and civil affairs. He is an organizing member of the board of directors of First Community Bank of Naperville. He also is the owner and president of Red River Group, a development and investment company in Naperville, IL.
Dr. Arjmand received his Ph.D in 1981 and M.S in 1979, both in Signal Processing from University of Colorado Boulder. He received his Bachelors Degree in 1975, in Communications and Electronics, from Lahore University of Engineering and Technology for which he was awarded a Gold Medal.
Paul Hazell
Visiting Faculty, Rotterdam School of Management
Paul Hazell is a visiting faculty at Rotterdam School of Management. He is a business change and training specialist with almost 35 years business experience including 19 years as a trainer and facilitator and 10 years as a consultant. Prior to entering the consultancy and training industry he had a career in International Banking, International Trade and Corporate Finance. Paul is also director of Performance Improvement Through Human and Organisational Needs ( PITHON Ltd).
Paul operates mainly in Europe but has also worked in Africa, the Middle and Far East, United States and Australia. He spent four years in the late 1980s living and working in Australia.
As a Business Change Consultant, Paul advises on the people aspects of change projects and carries out business needs analyses to find the best ways to implement, evaluate and support change initiatives. As a trainer, he specializes in negotiation skills, trainer and consultancy training, sales, business presentations and coaching. He also speaks on business conferences and is an associate member of faculty with other prominent consultancy organizations including Management Centre Europe, Erasmus University Rotterdam, Manchester Business School and The International Negotiating Academy.
Wilfred Verweij
Rotterdam School of Management, Erasmus University
Wilfred Verweij is on Rotterdam School of Management’s faculty. His areas of expertise are organizational change and development, strategy development, conflict resolution, and learning – in fact approaching various kinds of organizational issues from a human interaction perspective.
As a researcher, lecturer and practitioner, he focuses on how people interactively – and often unintentionally – (re)produce organizational webs that they are then themselves entrapped in, and how they can break free from their socially created constraints and jointly solve their problems and devise their futures. His work is primarily grounded in social-constructionist thinking in the disciplines of Sociology and Social Psychology.
He has worked with a variety of clients, like Corus, ABN AMRO, TNT, Rabobank, Corporate Express, United Kingdom’s National Health Service (NHS) and a number of major consultancy firms. Preferring to work in complex and ambiguous environments, he has particularly enjoyed working with the United Nations, the Dutch penitentiary system, municipalities and educational institutions.
Wilfred holds a master’s degree in Public Administration (Twente University) and is slowly working towards his PhD, focusing on the social construction of change and transformation in a complex educational institution.
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THE APPLICATION
Admissions Criteria:
Selective enrollment of the most qualified and diverse group enhances the overall learningexperience. The Admission Committee looks for applicants who have management responsibilities with diverse skills and experience. In seeking senior executives with demonstrated promise, the Admission Committee takes into account the applicant’s organizational level, management experience, career goals and ability to contribute to the program. The Admission Committee may require a telephone or personal interview as part of the admission process.
Language:
This program is offered in English and there is a considerable amount of reading material, (e.g. casestudies and articles) given in advance and during the program. Moreover, participants are required to actively participate in the classroom and in smaller study group discussions on a daily basis. Proven proficiency in written and spoken English is essential for the completion of the assignments and the engagement in fast moving discussions.
Admissions Process:
An online application is available atwww.aucegypt.edu/business/ieei
. Applications arereviewed upon submission and accepted on a rolling basis. Early application is strongly recommended as space is limited.
Certificate:
IEEI awards a certificate upon successful completion of the program. Participants must have attended at least 80 percent of the program to receive the certificateFees:
The fees for the Advanced Human Resources Executive Development Program fees are $7,900. These feescover tuition, class materials, coffee breaks and lunch. Payment is due upon receipt of the acceptance letter. Checks should be made payable to The American University in Cairo. Places are not guaranteed unless payment is received.
IMC / ITC Funding:
The Industrial Modernization Center (IMC) will fund 50 percent of the tuition for IMCmember companies. Applicants will pay the full fees to IEEI after receiving their acceptance letter. After the program is completed and the certificate of attendance is provided by IEEI, applicants will then be reimbursed by IMC.
Cancellation Policy:
Cancellations made up to 30 calendar days before the start of the program will receive afull refund of the tuition fees. Cancellations made less than 30 days in advance will not receive a refund, but candidates may nominate an acceptable substitute or attend a future run program within one year. Cancellation requests must be received in writing.
