International Professional Managers Association

Certification in Advertising & Promotion Program

Introduction	Until recently, believing in the effectiveness of advertising and promotion has largely been a matter of faith. Marketing departments might collect voluminous statistics on television program ratings and on coupon redemptions and carefully compare the costs of marketing with total sales. But none of this data measures what is really important: the incremental sales of a product over and above those that would have happened without the advertising or promotion. Thanks to a new kind of marketing data, that situation is changing. The data correlate information on actual consumer purchases (available from universal-product-code scanners used in supermarkets and drugstores) with information on the kind of television advertising those consumers receive or the frequency and type of promotion events they see. Armed with this consumer products data from a "single source," managers can measure the incremental impact of marketing-mix variables such as advertising, merchandising, and pricing.
Program Objectives	Know what advertising is and what it can do. Since advertising has become so pervasive, it would be reasonable to expect that you might have your own working definition for this critical term. But an informed perspective on advertising goes beyond what is obvious and can be seen on a daily basis. Advertising is distinctive and recognizable as a form of communication by its three essential elements: its paid sponsorship, its use of mass media, and its intent to persuade. An advertisement is a specific message that an advertiser has placed to persuade or inform an audience. An advertising campaign is a series of ads with a common theme also placed to persuade or inform an audience over a specified period of time. Discuss a basic model of advertising communication. Advertising cannot be effective unless some form of communication takes place between the advertiser and the audience. But advertising is about mass communication. There are many models that might be used to help explain how advertising works or does not work as a communication platform. The model introduced in this chapter features basic considerations such as the message-production process versus the message-reception process, and this model says that consumers create their own meanings when they interpret advertisements. Describe the different ways of classifying audiences for advertising. While it is possible to provide a simple and clear definition of what advertising is, it is also true that advertising takes many forms and serves different purposes from one application to another. One way to appreciate the complexity and diversity of advertising is to classify it by audience category or by geographic focus. For example, advertising might be directed at households or government officials. Using another perspective, it can be global or local in its focus. Explain the key roles of advertising as a business process. Many different types of organizations use advertising to achieve their business purposes. For major multinational corporations, such as Procter & Gamble, and for smaller more localized businesses, such as the San Diego Zoo, advertising is one part of a critical business process known as marketing. Advertising is one element of the marketing mix; the other key elements are the firm's products, their prices, and the distribution network. Advertising must work in conjunction with these other marketing mix elements if the organization's marketing objectives are to be achieved. It is important to recognize that of all the roles played by advertising in the marketing process, none is more important than contributing to building brand awareness and brand equity. Similarly, firms have turned to more diverse methods of communication beyond advertising that we have referred to as integrated brand promotion. That is, firms are using communication tools such as public relations, sponsorship, direct marketing, sales promotion, and others along with advertising to achieve communication goals. Understand the concept of integrated brand promotion (IBP) and the role advertising plays in the process. Integrated brand promotion (IBP) is the use of various promotional tools, including advertising, in a coordinated manner to build and maintain brand awareness, identity, and preference. When marketers use advertising in conjunction with other promotional tools, this creates an integrated brand promotion that highlights brand features and value. Note that the word coordinated is central to this definition. Over the last 30 years, the advertising and promotion industry has evolved to recognize that integration and coordination of promotional elements is key to effective communication and lasting brand identity.
Program Description	Understand the scope of marketing communications Communication process: nature and components of marketing communications; models of communication; selection and implementation process; consumer buying decision-making process; influences on consumer behavior: internal (demographics, psychographics, lifestyle, attitude, beliefs), external (cultural, social, environmental factors); response hierarchy/hierarchy of effects models; integration of marketing communications Organization of the industry: structure and roles of marketing communications agencies; (advertising agencies, marketing agencies, creative agencies, media planning and buying agencies); media owners; advertisers; triangle of dependence; types of agency (full service, à la carte, specialist agencies, media independents, hot shops and boutiques, media sales houses); other supporting services (public relations (PR), sales promotion, marketing research) Regulation of promotion: Consumer Protection From Unfair Trading Regulations, Sale of Goods Act, Supply of Goods and Services Act, Distance Selling Regulations, Consumer Credit Act, Data Protection Act; statutory authorities Trading Standards, Ofcom, the Office of Communications); self-regulation (Advertising Standards Authority (ASA), Committee of Advertising Practice (CAP)); ethics, consumerism and public opinion as a constraint Current trends: media fragmentation and the decline the power of traditional media; ambient/out-of-home media eg product and brand placement, posters, stickers, car park tickets, till receipts, petrol pumps; new media eg, texts, use of mobile phone, web-based media, pop-ups; brand proliferation; niche marketing/micro-marketing; media inflation; maximizing media spend; increased sophistication and use of marketing research; responding to globalization (global marketing, global brands, global media); ethical marketing eg fair trade, cause-related marketing; e-commerce; viral marketing; use of social networking websites; search engine optimization; web optimization The impact of ICT: role of ICT, internet and on channels of communication; global media reach; cyber consumers; online shopping (interdependence, disintermediation, reintermediation); the use of customer relationship management (CRM); online security issues Understand the role and importance of advertising Role of advertising: definition, purpose and objectives of advertising; functions of advertising (remind, inform, persuade, sell); advantages and disadvantages of advertising; advertising process; role of advertising within marketing mix, within promotional mix; characteristics of advertising media (print, audio, moving image, ambient, new media) Branding: definition, purpose, objectives, benefits and dimensions of branding; brand strategies (individual, blanket, family, multi-branding, brand extension, own brands, brand repositioning); brand image, personality and equity; brand value, brand evaluation techniques Creative aspects of advertising: communication brief (positioning, targeting, messages, message-appeals); creative brief (advertisement design, visuals, copy writing, creative strategies and tactics testing); impact of ICT on advertisement design and dissemination; measuring advertising effectiveness; key media planning concepts (reach, duplication, frequency, fighting); principles in measuring media effectiveness (distribution, ratings, audience share, awareness, cost per thousand) Working with advertising agencies: agency structures; role of account handler and account planner; process and methods of agency selection; agency appointment including contracts and good practice guidelines; agency/client relationships; remuneration (commission, fee, results), media planning; key account management and the stages in developing key account relationships Understand below-the-line techniques and how they are used Primary techniques: sales promotion; public relations; loyalty schemes; sponsorship; product placement; direct marketing; packaging; merchandising; for each of the techniques detailed (consideration of role, characteristics, objectives, advantages/disadvantages, appropriate uses, evaluation measures) Other techniques: an overview of the role and uses of corporate communications; image and identity; exhibitions; word-of-mouth; personal selling; use of new media Plan integrated promotional strategies Budget formulation: budget determination process; methods (percentage of sales, per unit, cost-benefit analysis, competitive parity, task, customer expectation, executive judgment); guidelines for budget allocation; overview of media costs; relative costs of various promotional techniques; comparing low and high-budget campaigns; new product considerations Developing a promotional plan: situation analysis; objectives; communication goals, target audiences; creative strategy; promotional strategy and tactics; media selection; inter and intra-media decisions; scheduling; burst versus drip; budget allocation; evaluation measures; planning tools (AIDA, DAGMAR, SOSTT + 4Ms, SOSTAC, planning software) Integration of promotional techniques: benefits; methods; role of positioning; positioning strategies; push and pull strategies; importance of PR; corporate identity and packaging in aiding integration; barriers to integration (company and agency organizational structures; cost); methods of overcoming these barriers; levels of integration; award-winning campaigns Measuring campaign effectiveness: comparison with objectives; customer response; recall; attitude surveys; sales levels; repeat purchases; loyalty; cost effectiveness; degree of integration; creativity; quantitative and qualitative measures
Program Learning Objectives	By the end of the module students will be able to demonstrate: Apply an IMC approach in the development of an overall advertising and promotional plan Analyze the changing global marketing communications environment in the digital era Develop insights into the characteristics of different forms of traditional and new marketing communications such as advertising, sales promotions, public relations, point-of-purchase communications, product placement, internet/viral marketing, mobile marketing and experiential marketing Communicate value in goods and services in real-life marketing situations Enhance their creativity, critical thinking and analytical ability through developing an integrated marketing communication campaign f.develop skills in evaluating the effectiveness of a campaign.
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in Applied Psychology in Human Resources Program

Introduction	Psychological theories, complete with tools and methods, for dealing with human resource issues. Interdisciplinary and research-based in approach, Applied Psychology in Human Resource Management integrates psychological theory with tools and methods for dealing with human resource problems in organizations and for making organizations more effective and more satisfying places to work. The seventh edition reflects the state of the art in personnel psychology and dramatic changes that have recently characterized the field, and outlines a forward-looking, progressive model toward which HR specialists should aim. This program uses a problem-solving approach in applying psychology to select and train the best people for a job, motivate individuals and overcome workplace inequalities, and to understand and change cultural dynamics in groups and organisations
Program Objectives	Educational Objectives The educational objectives of the Applied Psychology program are: To produce graduates with effective interpersonal skills who can work in a variety of practical settings. To enable students to obtain the knowledge and skills necessary for immediate employment and/or graduate study in psychology and related areas. To provide opportunities for students who wish to apply psychology training to employment in business and human service related organizations or to prepare for graduate programs in related areas. To serve as a minor to complement other programs on campus. Expected Student Learning Outcomes Students will demonstrate an understanding of and be able to use major research methodologies in psychology, including design, data analysis, and interpretation 2Students will demonstrate knowledge and understanding of relevant ethical issues, including a general understanding of the APA Code of Ethics. Students will demonstrate basic counseling skills. Students will demonstrate effective writing conventions by using APA style effectively in empirically based reports, literature reviews and theoretical papers. Students will demonstrate effective oral communication skills in various formats (e.g. group discussion, debate and lecture).
Program Description	Organizations, Work, and Applied Psychology People, Decisions, and the Systems Approach Fairness in Employment Decisions Analyzing Jobs and Work Strategic Workforce Planning Applied Psychology & Recruitment Decision-Making for Selection Training and Development: Considerations in Design International Dimensions of Applied Psychology Pre-Requisite Background knowledge in Management Principles & Practices.
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in Banking & Financial Markets

Introduction	When the recession of 2007-2009 began, some economists considered it to be a normal recession that would be followed by a typical economic recovery. What made this recession different was that it was accompanied by a financial crisis, unlike any recession the United States had experienced since the Great Depression of the 1930s. A financial system can be compared to an irrigation system. The financial crisis of 2007–2009 showed what happens when credit does not flow. As a lack of water keeps crops from growing, a lack of credit keeps the economy from growing. Just like a severe drought can cause many crops to die, an extreme scarcity of credit can kill of parts of the economy, resulting in a severe recession. People have come to realize the importance of the financial system. The financial crisis also revealed the complexity of the financial system.
Program Description	Module One: Introducing Money and the Financial System Identify the key components of the financial system. Provide an overview of the financial crisis of 2007–2009. Explain the key issues and questions the financial crisis raises. Module Two: The Stock Market, Information, and Financial Market Efficiency Understand the basic operations of the stock market. Explain how stock prices are determined. Explain the connection between the assumption of rational expectations and the efficient markets hypothesis. Discuss the actual efficiency of financial markets. Discuss the basic concepts of behavioral finance. Module Three: The Market for Foreign Exchange Explain the difference between nominal and real exchange rates Explain how markets for foreign exchange operate. Explain how exchange rates are determined in the long run. Use a demand and supply model to explain how exchange rates are determined in the short run. Module Four: Transactions Costs, Asymmetric Information, and the Structure of the Financial System Analyze the obstacles to matching savers and borrowers Explain the problems that adverse selection and moral hazard pose for the financial system. Use economic analysis to explain the structure of the U.S. financial system. Module Five: The Economics of Banking Understand bank balance sheets Describe the basic operations of a commercial bank. Explain how banks manage risk. Explain the trends in the U.S. commercial banking industry. Module Six: Investment Banks, Mutual Funds, Hedge Funds, and the Shadow Banking System Explain how investment banks operate. Distinguish between mutual funds and hedge funds and describe their roles in the financial system. Explain the roles that pension funds and insurance companies play in the financial system. Explain the connection between the shadow banking system and systemic risk. Pre-Requisite Background knowledge in Banking Principles & Practices.
Program Learning Objectives	The objective of the program is to train bank professionals who are able to perform their work at high, up-to-date standards as a result of their general economic education and thorough banking knowledge. The qualified banking consultant has the following skills and competences: analyses the operation of financial markets and institutes, analyses financial services and products, analyses the main components of bank operation by applying the appropriate technical tools, utilizes the main risk measurement and risk management techniques. In our changing world private persons also meet financial processes on a daily level, this program helps them in navigating in this labyrinth.
Instructor and Contact Information
Location	Hadara Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 3 hours, 40 hours each part, TOTAL: 160 Hours
Fees	Please contact Mrs. Farah Haimoun, Marketing supervisor at Hadara Center for full details.
Program Description	The program will cover all the 4 parts in 40 weeks, 2 hours per session. Lecture time is from 4.30 pm to 6.30 pm with half an hour break interval. Pre-Requisite Basic knowledge and experience in Management, Psychology.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in Business Communication, Public Speaking, & Public Relations Program

Introduction	Communication is one of the most fundamental and critical requisites for the progressive and harmonious interaction, survival and development of humanity. It is generally described as the exchange of information between two or more parties using previous agreed symbols. These symbols include but are not limited to words, gestures and artistic presentations. It is important to note that human life in any of its forms is dependent on communication as either a way to help in taking advantage of opportunities or fighting against threats. Every human being interfaces with his or her environment through the sensory mechanism (five senses) which captures information. The sensory mechanism then passes this information to the brain which subsequently processes it and sends a responsive command to the various body parts for a relevant action to be taken. The above scenario describes a situation where communication is taking place on a personal level. However interaction, survival and development in business calls for cooperation between and among various individuals who have different backgrounds, hopes and aspirations. Therefore in order to have a progressive and harmonious interaction between and among these parties it is important for them to be equipped with communication skills. These skills help in the quick and effective processing of information and on the same time helps in identifying and dealing away with communication barriers. Communication barriers denotes anything that interferes with the effective transfer, exchange and interpretation of information.
Program Objectives	BUSINESS COMMUNICATION SKILLS OBJECTIVES The importance of effective communication was acknowledged as early as the days of Pericles, a famous orator in the times of ancient Greece, who noted, "The thinking human being not able to express himself stands at the same level as those who cannot think". The ability to communicate well can never be overemphasized because no matter what organization you work for, be it a large corporation like IBM, Merrill-Lynch, Siemens, McDonald's, or Mobil, or a small individually-owned foodstall or a grocery store, or a non-profit organization such as a hospital or a library, the ability to communicate effectively is very important. Objectives understand the fundamental principles of effective business communication; apply the critical and creative thinking abilities necessary for effective communication in today's business world; organize and express ideas in writing and speaking to produce messages suitably tailored for the topic, objective, audience, communication medium and context; and Demonstrate clarity, precision, conciseness and coherence in your use of language. Public Speaking Objectives The number one fear that people have is speaking in public. While public speaking can be a nerve-wracking experience, it can be extremely beneficial for your career. Those people who learn to effectively speak in public are not afraid of taking leadership roles, and are often perceived as being better leaders than those who do not give speeches or presentations. This training module will cover the following areas: Public Speaking Basics Preparing Introducing Delivering Concluding
Program Description	Module One: Presentation Skills Building Your Career with Oral Presentations Planning a Presentation Preparing Your Outline Adapting to Your Audience Composing Your Presentation Choosing Slide Style Structured Versus Free-Form Slides Designing Effective Visuals Choosing Your Presentation Method Overcoming Anxiety Responding to Questions Embracing the Backchannel Presenting Online Module Two: Public Speaking Skills The Roots of Public Speaking Anxiety Lack of Experience Feeling Different Being the Center of Attention Public Speaking Anxiety: Forms and Consequences Consequences of Public Speaking Anxiety Coping With Public Speaking Anxiety Strategies For Getting Started With Confidence Use Relaxation Techniques The Wave Natural Gestures Freedom to Walk Depersonalize The Speech Evaluation Seek Pleasure in the Occasion Module Three: Public Relations Skills Public relations is a growth industry The strength behind public relations Marston’s four-step “RACE” model describes the public relations process: Consider Sharpe’s five principles: Public relations as management interpreter The “publics” of public relations Ways to view our publics Functions of public relations The curse of “spin” Becoming a public relations professional Public Opinion What is public opinion? What are attitudes? Theory of Cognitive Dissonance Social Judgment Theory Maslow’s Hierarchy of Needs Elaboration-Likelihood Model The power of persuasion What kinds of evidence persuades? Cantril’s Laws of Public Opinion Polishing the corporate image Managing reputation Media Relations / Print & Broadcast Objectivity in the media Do you believe that the media can ever be truly objective? Why don’t the executives get it? Print: number-one medium Electronic media: a new dominance The Internet factor Dealing with the media Module Four: Composing Cover Letters and Resumes Cover Letters What Is a Resume? Electronic Resume Formats Resume Headings Resume — Experience Resume — Education Resume — Optional Items Number of Pages for Resume Two Versions of Your Resume Functional Resume Format A Scannable Resume Tips for Maximizing Hits Job Application Preparing for and Surviving the Interview The Interview Process Three Deadly Sins Three Keys to Being Hired Successful Job Applicants Behavior During the Interview Answering Questions Questions to Ask Traditional versus Behavior Description Hiring Theory of Behavior Description Online Interviews Mistakes Made During Online Interviews Handling the Job Offer Steps for Resigning from Your Job Pre-Requisite No Background knowledge is requested
Program Learning Objectives
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in Conflict & Dispute Resolution Program

Introduction	Conflict management in organizational settings is important for many reasons. As an employee, you can learn how to get along with fellow employees Your manager The public As a supervisor, you can begin to see conflicts coming learn productive responses get more cooperation from employees help employees resolve their disputes with one another keep interpersonal conflicts from spreading to other parts of the organization In personal relationships. Conflict management in personal relationships is important for the following reasons: How you engage in conflict will directly affect your romantic relationship. The long-term satisfaction of your marriage may hinge on how well you manage conflict. Your skill at conflict management directly affects your family of origin and your children. You might study conflict so you can be of help to others experiencing interpersonal conflict. To be of most help you will need specific intervention skills, but understanding conflict dynamics is an absolute prerequisite for being an effective helper to others--children, friends, family, and work associates.
Program Objectives	Demonstrate proficiency and fluidity in the use of skills and tools in mediation and conflict engagement. Demonstrate professional proficiency in mediation and conflict engagement documentation and writing. Demonstrate ability to guide the parties in the exploration of key assumptions they may be making about their counterparts’ interests and intentions. Demonstrate ability to manage each phase of the mediation process and assist parties in moving from one phase to another. Attend effectively to student’s own emotional responses during mediation and other conflict engagement processes. Understand and manage student’s own partiality in facilitating an inclusive conflict engagement or resolution process. Show evidence of ability to synthesize feedback, apply learning from that feedback and articulate new awareness as a result of course work, along with the ability to prepare and deliver feedback. Synthesize a personally relevant and professionally appropriate set of ethical standards to guide intervention work. Demonstrate ability to use “self as instrument.” Student is authentic, genuine and able to gain trust of parties while mindful of mediation structure and tools. Demonstrate the ability to develop a coherent and disciplined analysis of a conflict and develop an intervention plan for working with the key stakeholders, issues and dynamics identified in the analysis. Accurately describe the concept of systems thinking, the basic characteristics of a system, and the key implications for both understanding and working with conflict. Effectively evaluate published research, including quality of the research design, quality of data gathered, and relevancy and validity of research conclusions. Describe and conduct a thorough literature review, including identification and use of primary sources and Internet-based sources. Accurately describe the differences in approaches used by conflict interveners and assess the appropriateness of their applications in various settings. Accurately describe each phase in a typical mediation (conflict engagement) process and the function of each phase, and identify clear transition points between each phase. Ability to consistently articulate rationale for the use of a particular tool at a given stage in the conflict engagement process. Demonstrate ability to create an effective structure for a particular conflict.
Program Description	Defining Negotiation and Its Components Personality Conflict Negotiation Style Key Negotiating Temperaments Communicating in Negotiation A Note on Cultural and Gender Differences Interests and Goals in Negotiation Understanding the Importance of Perception in Negotiation Effects of Power in Negotiation Rules of Negotiation & Common Mistakes The Negotiation Process and Preparation Alternative Styles, Strategies, & Techniques of Negotiation Team Negotiation Negotiation in Leadership and Public Relations Third-Party Intervention Using Your Personal Negotiating Power Post-Negotiation Evaluation Pre-Requisite Background knowledge in Management Principles & Practices.
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in Contemporary Logistics - Outlines-New 2015

Introduction	Logistics is a critical driver of organizational improvement and competitive advantage. Logistics is now firmly established as a key issue on most corporate agendas in today’s global market place. It is having a revolutionary impact on industry as management becomes more aware of its’ potential and is arguably the most vital task facing all organizations. Logistics is increasingly developing into a factor that shapes a company’s success. The contemporary logistics system includes various methods and technologies for the effective utilization of key resources to achieve cost effectiveness and superior customer value. The next major challenge is to successfully implement the many ideas already developed by logistics management to achieve much greater supply chain efficiency. Organizations that fail to promote the development of logistics skills are likely to suffer as their employees struggle to keep pace with changes in the business. The urgent need for qualified Logistics Professionals. For business success, organizations urgently require knowledgeable and highly trained logistics professionals. However companies are experiencing a skills shortage when attempting to recruit logistics staff. In a recent survey among Logistics managers at 15 of Irelands leading electronic companies; 54% of those surveyed highlighted the shortage of skilled qualified logisticians as the single most problem facing the manufacturing, distribution and logistics industries. The rapid pace of change within business, has resulted in a shortage of people with the necessary skills in logistics operations. Such is the pace of change in the world at large that logistics managers and their staff find that their skills are outdated so quickly that they need to be constantly updating their competencies. The Market gap – there is a shortage of quality Logistics training courses. Program Units Overview of Logistics The Supply Chain Management Concept Demand Management, Order Management, and Customer Service Inventory Management Distribution Center, Warehouse, and Plant Location Warehousing Management Packaging and Materials Handling Transportation Transportation Management International Logistics
Program Learning Objectives	On completion of the course, the users will be able to do the following: Define all the logistics and transport terms that are used in the day-to-day operation of logistics and transport processes. Explain the purpose of logistics within the organization. Demonstrate knowledge and understanding of the importance of logistics to the success of the organization. Illustrate the interaction and interdependence of each individual logistics function. Propose ways in which the logistics process could be improved. Assess the logistics strategy of the organization. Describe the transport function and its importance to logistics.
Instructor and Contact Information
Location	Hadara Center Arnous Square, Damascus
Program Opening	8th October 2015
Program Duration	2 days weekly X 3 hours Total: 30 hours
Fees	Please contact Mrs. Farah Haimoun, Marketing supervisor at Hadara Center for full details.
Program Description	The program will cover all the 11 units in 5 weeks, 3 hours per session. Lecture time is from 4.30 pm to 7.30 pm with half an hour break interval. Pre-Requisite Basic knowledge and experience in Logistics.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt)
About Your Instructor

Certification in Customer Service Program

Introduction	Customers of a business can be new ones or current ones returning to buy more. The significance of good customer service can be shown in financial terms, as it costs at least five times as much to win a new customer as it does to keep a current one. Much of the profits of most businesses rely on repeat custom. The bulk of the company's profits come from repeat sales, so it is vital to keep clients content. This helps the business to compete. Due to the commitment Portakabin has shown in providing a first-class level of service, its service levels have become, in its own words, 'legendary'. Legendary customer service Customers can be either internal or external. Internal customers are people within the business who depend on other parts of it. For example, continued good sales (in the sales department) may depend on the quality of the product (in the production department). External customers are those who come to buy products. Portakabin knows that if its internal customers deliver excellent service, external customer service excellence will follow - each member of the business is able to contribute to better service. To this end, each department has been encouraged to create its own internal customer charter, and a first-class service is the target of all internal departments.
Program Objectives	This programme aims to: Equip participants with the skills required to confidently manage high levels of customer service. Participants will look at different types of customers and the ways in which they behave. Practical techniques and checklists will help delegates solve difficult situations and manage awkward customers. Participants will also be encouraged to develop greater understanding of their own behaviour and explore the effect it may have on others. Delegates will learn to: Keep conversations on track using a conversation framework and call? Control techniques Adapt own communication style to build rapport with the customer and Show empathy for the customers situation Use language that is `can do` and initiates a positive customer response Ask probing questions to establish the customer’s requirements Summarise and paraphrase important points back to the customer Demonstrate a readiness and willingness to listen to the customer Present their company in a positive manner Design a call framework to keep control and sell additional products Gain agreement from the customer on the next stage in the process
Program Description	Appreciate Why Customer Service Matters Use Behaviors That Engage Your Customers Listen to Your Customer (a big "little thing") Use the Telephone Correctly for Good Service Use Friendly Web Sites and Electronic Communication Recognize and Deal with Customer Turnoffs Insight into Emerging Trends in Customer Service Get Customer Feedback Recover the Potentially Lost Customer
Program Learning Objectives	By the end of the module students will be able to demonstrate: Apply an IMC approach in the development of an overall advertising and promotional plan Analyze the changing global marketing communications environment in the digital era Develop insights into the characteristics of different forms of traditional and new marketing communications such as advertising, sales promotions, public relations, point-of-purchase communications, product placement, internet/viral marketing, mobile marketing and experiential marketing Communicate value in goods and services in real-life marketing situations Enhance their creativity, critical thinking and analytical ability through developing an integrated marketing communication campaign f.develop skills in evaluating the effectiveness of a campaign.
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Program Description	The program will cover all the 11 units in 5 weeks, 3 hours per session. Lecture time is from 4.30 pm to 7.30 pm with half an hour break interval. Pre-Requisite Basic knowledge and experience in Logistics.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in Effective Leadership Program

Introduction	Leadership moves the world. That's why it's important, why we study it, and why we strive to do it well. Our program investigates leadership not only as a position but also as a process and a relationship among people. Students look at leadership as it was, as it is, and as it should be. Courses challenge students to think critically, communicate effectively, and anticipate change. Modern democracy requires people who can think critically, reason ethically, and participate effectively. Successful organizations must be populated by people who understand group processes and how to guide them while maintaining the proper respect for all participants. Change is certain. Leadership ensures that change is intentional. Our students step into organizations and life with deeper knowledge about leading change, working through challenges, and continuously improving processes, relationships, and operations. While we recognizes that leadership takes many forms, we believe our students are enriched when they have the knowledge and skills to contribute to organizational, political, and social life.
Program Objectives	Identify and Describe the relationship between leader character and competence with an understanding of how core values affect leadership Identify and Describe the four basic phases of team building Illustrate significant traits and behaviors of historical leaders Understand and explain the situational, transformational, and adaptive leadership theories Describe methods of assessing leadership styles Understand and be able to effectively use counseling for individual and personal feedback and improvement Conduct self evaluation of personal leader actions while in positions of authority / leadership Effectively applying leadership principles as upperclassmen Application of leadership principles learned since a Freshman) Describe and be able to use leading procedures Develop and use an effective format useful for giving guidance and instructions to an organization or team
Program Description	Unit 1 Definition and Significance of Leadership Define leadership and leadership effectiveness Discuss the major obstacles to effective leadership Compare and contrast leadership and management List the roles and functions of leaders and managers Explain the changes in organizations and how they affect leaders ummarize the debate over the role and impact of leadership in organizations Unit 2 Individual Differences and Traits Explain the elements and impact of individual difference characteristics in leadership Discuss the role demographic characteristics play in leadership Identify the impact of values on leadership Present the relationship between abilities and skills and leadership including emotional intelligence and creativity Highlight the role of key personality traits relevant to leadership including the following The big five The proactive personality Type A Self-monitoring The dark triad Be able to use individual characteristics appropriately Unit 3 Power Define power, its consequences, and its cultural roots Apply the different sources of individual and team power to achieve goals Explain the sources and process of power abuse, corruption, and destructive leadership and how to prevent them Analyze the changes in use of power and the development of empowerment, and explain their consequences for leadership Unit 4 Current Era in Leadership: Inspiration and Connection to Followers Discuss the distinguishing elements of the new era in leadership research and practice Understand charismatic leadership, explain the leader, follower, cultural, and situational characteristics that contribute to its development, and discuss its positive and negative implications Distinguish between transactional and transformational leadership and explain factors that contribute to transformational leadership Describe the value-based approaches to leadership, including servant, authentic, and positive leadership Unit 5 Other Leadership Perspectives: Upper Echelon and Leadership of Non-profits Differentiate between micro and upper-echelon leadership and describe the domain and roles of strategic leaders List the individual characteristics of strategic leaders and consider the role of culture Explain how top-level managers affect their organization Analyze the unique challenges of leadership in nonprofit organizations Unit 6 Leading Teams Understand when and why participation should be used to improve leadership effectiveness. Explain the benefits of and provide guidelines for delegation. Apply the use of various types of teams and self-leadership. Lead teams effectively and manage and avoid team dysfunctions Unit 7 Leading Change Identify forces for change and the role of culture in change. Describe types of change; apply Lewin’s change model and explain the change process. Summarize the reasons for resistance to change and apply possible solutions. Present the practices necessary to lead change including the following. Creativity and innovation Changing the organizational culture The role of vision and exemplary leadership Creating learning organizations Unit 8 Developing Leaders Define the elements of leader development Explain the factors involved in learning Review areas that are addressed in leader development Discuss the methods used in leader development and the benefits and disadvantages of each Consider the role of culture in leader development Summarize the role of the person and the organization in effective leader development
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in Global Marketing Program

Introduction	A marketing certification is a designation awarded by an independent association or institution. They are not government issued, like marketing licenses. Instead, they are awarded to individuals who meet criteria established by an industry organization that offers specialized marketing training. The criteria needed to achieve an marketing designation vary. Typically the individual must meet job experience requirements, participate in educational courses, and pass an exam or series of exams. The associations publish extensive materials to help one prepare for the examination. In addition, there are a variety of independent third-party vendors that offer study preparation courses, training tools, and software. In an attempt to establish uniformity in the training of marketing professionals, several industry associations and institutions have developed certification programs. These programs provide specialized marketing training and establish a standard of care and code for ethical behavior for people employed in marketing careers.
Program Objectives	Select viable international marketing opportunities and develop objectives that are consistent with the organization's capabilities and resources Identify measurable international marketing objectives that are consistent with the organization's strategic direction, and identify the nature and extent of what is to be achieved in the international market Formulate strategic objectives and related key performance indicators by product, service, country or international grouping, and overall Develop a risk management strategy to manage contingencies and ensure marketing objectives are met in accordance with overall organizational requirements Research international marketing opportunities and determine global or customized approaches for promotion of products or services Evaluate options for choice of marketing approaches Select a marketing approach that meets marketing objectives, international market conditions and consumer preferences Evaluate business culture and consumer preferences, and identify compatible marketing structures Identify options for operational marketing structure and rank them in terms of their strengths and weaknesses in servicing international markets Choose an operational structure that best fits the international market and product or service Manage international marketing performance Monitor product, pricing and distribution policies in relation to market changes, objectives of marketing plan and organisational requirements Monitor overall marketing progress against performance targets to ensure activity, quality, cost, and time requirements are met Analyse, review and revise marketing outcomes and objectives Analyse successes and performance gaps as to cause and effect, and use them to improve international marketing performance Analyse changes in market phenomena, and identify and document their potential impact on international marketing objectives Document the review of marketing performance against key performance indicators in accordance with organisational requirements
Program Description	Module One: INTRODUCTION TO GLOBAL MARKETING Use the product/market growth matrix to explain the various ways a company can expand globally Describe how companies in global industries pursue competitive advantage Compare and contrast single-country marketing strategy with global marketing strategy (GMS) Identify the companies at the top of the Global 500 rankings Explain the stages a company goes through as its management orientation evolves from domestic and ethnocentric to global and geocentric. Discuss the driving and restraining forces affecting global integration today. Module Two: SEGMENTATION, TARGETING, AND POSITIONING Identify the variables that global marketers can use to segment global markets and give an example of each Explain the criteria that global marketers use to choose specific markets to target Understand how global marketers use a product-market grid to make targeting decisions Compare and contrast the three main target market strategy options Describe the various positioning options available to global marketers Module Three: GLOBAL MARKET ENTRY STRATEGIES Explain the advantages and disadvantages of using licensing as a market entry strategy Compare and contrast the different forms that a company's foreign investments can take Discuss the factors that contribute to the successful launch of a global strategic partnership Describe the special forms of cooperative strategies found in Asia Explain the evolution of the virtual corporation Use the market expansion strategies matrix to explain the strategies used by the world's biggest global companies Module Four: BRAND AND PRODUCT DECISIONS IN GLOBAL MARKETING Review the basic product concepts that underlie a successful global marketing product strategy Compare and contrast local products and brands, international products and brands, and global products and brands Explain how Maslow's needs hierarchy helps global marketers understand the benefits buyers sought by buyers in different parts of the world Outline the importance of "country of origin" as a brand element List the five strategic alternatives that marketers can utilize during the global product planning process Explain the new product continuum and compare and contrast the different types of innovation Module Five: PRICING DECISIONS The following is a list of basic considerations for setting prices on goods that cross borders: Does the price reflect the product's quality? Is the price competitive, given local market conditions? Should the firm pursue market penetration, market skimming, or another pricing objective? What type of discount (trade, cash, quantity) and allowance (advertising, trade-off) should the firm offer its international customers? Should prices differ with market segment? What pricing options are available if the firm's costs increase or decrease? Is demand in the international market elastic or inelastic? Are the firm's prices likely to be viewed by the host-country government as reasonable or exploitative? Do the foreign country's dumping laws pose a problem? Module Six: STRATEGIC ELEMENTS OF COMPETITIVE ADVANTAGE Identify the forces that shape competition in an industry and illustrate each force with a specific company or industry example Define competitive advantage and identify the key conceptual frameworks that guide decision makers in the strategic planning process Explain how a nation can achieve competitive advantage, and list the forces that may be present in a national "diamond" Define hypercompetitive industry and list the key arenas in which dynamic strategic interactions take place The entire program is relevant to all individuals who will be engaged in Marketing. Pre-Requisite Background knowledge in Marketing Principles & Practices.
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in Human Capital Program

Introduction	All organizations require human capital to function and accomplish their goals. In this lesson, you'll learn what human capital is, its importance and the role that human resource management plays in it. A short quiz follows. Until we develop artificial intelligence, we pretty much need human capital to accomplish anything in the world today. In fact, it takes human capital to create some other forms of capital. While a machine may eliminate the need to have hundreds of production workers make stuff, it still took human capital to design and build the machine. And as we move deeper and deeper into a knowledge-based economy that depends on information, knowledge and high-level skills, human capital will become increasingly important. Dave's smartphone company is an example of a knowledge-based business where information, data and knowledge is paramount for success.
Program Objectives	Formulate Human Capital Development strategies that attract, develop, and retain the best human capital and talent. Design and implement workplace learning and performance interventions to achieve employee and organizational goals. Develop effective consulting, coaching, and mentoring skills to sustain learning, performance, and change in the workplace. Lead strategic change initiatives and manage projects in any organizational setting. Evaluate Human Capital Development programs and interventions to determine their quality, value, and effectiveness. Apply the theoretical and practical aspects of human capital management to formulate strategies that will enable organizations to achieve both operational and strategic goals related to the organization’s human capital. Deploy appropriate HCM metrics and other HCM analytics to make informed decisions that enhance the effectiveness of the recruitment, training, development, and retention of human capital and align the HRM strategy with the overall organizational strategy and purpose. Appraise and apply techniques in talent management that human capital professionals may use to facilitate effective position planning, talent selection, placement, compensation and rewards, as well as retention. Propose mediation or negotiation strategies that lead to positive, ethical outcomes and demonstrate scrupulous consideration of perceived points of conflict; differences in values, beliefs, and cultures; or divergence of goals. Assess opportunities to improve and sustain organizational performance through strategic thinking and management, the development of human capital, and the allocation of physical and financial resources. Exhibit the ability to make reasoned, ethical decisions based on professional standards and practices for ethical conduct, legal requirements, and regulatory guidelines in human capital management that are in the best interest of the individual, the organization, the environment, and society as a whole. Propose systematic, systemic, and sustainable solutions to complex business problems related to human capital and human capital needs and issues by applying critical-thinking and analytical skills.
Program Description	Managing Work Flows and Conducting Job Analysis Recruiting and Selecting Employees Managing Employee Separations, Downsizing, and Outplacement Appraising and Managing Performance Training the Workforce Managing Compensation Rewarding Performance Designing and Administering Benefits Respecting Employee Rights and Managing Discipline Managing Workplace Safety and Health Pre-Requisite Background knowledge in Management Principles & Practices
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in Human Relations Program

Introduction	The study and understanding of human relations can help us in our workplace, and as a result, assist us in achieving career success. The better our human relations, the more likely we are to grow both professionally and personally. Knowing how to get along with others, resolve workplace conflict, manage relationships, communicate well, and make good decisions are all skills we will discuss throughout the program. Relationships between employees and management are of substantial value in any workplace. Human relations is the process of training employees, addressing their needs, fostering a workplace culture and resolving conflicts between different employees or between employees and management. Understanding some of the ways that human relations can impact the costs, competitiveness and long-term economic sustainability of a business helps to underscore their importance. The quality of workplace relations is critical to employee retention. Employee retention may seem trivial -- especially in a workplace that is used to a high turnover -- but managers must remember that turnover is financially very costly. Every new employee requires a substantial investment of time and energy in their recruitment and training. In addition, severing ties with old employees can sometimes be challenging, especially if the circumstances are not particularly amicable. Making sure quality employees remain interested and engaged in the business requires patience, compassion and flexibility, but can actually make the business more financially sound.
Program Objectives	The objectives of this program are to introduce you to the study of organizational behavior and to describe the elements of the working environment, which is where organizational behavior occurs. You should realize the importance of studying organizational behavior and understand how the physical and mental work environment affects you. You should also begin to understand how you and the way you behave influence others. It examines perception and decision making, aspects of the mental work environment. The main objectives include discussing how your view of the world and your reasoning processes can affect your perception of reality. Major applications of your reasoning abilities, creativity, and decision making will be covered, along with a model for making more rational decisions. Objectives are: Explain the meaning of human relations Pinpoint how work and personal life influence each other Explain how the self-concept influences behavior Summarize the nature and consequences of self-esteem Describe how to enhance self-esteem
Program Description	Module One: Work and Its Place in Life. Organizations and Human Behavior Why People Work What Is Work? The Working Environment Individual and Organizational Needs What is organizational behavior? What is not OB? What is an organization? Module Two: Perception. The Importance of Seeing What’s Really There Fact vs. Inference The Determinants of Perception A Few Fallacies A Nine-Step Decision-Making System Decision Making by Intuition Pitfalls to Effective Decision Making Creativity and the Individual Module Three: Jobs, from Design to Appraisal. What Is a Job? Current Job Trends Career Management Job Design Job Descriptions and Job Specifications Trying to Obtain a Job —The Interview Performance Appraisals Losing a Job Module Four: Formal Organizations: How People Organize. Explain why a certain degree of conformity among organizational members is desirable Explain conformity as it relates to privacy, company resources, off-the-job activities, workplace affairs, attire, and smoking Evaluate the three general areas in which many employers believe that they have the “right to know” Describe sound concepts for disciplining employees Summarize some typical challenges that individuals may have with themselves in organizations Describe the nature and purpose of organizational politics List, define, and explain the concepts and components of self-management List, define, and explain time-management techniques Module Five: Individuals and Self-Management Explain why a certain degree of conformity among organizational members is desirable Explain conformity as it relates to privacy, company resources, off-the-job activities, workplace affairs, attire, and smoking Evaluate the three general areas in which many employers believe that they have the “right to know” Describe sound concepts for disciplining employees Summarize some typical challenges that individuals may have with themselves in organizations Describe the nature and purpose of organizational politics List, define, and explain the concepts and components of self-management List, define, and explain time-management techniques Module Six: Job Satisfaction and the Quality of Work Life. Define and describe quality of work life List and explain the common features of quality of work life List and describe the 14 factors that can impact and improve the quality of work life Explain the effects the work and social environments can have on the quality of work life Describe innovative ways to work Explain work trends that can affect the quality of work life List and explain the external factors affecting job satisfaction List and explain the internal factors affecting job satisfaction List and explain the individual factors affecting job satisfaction The entire program is relevant to all individuals who will be engaged in insurance underwriting. Pre-Requisite Background knowledge in Human Resource Management Principles & Practices.
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in International Business - Outlines-New 2015-Hadara

Introduction	As a supervisor or manager, you interact with many people while doing your job. If all of them were exactly alike, this program would not be important. But the people you encounter at work are not exactly the same. They each have their own predominant patterns of behavior. These patterns of behavior are sometimes referred to as "styles." To be effective as a supervisor or manager, you must work effectively with a variety of people locally and globally. That's what this program is about - making choices to effectively deal with situations and people in the workplace. We hope you'll use the information in this program. If you do, we are confident you will enhance your ability to supervise/manage different types of employees and deal with a variety of situations. The International Business Program consists of comprehensive courses designed to cover the essential areas of International Business needs. Participants will learn about the wonders of new management techniques. The curriculum includes 43 hours of classroom activities. Program Units Globalization Cross-Cultural Business International Trade Theory Political Economy of Trade Foreign Direct Investment International Financial Markets International Monetary System International Strategy and Organization Selecting and Managing Entry Modes Managing International Operations
Program Learning Objectives	The objective of International Business is to give participants tools and techniques of how to increase external customer satisfaction by leading exceedingly performing teams. In a highly competitive service delivery industry, leading teams to excellence is just as important as monitoring success and benchmarking it against one’s vision and opponents. Managing for Excellence is intended to develop experienced managers’ strengths in managing individuals in international setting and groups. Individuals who participate in this program will be able to: Identify the behaviors and competencies that exemplify managerial excellence at your organization. Describe the impact of managerial excellence on individual staff, a work group, and department Create and implement strategies that advance a group’s work in support of Organization mission Manage a work group for optimal effectiveness Identify skills and knowledge to manage excellence Define and apply dimensions of quality service Discover the art of leading exceedingly high performing teams Coaching, mentoring and managing teams Building commitment through trust Identify how to benchmark and succeed
Instructor and Contact Information
Location	Hadara Center Damascus
Program Opening	To be announced
Program Duration	2 days weekly X 3 hours Total: 43 hours
Fees	50000 Syrian Pounds to be paid in advance
Distance Learning	This program is available by distance learning. For fees, please contact Prof. Akkad for full details
Program Description	The program will cover all the units in 40 hours, 3 hours per session. Lecture time is from 4.45 pm to 7.45 pm Pre-Requisite Basic knowledge and experience in management.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) EBook
About Your Instructor

Certification in Management Professionalism Program - Part One

Introduction	Management and organisations have created many of the achievements of modern civilization, but are at the same time profoundly implicated in the pressing global problems facing us today: the persistence of war, violence, the degradation of the natural environment, racism, sexism, ageism, ableism/disablist, homophobia, unsafe working environments, work-life imbalance, global inequality, to name but a few. Very little management research and teaching deals directly with these issues. In contrast, they are central to what we do – both in our research and in our teaching. The management professionalism program covers 16 units divided in two parts. This program is directed to those who seek professionality in their career. After successfully achieving the two parts, student will earn Diploma in Management Professionalism
Program Objectives	The HIC Core Education Committee has developed the concept of "Global Minimum Essential Requirements" (GMER) and defined a set of global minimum learning outcomes, which students of the HIC must demonstrate at the point of graduation. The "Essentials" are grouped under several broad educational domains with set of learning objectives in total. The following are the learning objectives grouped by domain. Professional Values, Attitudes, Behavior and Ethics Recognition of the essential elements of the management profession, including moral and ethical principles and legal responsibilities underlying the profession. Professional values which include excellence, responsibility, compassion, empathy, accountability, honesty and integrity, and a commitment to professional methods. An understanding that each manger has an obligation to promote, protect, and enhance these elements for benefit of employees, the profession and society at large. Recognition that good management practice depends on a mutual understanding and relationship between the manager, the employee and the organization with respect for employee's welfare, cultural diversity, beliefs and autonomy. An ability to apply the principles of moral reasoning and decision-making to conflicts within and between ethical, legal and professional issues including those raised by economic constrains, and professional advances. Self-regulation and a recognition of the need for continuous self-improvement with an awareness of personal limitations including limitations of one's management knowledge. Respect for colleagues, other professionals, and the ability to foster a positive collaborative relationship with them. Recognition of the moral obligation to provide end of career. Recognition of ethical and management issues in employee documentation, plagiarism, confidentiality and ownership of intellectual property. Ability to effectively plan and efficiently manage one's own time and activities to cope with uncertainty, and the ability to adapt to change. Personal responsibility for the care of individual employees. Communication Skills Listen attentively to elicit and synthesize relevant information about all problems and understanding of their content. Apply communication skills to facilitate understanding with employees and to enable them to undertake decisions as equal partners. Communicate effectively with colleagues, departments, the community, other sectors and the media. Interact with other professionals involved in employee wellfare through effective teamwork. Demonstrate basic skills and positive attitudes towards teaching others. Demonstrate sensitivity to cultural and personal factors that improve interactions with employees and the community. Communicate effectively both orally and in writing. Create and maintain good management records. Synthesize and present information appropriate to the needs of the audience, and discuss achievable and acceptable plans of action that address issues of priority to the individual and community. Critical Skills Take an appropriate history including social issues Perform a physical and mental status examination. Apply basic technical procedures, to analyze and interpret findings, and to define the nature of a problem. Perform appropriate strategies with the focus on strategy implementation procedures and applying principles of management best practices. Exercise managerial judgment to establish policies and procedures. Recognize immediate organization threatening conditions. Manage the common management emergencies. Manage employees in an effective, efficient and ethical manner including career promotion.
Program Description	Attitude, Goal Setting and Life Management Personal Financial Management Time and Stress Management/Organization Skills Etiquette/Dress Ethics, Politics, and Diversity Accountability and Workplace Relationships Quality Organizations and Service Human Resources and Policies Pre-Requisite Background knowledge in Management Principles & Practices.
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in Management Professionalism Program - Part Two

Introduction	Management and organisations have created many of the achievements of modern civilization, but are at the same time profoundly implicated in the pressing global problems facing us today: the persistence of war, violence, the degradation of the natural environment, racism, sexism, ageism, ableism/disablist, homophobia, unsafe working environments, work-life imbalance, global inequality, to name but a few. Very little management research and teaching deals directly with these issues. In contrast, they are central to what we do – both in our research and in our teaching. The management professionalism program covers 16 units divided in two parts. This program is directed to those who seek professionality in their career. After successfully achieving the two parts, student will earn Diploma in Management Professionalism
Program Objectives	The HIC Core Education Committee has developed the concept of "Global Minimum Essential Requirements" (GMER) and defined a set of global minimum learning outcomes, which students of the HIC must demonstrate at the point of graduation. The "Essentials" are grouped under several broad educational domains with set of learning objectives in total. The following are the learning objectives grouped by domain. Professional Values, Attitudes, Behavior and Ethics Recognition of the essential elements of the management profession, including moral and ethical principles and legal responsibilities underlying the profession. Professional values which include excellence, responsibility, compassion, empathy, accountability, honesty and integrity, and a commitment to professional methods. An understanding that each manger has an obligation to promote, protect, and enhance these elements for benefit of employees, the profession and society at large. Recognition that good management practice depends on a mutual understanding and relationship between the manager, the employee and the organization with respect for employee's welfare, cultural diversity, beliefs and autonomy. An ability to apply the principles of moral reasoning and decision-making to conflicts within and between ethical, legal and professional issues including those raised by economic constrains, and professional advances. Self-regulation and a recognition of the need for continuous self-improvement with an awareness of personal limitations including limitations of one's management knowledge. Respect for colleagues, other professionals, and the ability to foster a positive collaborative relationship with them. Recognition of the moral obligation to provide end of career. Recognition of ethical and management issues in employee documentation, plagiarism, confidentiality and ownership of intellectual property. Ability to effectively plan and efficiently manage one's own time and activities to cope with uncertainty, and the ability to adapt to change. Personal responsibility for the care of individual employees. Communication Skills Listen attentively to elicit and synthesize relevant information about all problems and understanding of their content. Apply communication skills to facilitate understanding with employees and to enable them to undertake decisions as equal partners. Communicate effectively with colleagues, departments, the community, other sectors and the media. Interact with other professionals involved in employee wellfare through effective teamwork. Demonstrate basic skills and positive attitudes towards teaching others. Demonstrate sensitivity to cultural and personal factors that improve interactions with employees and the community. Communicate effectively both orally and in writing. Create and maintain good management records. Synthesize and present information appropriate to the needs of the audience, and discuss achievable and acceptable plans of action that address issues of priority to the individual and community. Critical Skills Take an appropriate history including social issues Perform a physical and mental status examination. Apply basic technical procedures, to analyze and interpret findings, and to define the nature of a problem. Perform appropriate strategies with the focus on strategy implementation procedures and applying principles of management best practices. Exercise managerial judgment to establish policies and procedures. Recognize immediate organization threatening conditions. Manage the common management emergencies. Manage employees in an effective, efficient and ethical manner including career promotion.
Program Description	Communication Electronic Communications Motivation, Leadership and Teams Conflict and Negotiation Job Search Skills Resumé Package Interview Techniques Career Changes Pre-Requisite Background knowledge in Management Principles & Practices.
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in Operations Management Program

Introduction	Operations management takes in the efficient administration, measurement, analysis and supervision of the effective operational processes within an organization. Included are product and facility management, service, purchasing, warehousing, inventory and quality control, logistic, transportation and distribution. This program will develop the knowledge and skills for the professionals in the operation's function of any enterprise in the business sector – be it in the manufacturing or service. This program will enable future managers to improve their proficiency and productivity in every career option they choose to be in. Highlights of the Program Program curriculum is designed based on inputs from diverse industry professionals and academia. The content includes subjects, which are vital to give a broad picture of operations, impact at the enterprise level and vice versa. The importance of operations of any enterprise will be brought out so nicely in the curriculum that all aspiring future entrepreneurs, operation managers will be greatly benefited from this program. Contemporary Study Material.
Program Objectives	This program is designed primarily for people working in the field of operations, quality control or quality management in the manufacturing and service industries. It will be particularly helpful to those who already have the basic industrial and technological training for their work, but are new to facing quality-related responsibilities. Under the influence of global markets and international competition, the quality of products has acquired a totally new level of significance as a business strategy for survival. Graduates of this program will be well prepared to implement a cost-effective operations, process control, project management and quality management system with its technical, legal and human aspects, in any organization. The modules in this program will also assist students intending to write the Certification Examinations of the American Society for Quality.
Program Description	Module One: Using Operations to Compete The Role of Operations in the Organization. The Supply Chain View Operations Strategy Competitive Priorities and Capabilities Trends in Operations Management Module Two: Project Management What is a Project? Defining and Organizing Projects Planning Projects Work Breakdown Structure Diagramming the Network Establishing Precedence Relationships Developing the Schedule Analyzing Cost-Time Trade-Offs Assessing Risks Statistical Analysis Monitoring and Controlling Projects Module Three: Process Strategy What is Process Strategy? Supply Chain Processes Process Strategy Decisions Process Structure in Services Process Structure in Manufacturing Layout Resource Flexibility Capital Intensity Process Reengineering Module Four: Quality and Performance What is Quality? Costs of Quality Total Quality Management Customer Satisfaction Employee Involvement Continuous Improvement What is Six Sigma? Acceptance Sampling Interface Statistical Process Control (SPC) Control Charts Process Capability Quality Loss Function International Quality Documentation Standards Baldridge Performance Excellence Program Module Five: Capacity Planning What is Capacity Management? Measures of Capacity and Utilization Economies and Diseconomies of Scale Sizing Capacity Cushions Capacity Timing and Sizing A Systematic Approach to Long-Term Capacity Decisions Tools for Capacity Planning Module Six: Supply Chain design Definition Supply chains Inventory & supply chains Types of inventory Cycle inventory Estimating Inventory Levels Inventory Reduction Tactics Measures of Supply Chain Performance Module Seven: Inventory Management Definition ABC analysis Economic order quantity Inventory control systems Placing a new order Reorder point Hybrid systems Module Eight: Resources Planning Definition Enterprise resource planning ERP Materials requirement planning Master Production Schedule (MPS) Inventory Record Planning factors Resource Planning for Service Providers
Program Learning Objectives	By the end of the module students will be able to demonstrate: Apply an IMC approach in the development of an overall advertising and promotional plan Analyze the changing global marketing communications environment in the digital era Develop insights into the characteristics of different forms of traditional and new marketing communications such as advertising, sales promotions, public relations, point-of-purchase communications, product placement, internet/viral marketing, mobile marketing and experiential marketing Communicate value in goods and services in real-life marketing situations Enhance their creativity, critical thinking and analytical ability through developing an integrated marketing communication campaign f. develop skills in evaluating the effectiveness of a campaign.
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in Public Relations Program

Introduction	Public Relations is an excellent field to go into because it is important to every business and organization. The skills within the field such as writing, speaking, research and establishing relationships are important to any job so you will graduate prepared with real-world skills. There are so many job opportunities within public relations that span from non-profit organizations to PR firms to high-powered businesses. If you like a fast-paced, exciting environment where every day will be a challenge, then you should study public relations. Also, Fortune magazine has ranked PR as No. 8 on its list of best potential jobs. First of all it is important to establish what your expectations of public relations are. Reading through the careers information on this website will give you an idea of what working in PR involves. Despite popular media representations of the industry, PR isn't all glamour and long, boozy lunches – it can involve a lot of hard work and long hours. That's not to say there aren't perks to the job of course! Essentially, public relations can offer an incredibly varied and challenging career, encompassing many different activities. As with many jobs, the proof is in the pudding and you will only find out if you are suited to PR through experience in the field.
Program Objectives	Students enrolled in the Public Relations Program will be immersed in critical thinking, analysis, and writing opportunities to refine their understanding of major concepts and theories associated with Public Relations trends and initiatives. Evaluation and measurement of student success will be based on two specific elements embedded in course rubrics: effective writing skills and demonstrated critical thinking skills. Students in HIC’s Public Relations program will develop a number of skills including: Communicate effectively with their audiences, and prepare public relations and marketing communications messages in the appropriate style. Apply appropriate technology to the creation and dissemination of messages. Plan, initiate and complete a specific Public Relations/Marketing Communications Campaign. Be aware of the ethics of the profession and the Code of Ethics of the Public Relations Society of America (PRSA). Exercise moral reasoning when faced with ethical dilemmas.
Program Description	What Is Public Relations? The Evolution of Public Relations Ethics and Professionalism Public Opinion and Persuasion Conflict Management: Dealing with Issues, Risks, and Crises Reaching Diverse Audiences Public Relations and the Law The Internet and Social Media Preparing Materials for Mass Media Radio and Television Meetings and Events Corporations Entertainment, Sports, and Tourism Politics and Government Non-profit, Health, and Education
Program Learning Objectives	By the end of the module students will be able to demonstrate: Apply an IMC approach in the development of an overall advertising and promotional plan Analyze the changing global marketing communications environment in the digital era Develop insights into the characteristics of different forms of traditional and new marketing communications such as advertising, sales promotions, public relations, point-of-purchase communications, product placement, internet/viral marketing, mobile marketing and experiential marketing Communicate value in goods and services in real-life marketing situations Enhance their creativity, critical thinking and analytical ability through developing an integrated marketing communication campaign f. develop skills in evaluating the effectiveness of a campaign.
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 50 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in Research Methods for Business Decision Making Program

Introduction	Businesses of all types and sizes undertake extensive research methods to improve and grow. The long term success of a start-up, medium sized business and even established business depends on efficient and cost effective research undertaken. Companies often rely on various business research methods to obtain information from the consumers or other businesses. Such business research methods undertaken enable a company to do an in depth study about several internal and external factors influencing the market share and profitability of the company. Business research methods that help in decision making Based on the information obtained through the different business research methods, companies whether new or established can undertake some essential business decisions such as the following- Possibility of the business to survive and succeed in a new geographical region Assessment about competitors Adopting a suitable market approach for a product
Program Objectives	The programme offers a blend of skills and knowledge relevant to professional investment in practice, combined with engagement with academic research. Students will learn about corporate finance, global financial markets, financial accounting statements, derivatives, portfolio management, investment analysis and investment mathematics. They will also learn about the use of software and sources of information in investment and risk management. How to estimate the fair value for an investment, to test assumptions and sensitivities and to compare different investments are explored in depth. Students will also gain an understanding of the role of different asset classes, their behaviour in isolation and in relation to other asset classes, and an understanding of how portfolios of investments can be constructed and analysed. Intellectual skills Students will develop: Critical analysis – an ability to assimilate new knowledge in the field of finance and investment (and to analyses the information gained) and the operations and methods used in the financial sector. Research skills – an ability to identify and define pertinent research questions, to review the relevant literature, to define a proper methodology and to conduct research in the context of data analysis or other suitable methods. Discipline – a major difficulty in investment is removing emotion from the decision-making process. Research in behavioral finance shows that the desire of investors to follow consensus, and the ease with which they can misinterpret data, are obstacles to sound decision making. The programme will seek to imbue students with the discipline required to make good investment decisions. Analytical and numerical skills – an ability to analyze and solve investment problems, to handle large volumes of numerical data, to extract and manipulate relevant data in a meaningful manner, and to analyses accounting information.
Program Description	Data collection methods use a variety of sources for the collection of data, both primary and secondary Data analysis techniques Representative values: mean, median, mode; calculation from raw data and frequency distributions using appropriate software; using the results to draw valid conclusions Measures of dispersion: standard deviation for small and large samples; typical uses (statistical process control, buffer stock levels) Calculation: use of quartiles, percentiles, correlation coefficient Information production in appropriate formats for decision making Creation and interpretation of graphs using spreadsheets: line, pie, bar charts and histograms Scatter (XY) graphs and linear trend lines: extrapolation for forecasting (reliability) Presentations and report writing: use of appropriate formats; presentation software and techniques Use of software generated information to make decisions Management information systems: computers and information processing tools for operational, tactical and strategic levels of the organization Project management: networking and critical path analysis, Gantt and Pert charts Financial tools: net present value; discounted cash flow; internal rates of return
Program Learning Objectives	By the end of the module students will be able to demonstrate: An understanding of investment and risk-management tools and databases such as Datastream, Osiris, WRDS and ThomsonOne Banker, through use of such products and demonstrations of their output and capabilities. An understanding of industry practice in risk management and general techniques such as value-at-risk and optimisation. An ability to understand, speak and write the language of finance and investment. An ability to analyse financial statements of companies, to evaluate earnings quality and firm performance. An understanding of analytical and problem-solving methods through the use of techniques such as discounted cash flow analysis, quadratic programming, sensitivity analysis, scenario analysis and Monte Carlo Simulation. An understanding of risk and its applicability beyond investment. A knowledge of the nature and findings of academic enquiry in the areas of finance and investment. Transferable skills Students will develop an: Ability to understand, assess and present complex lines of argument. Ability to work individually and with others in teams, often under time pressure. Ability to communicate clearly on paper and in presentations. Enhanced numerical skills and fluency in spreadsheet use, developed through problem solving in quantitative courses within the programme.
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in Sales Planning & Operations-Outlines

Introduction	Sales and operations planning (S&OP) is an integrated business management process developed in the 1980s by Richard (Dick) Ling previously a consultant at Oliver Wight Company through which the executive/leadership team continually achieves focus, alignment and synchronization among all functions of the organization. Sales and Operations planning (S&OP), the cross-functional process to align the commercial processes of sales and marketing with the operational processes of supply, is having a renaissance. It is not a new process. Companies have worked on these processes for over 35 years; but today, only two out of five companies surveyed believe that their processes are effective. Why is it so hard? Success happens when the S&OP processes report to a profit center manager. Ideally, the leader understands both the commercial drivers and the supply constraints. This is seldom the reality. Today, due to popularity, companies have more than one S&OP process. Based on our research, a multinational company greater than $5 billion will have four to six separate and distinct S&OP processes with different maturity levels. While many try to drive improvements with big technology initiatives, based on a decade of research on the topic, I recommend starting by tackling the change management issues. Program Parts Part One: Role of Personal Sellingدور البيع الشخصي Importance of Personal Selling أهمية البيع الشخصي Understanding buyer behavior دراسة سلوك المشتري Role Of Sales Team دور فريق المبيعات Nine Steps to Building a Winning Sales Team الخطوات التسعة لبناء فريق المبيعات Part Two: Designing & Preparing Sales Presentation تصميم واعداد عرض البيع الإلكتروني Preparing & Conducting Sales Presentation اعداد وتقديم عرض البيع الإلكتروني Part Three: Role & Objectives of Sales Management دور وأهداف إدارة المبيعات Sales Strategy استراتيجية البيع Recruitment & selection of Sales Force طرق توظيف واختيار فريق المبيعات Motivation, remuneration and training. التحفيز، التدريب وكيفية احتساب رواتب المبيعات Organization of sales activities تنظيم أنشطة المبيعات Role of Database Management In Personal Selling أهمية قاعدة البيانات في البيع الشخصي Database Marketing, and Customer Relationship Management قاعدة البيانات التسويقية وإدارة علاقات الزبائن Part Four: Sales Activities إدارة الأنشطة البيعية Sales Channel and Distribution Strategy استراتيجية التوزيع والقنوات البيعية International Selling إدارة المبيعات الدولية
Program Learning Objectives	The basics First, let’s discuss participation. Engage all business functions—most importantly, the leaders of finance, human resources, marketing, materials, operations, product management, and sales. Scheduling time to get everyone involved can be difficult, but it is essential to the success of the process. Make sure people recognize that S&OP is not just a bunch of extra work; rather, it’s an integral part of their responsibilities. Management should view the process as an avenue to effectively running the business and determining what levers should be pulled in order to better meet customer expectations. The process should be facilitated by the S&OP manager and team. I use the term “facilitated” because, often, a company’s S&OP manager will take too much responsibility for the forecast (for example, making changes to it without consensus) and either end up owning it entirely or causing others to see it that way. This can be a very dangerous perception. If the business leaders do not own the forecast, engagement falters, and you end up working to revive your S&OP process instead of taking it to the next level. By focusing S&OP on expectations, the meetings will run more efficiently and be completed in one-to-two hours, depending on the phase. Meetings should be executed at least monthly. Many industries will need to get together more frequently—but anything longer than monthly, and you can miss out on market trends, new customer information, and supply chain requirement updates. Modeling the process Step 1: Demand. Receiving updated information on a monthly basis is the most important aspect of this step. The goal is to get data on cannibalization, new families, the forecast, and the like in time for the next demand meeting. Day 1 is spent on data preparation. The S&OP team organizes the information that will be used to kick off the S&OP process. Team members are responsible for creating a baseline forecast and verifying that there are no anomalies. On day 3, team members gather field intelligence. Depending on the sales structure, you may need multiple levels of forecast review. A good practice is to make sure that sales personnel closest to the customers provide the field intelligence for the forecast first. Adjustments will be made based on recent ordering patterns, orders in the pipeline, promotions, market indicators, and comparisons to prior months or years. This should take no longer than one hour of individual time. If you have a superior forecasting package to house the information, then it could take even less. Focus should be on the near future (but beyond the time fence), and the forecast should be unconstrained (annual goals are not a factor). Also, reviewing the forecast in dollars or some other unit of measure does not really matter—meaning, don’t force salespeople to forecast units if they talk dollars, otherwise you will struggle with an inaccurate forecast for years. Find the key to converting the forecast from “sales speak” to operations. Typically, a forecast can be converted to units via a simple average sales price. Day 7 is when the demand meeting takes place. Team members review the forecast and include the regional or higher-level managers from sales, product management, and marketing. The S&OP team should facilitate the meeting and keep it under two hours. The objective is to modify the field intelligence forecast (if needed) and approve a final demand forecast. Again, this is an unconstrained forecast—changes should be based on data from customer and market intelligence, product sales initiatives, programs, promotions, new product launches, and project demand in the pipeline. Review the forecast, and focus on exceptions. If there are any major issues, escalate them to the partnership meeting (see step 3). Step 2: Supply. Days 11 through 15 are for the supply meetings. I have found the most efficient method is to let each plant conduct its own gathering. Typically, these should take one hour and be facilitated by the master scheduler. Attendees include representatives from finance, materials, and operations, and the aim is to review the plan, compare it to demonstrated capacity, and perform a rough-cut capacity analysis. This will help you identify any potential constraints with machinery, people, or suppliers and develop a supply plan and countermeasures. It is very important to note that supply meetings should be focused on constraint resolution and not “why we don’t believe the forecast.” If there are legitimate concerns or possible constraints, raise these to the partnership meeting. Leaders set the expectation that the forecast is based on field intelligence and should not be disregarded because of recent bookings or feelings. Step 3: Partnership meeting. The partnership meeting occurs on day 16. Organization leaders are responsible for the effectiveness of this two-hour meeting, which should be viewed as a working session. The finance, marketing, materials, operations, product management, and sales leaders are in attendance, with the gathering being facilitated by the S&OP team. The goal is to develop a partnership plan that is a statement of commitment by the organization. This strategy is used to develop the financial forecast, resulting in a single set of numbers. Both are reviewed and approved during this meeting. In addition, the partnership meeting should enable review and approval of the forecast (in dollars and units of measure) evaluation of performance measures analysis of the financial impact and the gap between it and the company’s annual operating plan identification of action that can be taken to balance demand and supply resolution of constraints and escalations. It is very important to make this a functional meeting—one that becomes a strong foundation for approving and resolving escalations and identifying opportunities for continuous improvement to the S&OP process. If leaders of the functional groups do not feel ownership, they should reexamine the meeting as a whole and collect feedback from participants on how to make the gathering more effective. One strategy is to perform a kaizen—an effective tool for improving any process. Step 4: Executive meeting. Day 18 is for the executive meeting. The president or CEO of the organization owns and directs this one-hour gathering. Your business structure will dictate who should be in attendance. Sometimes it is the same participants as the partnership meeting, plus the president and someone from human resources. The meeting is facilitated by the S&OP team. Based on the data and escalations presented at executive review, participants must understand and react to any misalignment with the annual operating plan, escalation resolution, and preparation for seasonality and market shifts. The executive meeting should promote a team environment but encourage healthy debate. The critical objective is to approve one set of numbers—meaning, finance, operations, and sales are in concert. This puts in motion the required activities outlined in previous meetings to achieve the forecast. S&OP can reap huge rewards or cause huge headaches. The first step to ensuring success is having a process with agreed-upon timing and objectives. Follow standard operating procedures, schedule meetings six months in advance, and be vigilant at identifying struggling elements before they fracture the process. The best S&OP leaders create a culture that leads to one concise plan and great transparency.
Instructor and Contact Information
Location	Hadara Center Arnous Square, Damascus Tel: 011-333 17 15 - 334 2501/2/3/4
Program Opening	4th January 2016
Program Duration	2 days weekly X 2 hours Total: 40 hours
Fees	Please contact Miss Hala Youzghatli, General Manager at Hadara Center for full details.
Program Description	The program will cover all the four parts in 40 hours. Lecture time is from 4.30 pm to 6.30 pm. Pre-Requisite Basic knowledge and experience in sales.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt), hard copy. Sales eBook
About Your Instructor

Certification in Small Business Management Program

Introduction	The Certification in Strategic Management is designed for working directors and managers, the Certification provides students with the competitive edge needed to seek that promotion or a new career direction. The programme is aime d at providing high quality education through a motivating environment, which is based on student-centered learning in order to enable working directors and managers to acquire further knowledge, skills, techniques and ethics to excel in their careers. The Certification also recognizes prior learning and skills gained through work experience as entry into the programme. Instead of a higher education diploma that would normally take 3 years, the Certification is for the working directors and managers and can be completed in just 10 weeks. The Certification in Strategic Management and Business Policy prepares and strengthens your knowledge and skills to enhance your business planning skills in any organization. This programme aims to increase and enrich directors and managers knowledge across a broad range of business disciplines. This is a dynamic field of study for those who wish to develop skills relating to business operations in areas such as management, administration, accounting, human resource management, marketing and entrepreneurship.
Program Objectives	Objectives Improving Your Organization's Performance Achieving competitive advantage in a global marketplace requires leadership with broad perspectives and capabilities. Both within and across borders, organizations must be able to assess complex business situations, identify new opportunities, and respond effectively and creatively to today's challenging economic climate. Focused on the needs of the general manager, this program explores how strong global leadership can impact a range of functions including finance, talent management, and marketing. Through case studies and in-depth discussions, you will examine how today's most successful global leaders develop and implement their strategies. Taking Your Skills to the Next Level Whether you are a seasoned global executive or an up-and-coming leader in general management, you will return with the frameworks and strategic insights necessary to drive your business forward with renewed confidence. Specifically, you will be better prepared to: Educational aims Understand the elements of a successful strategy Select appropriate countries and markets for your business Incorporate geographic, institutional, and cultural considerations in finance and labor strategies Optimize finance in a rapidly changing economy Create the best organizational alignment for your business Know when and how to adapt products and services for new geographies Formulate strategies that recognize and mitigate political risk Foster cross-company collaboration and leadership to enable business success
Program Description	Strategic Management and the Entrepreneur Understand the importance of strategic management to business. Explain why and how business must create a competitive advantage in the market. Develop a strategic plan for a business using the ten steps in the strategic planning process. Discuss the characteristics of three basic strategies: low-cost, differentiation, and focus. Understand the importance of controls such as the balanced scorecard in the planning process. Conducting a Feasibility Analysis Describe the steps involved in conducting a feasibility analysis. Explain the benefits of an effective business plan. Explain the three tests every business plan must pass. Describe the elements of a solid business plan. Explain the "five Cs of credit" and why they are important to potential lenders and investors reading business plans. Understand the keys to making an effective business plan presentation. Managing Cash Flow Explain the importance of cash management to the success of the business. Differentiate between cash and profits. Understand the five steps in creating a cash budget and use them to build a cash budget. Describe fundamental principles involved in managing the “Big Three” of cash management: accounts receivable, accounts payable, and inventory. Explain the techniques for avoiding a cash crunch in a small company. Pricing and Credit Strategies Explain why pricing is both an art and a science. Discuss the relationship among pricing, image, competition and value. Discuss the various pricing techniques for both new and existing products and services. Explain the pricing techniques used by retailers. Explain the pricing techniques used by manufacturers. Explain the pricing techniques used by service firms. Describe the impact of credit on pricing. Managing Inventory Pareto’s Law Inventory Control Systems ABC Method Two Bin and Tag Systems Physical Inventory Count Just-In-Time Techniques Employee Theft Types of Shoplifters
Program Learning Objectives	By the end of the module students will be able to demonstrate: Explain the major concepts in the functional areas of accounting, marketing, finance, and management. Evaluate the legal, social, and economic environments of business. Describe the global environment of business. Describe and explain the ethical obligations and responsibilities of business. Apply decision-support tools to business decision making. Construct and present effective oral and written forms of professional communication. Apply knowledge of business concepts and functions in an integrated manner. Use specialized knowledge to solve business processes. Manage people, processes, and resources within a diverse organization. Apply knowledge of key leadership concepts in an integrated manner. Construct and present a written business plan for a prospective start-up or entrepreneurial expansion.
Instructor and Contact Information
Location	Hadara Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in Strategic Management Program

Introduction	The Certification in Strategic Management is designed for working directors and managers, the Certification provides students with the competitive edge needed to seek that promotion or a new career direction. The programme is aime d at providing high quality education through a motivating environment, which is based on student-centered learning in order to enable working directors and managers to acquire further knowledge, skills, techniques and ethics to excel in their careers. The Certification also recognizes prior learning and skills gained through work experience as entry into the programme. Instead of a higher education diploma that would normally take 3 years, the Certification is for the working directors and managers and can be completed in just 10 weeks. The Certification in Strategic Management and Business Policy prepares and strengthens your knowledge and skills to enhance your business planning skills in any organization. This programme aims to increase and enrich directors and managers knowledge across a broad range of business disciplines. This is a dynamic field of study for those who wish to develop skills relating to business operations in areas such as management, administration, accounting, human resource management, marketing and entrepreneurship.
Program Objectives	Objectives Improving Your Organization's Performance Achieving competitive advantage in a global marketplace requires leadership with broad perspectives and capabilities. Both within and across borders, organizations must be able to assess complex business situations, identify new opportunities, and respond effectively and creatively to today's challenging economic climate. Focused on the needs of the general manager, this program explores how strong global leadership can impact a range of functions including finance, talent management, and marketing. Through case studies and in-depth discussions, you will examine how today's most successful global leaders develop and implement their strategies. Taking Your Skills to the Next Level Whether you are a seasoned global executive or an up-and-coming leader in general management, you will return with the frameworks and strategic insights necessary to drive your business forward with renewed confidence. Specifically, you will be better prepared to: Educational aims Understand the elements of a successful strategy Select appropriate countries and markets for your business Incorporate geographic, institutional, and cultural considerations in finance and labor strategies Optimize finance in a rapidly changing economy Create the best organizational alignment for your business Know when and how to adapt products and services for new geographies Formulate strategies that recognize and mitigate political risk Foster cross-company collaboration and leadership to enable business success
Program Description	Introduction to Strategy Three horizons for strategy Levels of strategy Strategy statements Working with strategy Strategy’s three branches Strategic position Strategy in action The strategy lenses Strategic Position-The Environment The PESTEL framework Key drivers of change Scenarios Scenarios for the global financial system, 2020 Industries, markets and sectors Porter’s five forces framework The value net Comparative industry structure analysis Cycles of competition The industry life cycle Uses of strategic group analysis Bases of market segmentation Critical success factors (CSFs) Blue ocean thinking Strategic Capabilities Resource-based strategy Resources and competences Redundant capabilities Dynamic capabilities Threshold and distinctive capabilities Strategic capabilities and competitive advantage VRIN VRIN summary Business Strategy Strategic business units (SBUs) Generic strategies Economies of scale and the experience curve Strategy clock Strategic lock-in Hypercompetition Corporate Strategy & Diversification Consolidation & retrenchment Product development Market development Conglomerate diversification Synergy Value-destroying diversification drivers Vertical integration The growth share (or BCG) matrix The directional policy (GE–McKinsey) matrix The parenting matrix Evaluating Strategies Suitability Competitive position within an industry Acceptability Advantages of real options Reaction of stakeholders Financial feasibility Integrating resources Evaluation criteria
Program Learning Objectives	By the end of the module students will be able to demonstrate: An understanding of and ability to critically discuss contemporary strategy frameworks and concepts An identification of key strategic issues and challenges facing real-life organizations The ability to apply analytical approaches and strategy frameworks to complex issues and contexts The ability to work in a team and research, plan, structure and present a strategic analysis of a given organization in a comprehensive yet concise way.
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certification in Supervision & HR Practice Program

Introduction	This program is designed to help participants understand the basic role of the supervisor in human resource issues. It provides an overview of legal guidelines and suggested practices, and it focuses on illustrating how and when a federal supervisor should collaborate with the HR representative. Participants have opportunities to apply key skills via practical exercises and a threaded case study. This program is made for new and experienced supervisors to learn or refresh their understanding of their supervisory accountabilities from an HR perspective.
Program Objectives	Discuss the evolving role of supervisors and managers in relation to Federal HR policies and procedures Effectively collaborate with the HR department throughout the entire talent lifecycle Apply practical tips to acquire talent through position management and position classification, including developing position descriptions Adhere to Equal Employment Opportunity (EEO) and anti-discrimination laws during the selection and hiring process Describe the roles and responsibilities of a supervisor when supervising bargaining unit employees Apply a standard process for addressing Employee Relations, and Labor and Management complaints Support budget activities during each phase of the Federal budget process
Program Description	Supervision Fundamentals Supervision Challenges Staffing and Recruiting Problem Analysis and Decision Making Motivating Followers Leading Followers Performance Appraisal Workplace Health and Safety Conflict, Politics, Discipline, and Negotiation Change Management Pre-Requisite Background knowledge in HR Practices.
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certificationin Procurement Best Practices-Outlines-New 2015-Updated

Introduction	All procurement practitioners have high ambitions for their career in procurement. They look for quality knowledge and challenging training programs, which will upskill their procurement skills to excel in their roles. This ultimately allows them to accelerate the implementation of their procurement strategy. A full competence development-learning plan requires a serious effort for which learners have to prioritize and put other activities aside. At the end of the in-depth program, successful learners receive a valuable certificate that formally recognizes their efforts and the progress they have made. Procurement practitioners often find a certificate no more than a nice bonus. The high quality program on procurement best practices will provide you with what you are looking for and what you want to achieve. We are pleased to announce our Certified Program for Procurement Best Practices for the 1st time in Syria. This particular program is managed and supervised by Prof. Dr. Ayman Al Akkad, CIPS Affiliate/ Program Units Overview of Procurement Facts المشتريات – نظرة عامة Understanding Procurement Chain مفهوم سلسلة أنشطة المشتريات Procurement Plan خطة عمل المشتريات Supply Positioning/ LTA التوريد وتحديد المواقع - اعداد طويل الاجل Risk Management إدارة المخاطر Procurement Oversight الرقابة على المشتريات Contract Management إدارة العقود Engaging and Managing Consultants. المشاركة وإدارة الخبراء الاستشاريين Transportation in a Supply Chain النقل ودوره في سلسلة التوريد
Program Learning Objectives	Overall Program Objective: To build capacity by imparting knowledge and best practices in procurement in local government. Specific Objectives: By the end of the program the participants should be able to: Understand the procurement environment in local government; Identify procurement needs; Draw procurement plans; Understand procurement methods; Understand specification drawing- Bill of quantities and Terms of Reference; Carry out pre-qualification and short listing; Carry out contract negotiation for consultants; Identify the roles of various parties in procurement; Understand the tendering process; Evaluate bids, award contracts and prepare contract agreements/LPO; Carry out contract supervision, evaluation, monitoring and follow up; Understand and explain the ethical code of conduct.
Instructor and Contact Information
Location	Hadara Center Arnous Square, Damascus
Program Opening	8th October 2015
Program Duration	2 days weekly X 3 hours Total: 43 hours
Fees	Please contact Miss Hala Youzghatli, General Manager, Marketing supervisor at Hadara Center for full details.
Program Description	The program will cover all the 11 units in 5 weeks, 3 hours per session. Lecture time is from 4.30 pm to 7.30 pm with half an hour break interval. Pre-Requisite Basic knowledge and experience in procurement.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt)
About Your Instructor

Diploma in Insurance & Risk Management Studies (3 parts)

Introduction	We are pleased to announce our specialist Diploma Programme in Insurance & Risk management Studies in Syria. This particular Programme is managed by Al Hadara International Center. Our certification Programme provides specialized training and ensures that our IPMA Certified Professionals practice and comply with the codes of conduct of IPMA. The Higher Diploma Programme is in THREE (3) Parts Part 1 – Certified Insurance Underwriter Programme CIUP Part 2 – Certified Insurance Professional Programme (part One) CIPP #1 Part 3 – Certified Insurance Professional Programme (part Two) CIPP #2 Students who have completed all four parts of the programme will be awarded: Diploma in Insurance & Risk Management Studies Certification as a Certified Insurance Broker Professional IPMA Membership – Level of membership dependent upon work experience and executive responsibility in his/her organization Practicing License – valid for 1 year and can be renewed through Continuous Professional Development (CPD) of our Association.
Program Objectives	What is an Insurance Broker? It is an independent agent who represents the buyer, rather than the insurance company, and tries to find the buyer the best policy by comparison shopping. Is this career important? In a competitive environment the broker's professional advice on how organizations can maximize the benefits of insurance, can create a competitive advantage for their clients. To provide such high level of service, a broking house requires extensive knowledge of the products and a high commitment to professionalism from all levels of staff. This program is designed to provide individuals engaged in insurance broking with the necessary working knowledge and competency to ensure that they are able to support an efficient broking operation. It will also provide a strong knowledge foundation for staff in the broking sector to progress in their careers in line with their career development and the strategic directions of their companies Why continuing to the Professional Level? To provide a high level of service in this competitive market, a loss adjuster requires extensive knowledge of the products and a high commitment to professionalism This program is designed to provide individuals engaged in insurance loss adjusting with the necessary working knowledge and competency to ensure that they are able to support an efficient loss adjusting operation. It will also provide a strong knowledge foundation for staff in the loss adjusting sector to progress in their careers in line with their career development and the strategic directions of their companies.
Program Description	Part 1 – Certified Insurance Underwriter Programme Module One: Risk in our society Different Definitions of Risk Chance of Loss Peril and Hazard Classification of Risk Major Personal Risks and Commercial Risks Burden of Risk on Society Techniques for Managing Risk Module Two: Insurance and risk Definition and Basic Characteristics of Insurance Characteristics of An Ideally Insurable Risk Adverse Selection and Insurance Insurance vs. Gambling Insurance vs. Hedging Types of Insurance Benefits and Costs of Insurance to Society Module Three: Introduction to risk management Meaning of Risk Management Objectives of Risk Management Steps in the Risk Management Process Benefits of Risk Management Personal Risk Management Module Four: Types of Insurers and Marketing Systems Overview of Private Insurance in the Financial Services Industry Types of Private Insurers Agents and Brokers Types of Marketing Systems Group Insurance Marketing Module Five: Insurance Company Operations Rating and Ratemaking Underwriting Production Claim settlement Reinsurance Investments Module Six: Financial Operations of Insurers Property and Casualty Insurers Life Insurance Companies Ratemaking in Property and Casualty Insurance Ratemaking in Life Insurance The Financial Crisis and Insurers Part 2 – Certified Insurance Professional Programme (CIPP #1) Module One: Fundamental Legal Principles Principle of Indemnity Principle of Insurable Interest Principle of Subrogation Principle of Utmost Good Faith Requirements of an Insurance Contract Distinct Legal Characteristics of Insurance Contracts Law and the Insurance Agent Module Two: Analysis of Insurance Contracts Basic parts of an insurance contract Definition of the "Insured" Endorsements and Riders Deductibles Coinsurance Other-insurance provisions Module Three: Life Insurance Premature Death Financial Impact of Premature Death on Different Types of Families Amount of Life Insurance to Own Types of Life Insurance Variations of Whole Life Insurance Other Types of Life Insurance Module Four: Individual Health Insurance Coverages Health Care Problems in the US Individual Health Insurance Coverages Major Medical Insurance Major Medical Insurance and Managed Care Health Savings Accounts Long-term Care Insurance Disability-Income Insurance Individual Medical Expense Contractual Provisions Shopping for Individual Health Insurance Module Five: The Liability Risk Basis of Legal Liability Law of Negligence Imputed Negligence Res Ipsa Loquitur Specific Applications of the Law of Negligence Current Tort Liability Problems Module Six: Homeowners Insurance, Section I Homeowners Insurance Basics Analysis of Homeowners 3 Policy Section I Coverages Section I Perils Insured Against Section I Exclusions Section I Conditions Section I & II Conditions Part 3 – Certified Insurance Professional Programme (CIPP #2) Module One: Advanced Topics in Risk Management The Changing Scope of Risk Management Enterprise Risk Management Insurance Market Dynamics Loss Forecasting Financial Analysis in Risk Management Decision Making Other Risk Management Tools Module Two: Auto Insurance Personal Auto Policy Part A: Liability Coverage Part B: Medical Payments Coverage Part C: Uninsured Motorists Coverage Part D: Coverage for Damage to Your Auto Part E: Duties After an Accident or Loss Part F: General Provisions Insuring Motorcycles and Other Vehicles Module Three: Other Property and Liability Insurance Coverages ISO Dwelling Program Mobile home Insurance Inland Marine Floaters Watercraft Insurance Government Property Insurance Programs Title Insurance Personal Umbrella Policy Module Four: Commercial Property Insurance ISO Commercial Property Program Building and Personal Property Coverage Form Causes-of-Loss Forms Reporting Forms Business Income Insurance Other Commercial Property Coverages Transportation Insurance Business owners Policy Module Five: Commercial Liability Insurance General Liability Loss Exposures Commercial General Liability Policy Employment-related Practices Liability Insurance Workers compensation insurance Commercial Auto Insurance Aircraft Insurance Commercial Umbrella Policy Business owners policy Professional Liability Insurance Directors and Officers Liability Insurance Module Six: Conducting a Feasibility Analysis Feasibility Study Elements of a Feasibility Analysis Industry and Market Feasibility Analysis Five Forces Model Product or Service Feasibility Analysis Financial Feasibility Analysis Three Tests Every Business Plan Must Pass Key Elements of a Business Plan Marketing Strategy Financial Forecasts The "5 Cs" of Credit Module Seven: Managing Cash Flow Cash Management The Cash Flow Cycle Preparing a Cash Budget Forecast Sales Forecast Cash Receipts Forecast Cash Disbursements The Cash Conversion Cycle Beating the Cash Crisis Avoiding the Cash Crunch Module Eight: Pricing and Credit Strategies Factors Affecting Price What determines price? Pricing: Dealing with Rapidly Rising Costs New Product Pricing Pricing Established Goods and Services Consumer Credit Credit and Pricing
Diploma Objectives	Insurance underwriters work for insurance companies and are responsible for determining the risk of taking on an individual client. Once all the personal and financial information has been analyzed, underwriters either approve or deny insurance to that client. There is no specific degree or educational path open to aspiring insurance underwriters, and most gain a Diploma in Insurance and Risk Management. CIUP will be given in 6 weeks, 3 sessions of 2 hours per week with total 36 teaching hours. This program is considered the first part of the three programs leading to Diploma in Insurance and Risk Management. CIPP #1 is the industry's standard of excellence and professionalism. This program places emphasis on the integration of both practical and theoretical knowledge and it features concentrations for underwriters, brokers/agents and adjusters. It consists of six mandatory modules. All program modules are offered from time to time throughout the year. This program is part of the three programs leading to Diploma in Insurance & Risk Management Studies. CIPP #2 is the industry's standard of excellence and professionalism. This program places emphasis on the integration of both practical and theoretical knowledge and it features concentrations for underwriters, brokers/agents and adjusters. It consists of six mandatory modules. All program modules are offered from time to time throughout the year. This program is part of the three programs (CIUP, CIPP #1) leading to Diploma in Insurance & Risk Management Studies. CIPP #2 will be given in 10 weeks, 3 sessions of 2 hours per week with total 60 teaching hours. This program is considered the third part of the three programs leading to "Diploma in Insurance and Risk Management Studies."
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

HD in Industrial & Organizational Psychology Studies (4 parts)

Introduction	The specialty of industrial-organizational psychology (also called I/O psychology) is characterized by the scientific study of human behavior in organizations and the work place. The specialty focuses on deriving principles of individual, group and organizational behavior and applying this knowledge to the solution of problems at work. Specialized knowledge and training in the science of behavior in the workplace requires in-depth knowledge of organizational development, attitudes, career development, decision theory, human performance and human factors, consumer behavior, small group theory and process, criterion theory and development, job and task analysis and individual assessment. In addition, the specialty of industrial-organizational psychology requires knowledge of ethical considerations as well as statutory, administrative, and case law and executive orders as related to activities in the workplace. The specialty of Industrial Organizational Psychology addresses issues of recruitment, selection and placement, training and development, performance measurement, workplace motivation and reward systems, quality of work life, structure of work and human factors, organizational development and consumer behavior Program Parts The Higher Diploma Programmes is in FOUR (4) Parts Part 1 – Certified Psychology Programme Part 2 – Certified Social Psychology Programme Part 3 – Certified Organization Behavior Programme Part 4 – Certified Industrial & Organizational Psychology Programme Students who have completed all four parts of the Programme will be awarded: Higher Diploma in Industrial & Organizational Psychology Studies Certification as a Certified Psychology Consultant IPMA Membership – Level of membership dependent upon work experience and executive responsibility in his/her organization Practicing License – valid for 1 year and can be renewed through Continuous Professional Development (CPD) of our Association. Programme Content Part 1 – Certified Psychology Programme Module One: The Science of Psychology Describe the goals of psychological research, different types of psychologists, and problems to study. Discuss the research areas of psychology. Outline the philosophical roots of psychology. Describe the biological roots of psychology. Discuss the major trends of psychology: structuralism, functionalism, and the influence of Freud. Understand how experimentation influenced the development of psychology. Outline the development of behaviorism and humanistic psychology. Describe the newer trends in psychology: the cognitive revolution and the biological revolution. Module Two: Learning and Behavior Describe the basic elements of Pavlov’s and Thorndike’s research, and compare them. Discuss the key concepts of classical conditioning, explain the term unconditional stimulus, unconditional response, conditional stimulus, and conditional response. Discuss the importance of temporal contiguity and behavioral discrepancy for both operant and classical conditioning. Explain the basic principles of acquisition, extinction (and its connection to intermittent reinforcement), stimulus generalization, and stimulus discrimination. Define and give examples of shaping, chaining, and primary and secondary reinforces. Understand the basics of punishment and how it differs from reinforcement. Discuss the cellular mechanisms of reinforcement. Discuss the learning of complex behaviors and conditioned flavor aversions, the aversive control of behavior, and the learning that occurs through observation and imitation. Module Three: Perception Describe the primary visual cortex, the visual association cortex, and the effects of brain damage on visual perception. Describe the distinction between figure and ground and the Gestalt laws of grouping. Discuss current models of pattern perception. Describe neural network models and describe research on top-down and bottom-up perceptual processing. Describe how we perceive space and motion and discuss the monocular and binocular cues for distance perception. Describe and discuss the phenomena of brightness and form constancy. Discuss research on the perception of motion. Module Four: Consciousness Outline three historical philosophical positions on the nature of consciousness and discuss the possible relationship between consciousness and the ability to communicate. Describe how consciousness is related to action. Describe selective attention, discuss its importance, and describe research on how we attend to auditory information. Describe research on how we attend to visual information and the brain mechanisms of selective attention. Explain how meditation may produce changes in consciousness, and the role of attention. Explain the significance of the symptoms of isolation aphasia, visual agnosia, and the split-brain syndrome to our understanding of consciousness. Describe the characteristics of hypnosis (e.g., posthypnotic suggestion) and discuss two theories that explain this phenomenon. Name and describe the stages of sleep, and indicate how they are measured. Discuss research on sleep deprivation to determine the functions of sleep. Discuss the effects of REM sleep deprivation, possible functions of REM sleep, and the brain mechanisms of sleep. Discuss the three theories about the meaning of dreams. Discuss the brain mechanisms associated with sleep. Module Five: Intelligence and Thinking Describe Spearman’s two-factor theory of intelligence and the results of intelligence research using factor analysis. Discuss Sternberg’s information-processing approach to intelligence. Describe Gardner’s neuropsychological theory of intelligence. Discuss evidence that definitions of intelligence reflect cultural differences. Describe Galton’s contribution to intelligence testing. Describe the Benet - Simon scale, the Stanford-Binet Scale, and Wechsler’s tests. Explain reliability and validity of intelligence tests. Discuss the use and abuse of intelligence tests. Discuss heritability and describe the sources of environmental and genetic effects during development. Discuss the results and implications of heritability studies of general intelligence and specific abilities. Module Six: Personality Distinguish between personality types and traits, and summarize research to identify personality traits by Allport, Cattell, Eysenck, and the five-factor model. Describe the psychobiological approach to personality: the effects of heredity and environment and the brain mechanisms that may be responsible for differences in personality traits. Describe the social learning approach to personality, including reciprocal determinism and self-efficacy. Evaluate the controversy about the relative importance of personality traits and environmental situations in predicting behavior. Describe the historical background that led to Freud’s psychodynamic theory of personality, and explain his hypothetical mental structures (id, ego, and superego). Explain Freud’s developmental theory of personality and the link to fixation at certain stages, and describe several defense mechanisms. Explain Freud’s psychosexual theory of personality, and explain how it influenced the theories of Jung, Adler, Horney, Erikson, and Klein (object relations). Discuss the humanistic approach to the study of personality and the contributions of Maslow and Rogers, including self-actualization and Maslow’s hierarchy of needs. Describe and evaluate an objective test of personality, the Minnesota Multiphasic Personality Inventory (MMPI). Explain the assumptions of projective tests of personality, describe the Rorschach Inkblot Test and the Thematic Apperception Test, and evaluate the reliability and validity of projective tests. Part 2 – Certified Social Psychology Programme Introduction to Social Psychology Offer a definition of social psychology Explain why social psychology is considered an "Interdisciplinary Bridge" Explain why description and explanation are important to scientific social psychology Give three reasons why theories are useful Describe the four major theoretical perspectives of social psychology List the two key assumptions shared by the major perspectives in social psychology Discuss the five fundamental motives behind goal oriented social behavior Explain what is meant by "the person" and "the situation" and how they become interwoven through "person-situation interactions" Describe the two general types of methods used by social psychologists to study behavior Define the five major types of descriptive methods - naturalistic observation, case studies, archives, surveys, and psychological tests The Person and the Situation How does Explain how the story of Martin Luther King, Jr. illustrates that features of neither the person nor the situation alone determine social behavior. Offer a definition of motivation and explain the difference between goals and motives. Explain how attention helps us to achieve our social goals. State the difference between conscious and automatic goal pursuit. Describe the benefits and costs of automaticity. Explain willpower and its relationship to goal achievement. Explain why suppressing thoughts that are incompatible with difficult to reach goals is ineffective ("white bears" example). Describe how knowledge is organized in memory with regard to exemplars and schemas. Discuss how primed, accessible knowledge influences how we interpret the social old? Social Cognition: Understanding ourselves and Others Define social cognition and describe the four core processes of social cognition. Explain how cognitive strategies lead to effective decision making. Explain how our expectations help us evaluate people and situations. Define the self-fulfilling prophecy. When are self-fulfilling prophecies likely to occur? Define dispositional inference. When are we most likely to make a dispositional inference? Explain what is meant by correspondence bias and why this is considered to be the fundamental attribution error. Explain the relevance of the fundamental attribution error to individualistic versus collectivistic cultures. Describe the various cognitive shortcuts and provide examples of each - including the representativeness heuristic, the availability heuristic, and the anchoring and adjustment heuristic. Explain how arousal, circadian rhythms, and need for structure affect our use of cognitive shortcuts. Presenting the Self Define self-presentation. List and discuss the major reasons why people self-present. Describe the dramaturgical perspective and relate it to self-presentation. Explain public self-consciousness. Describe when people are concerned with strategic self-presentation Discuss the difference between high and low self-monitoring in a social situation. Discuss social anxiety as a self-presentational failure and when do people experience it. Describe the techniques used to detect deception and under what circumstances, if any, are people better at detecting lies. Outline the four ingratiation strategies people use to attempt to get others to like them. Describe how you can detect a false smile. Explain the cultural differences found in the social acceptability of boastfulness. Describe gender differences with regard to likeability. Social Influence: Conformity, Compliance, and Obedience Define social influence. What distinguishes it from persuasion? Describe the three major categories of social influence. Describe Asch’s (1956) classic conformity experiment. Define the foot-in-the-door technique and provide an example. Discuss the six principles of influence that emerged from Coalmine’s program of participant observation. Describe the findings of Milgram’s (1974) series of obedience experiments. Explain each of the three goals of social influence. Describe why uncertainty makes conformity more likely. Describe the two factors that people rely on to choose correctly and how are these factors relate to conformity. Explain the difference between injunctive norms and descriptive norms. Explain how businesses and fund raisers make use of the norm of reciprocity. Affiliation and Friendship Define the affiliation motive. Describe the experience sampling method of studying friendship. Describe the reinforcement-affect model and social exchange theory of affiliation and friendship. Why are they called “domain-general” models? Briefly outline the affiliation and friendship goals. Define social support. When do people typically seek social support? Describe under what circumstances people will seek emotional support. When do people push social support away? Explain how lonely and depressed people self-perpetuate their lack of social support. Explain how childhood attachment affects emotional support networks as children grow into adulthood Describe why people seek information from similar others. Define self-disclosure. Are men or women more likely to self-disclose? Describe the situational characteristics that affect our desire to make social comparisons. Part 3 – Certified Organization Behavior Programme What Is Organizational Behavior? Demonstrate the importance of interpersonal skills in the workplace. Describe the manager’s functions, roles, and skills. Define organizational behavior (OB). Show the value to OB of systematic study. Identify the major behavioral science disciplines that contribute to OB. Demonstrate why few absolutes apply to OB. Identify the challenges and opportunities managers have in applying OB concepts. Compare the three levels of analysis in this book’s OB model. Emotions and Moods Differentiate between emotions and moods. Discuss whether emotions are rational and what functions they serve. Identify the sources of emotions and moods. Show the impact emotional labor has on employees. Describe affective events theory and its applications. Contrast the evidence for and against the existence of emotional intelligence. Identify strategies for emotion regulation and their likely effects. Apply concepts about emotions and moods to specific OB issues. Personality and Values Describe personality, the way it is measured, and the factors that shape it. Describe the Myers-Briggs Type Indicator personality framework and its strengths and weaknesses. Identify the key traits in the Big Five personality model. Demonstrate how the Big Five traits predict behavior at work Describe how the situation affects whether personality predicts behavior. Contrast terminal and instrumental values. Compare generational differences in values. Identify Hofstede’s five value dimensions of national culture. Foundations of Group Behavior Define group, and distinguish the different types of groups. Identify the five stages of group development. Show how role requirements change in different situations. Demonstrate how norms and status exert influence on an individual’s behavior. Show how group size affects group performance. Contrast the benefits and disadvantages of cohesive groups. Explain the implications of diversity for group effectiveness. Contrast the strengths and weaknesses of group decision making. Compare the effectiveness of interacting, brainstorming, and the nominal group technique. Conflict and Negotiation Differentiate between the traditional and interactionist views of conflict. Describe the three types of conflict and the three loci of conflict. Outline the conflict process. Contrast distributive and integrative bargaining. Apply the five steps of the negotiation process. Show how individual differences influence negotiations. Assess the roles and functions of third-party negotiations. Organizational Change and Stress Management Suitability Contrast planned and unplanned change. Describe the sources of resistance to change. Compare the four main approaches to managing organizational change. Demonstrate two ways of creating a culture for change. Identify potential sources of stress. Identify the consequences of stress. Contrast the individual and organizational approaches to managing stress. Part 4 – Certified Industrial & Organizational Psychology Programme Introduction, History, and Research Methods Define industrial/organizational psychology and discuss its various areas of interest. Describe the scientist-practitioner model as it is utilized in I/O psychology. Generally describe the history and development of I/O psychology, including the work of Taylor and scientific management, and the work of Mayo and the human relations movement. Describe the current and future research and application trends in I/O psychology. Research Methods in Industrial/Organizational Psychology Explain why social scientific research methods are important, and describe the four goals of this method in I/O Psychology. Describe the six steps in the research process. Explain the role of a dependent variable in I/O research, and give examples of dependent variables commonly examined in I/O. Explain and distinguish between the major research designs, and give examples of when each is appropriate or desirable. Explain the usefulness of meta-analysis in social science research. Define operationalization of variables, and describe various ways to measure variables. Explain why external validity is important in the interpretation and use of research results. After reading and studying the Appendix in Chapter 2, students should be able to: Understand the difference between descriptive and inferential statistics and be able to give examples of each. Understand the different statistical analyses involved in the experimental and correlational methods Positive Employee Attitudes and Behaviors Understand employee engagement as a construct of interest to industrial-organizational psychology. Understand the numerous positive outcomes of employee engagement, for the worker, the organization, and society as a whole. Define job satisfaction, including the different approaches to its definition. Discuss the measurement of job satisfaction and the difficulties involved, as well as the various standardized measures of job satisfaction. Discuss the relationship between job satisfaction and job performance. Define organizational commitment and its relationship to job satisfaction and performance. Define employee absenteeism and turnover, and how they are influenced by job satisfaction and organizational commitment. Discuss the various ways to increase worker job satisfaction. Discuss positive employee affect and behaviors, and how they relate to work performance. Discuss how positive employee affect and behaviors may influence the well-being of society as a whole. Worker Stress and Negative Employee Attitudes & Behaviors Define worker stress and discuss the various sources of worker stress. Define and identify examples of different sources of stress. Discuss how different sources of stress are related to important work outcomes. Describe specific situational and dispositional sources of stress, including the Type A behavior pattern, work-family conflict, self-efficacy, susceptibility to stress, and organizational sources of stress. Discuss the measurement of worker stress. Discuss job burnout, its symptoms and pattern, and its effects on work outcomes. Discuss the various strategies used to cope with stress, and their respective strengths and weaknesses. Describe counterproductive work behaviors and the possible causes of such behaviors. Describe the types of programs available for employees with substance abuse problems. Communication in the Workplace Describe the communication process and define its various components. Discuss the various factors that influence the effectiveness of communication. Discuss the occurrence of nonverbal communication in work settings. Describe the flow of communication in work settings, and the influence of the amount of communication in different directions on worker job satisfaction. Discuss barriers to the effective flow of organizational communication. Describe the various communication networks, including the effects of centralization on work outcomes. Discuss the formal and informal lines of communication as they occur in work organizations. Generally discuss the influence of organizational communication on work outcomes, including in terms of the individual worker and the organization as a whole.
Program Learning Objectives	On completion of the course, the users will be able to do the following: The program is designed to prepare individuals for positions in industry or for entry into an I/O doctoral program. The scientist/practitioner training model is employed, emphasizing both work-relevant research and applying problem-solving skills to organizational problems. The primary focus of the curriculum is on traditional “industrial” (i.e., personnel) psychology and research methods, but students are exposed to the full range of “organizational” topics as well. Primary Goal: In order for students to obtain competency in the discipline of I/O psychology, two general learning objectives are pursued within the curriculum. One goal is for each student to acquire content knowledge in the following areas – ethical, legal and professional I/O contexts; attitude theory and measurement; predictor assessment; job evaluation and compensation; leadership and management; organizational development; organizational theory; small group performance and team effectiveness; personnel training, program design and evaluation; and work motivation. Secondary Goal: A second goal is for each student to develop behavioral skills in the following domains – research methods; statistical methods/data analysis; measurement of individual differences and organizational criteria, job/task analysis and classification; performance appraisal and feedback; and personnel recruitment, selection, and placement. All of these content and behavioral competencies are taken from the Society for Industrial and Organizational Psychology (SIOP) Guidelines for Education and Training at the Doctoral Level in Industrial/Organizational Psychology (1998), but they are also consistent with SIOP's (1994) guidelines for I/O master's programs.
Instructor and Contact Information
Location	Hadara Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 3 hours, 40 hours each part, TOTAL: 160 Hours
Fees	Please contact Mrs. Farah Haimoun, Marketing supervisor at Hadara Center for full details.
Program Description	The program will cover all the 4 parts in 40 weeks, 2 hours per session. Lecture time is from 4.30 pm to 6.30 pm with half an hour break interval. Pre-Requisite Basic knowledge and experience in Management, Psychology.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Higher Diploma in Hospitality & Tourism Studies (4 parts)

Introduction	We are pleased to announce our specialist Higher Diploma Programme hospitality & tourism management Studies in Syria. This particular Programme is managed by Al Hadara International Center. Our certification Programme provides specialized training and ensures that our IPMA Certified Professionals practice and comply with the codes of conduct of IPMA. The Higher Diploma Programme is in FOUR (4) Parts Part 1 – Certified Hospitality Human Resources Management Programme Part 2 – Certified Hospitality Sales & Marketing Programme Part 3 – Certified Restaurant Management Programme Part 4 – Certified Hospitality & Tourism Programme Students who have completed all four parts of the programme will be awarded: Higher Diploma in Hospitality & Tourism Studies Certification as a Certified Hospitality Professional IPMA Membership – Level of membership dependent upon work experience and executive responsibility in his/her organization Practicing License – valid for 1 year and can be renewed through Continuous Professional Development (CPD) of our Association.
Program Objectives	According to the World Tourism Organisation, the industry constitutes in many countries, the main source of foreign exchange revenue and a primary contributor to the labour force. The same source predicts a rather prosperous future for the industry since more than 1.6 billion tourists will travel by the year 2020. The hospitality industry contributes close to 13% of the country’s GDP and provides employment to thousands employees. The local tourism industry is comprised of lodging, food and beverage and travel establishments, as well as, public and private organizations that pursue the sustainable development, promotion and administration of the country’s tourism destinations. The 1st primary objective of this programme is to provide an overview of the hospitality and tourism industry and develop effective leaders for the industry. The focus is on management functions and leadership traits in the lodging, food service and tourism sectors. The 2nd primary objective of this programme focuses on operational and maintenance procedures for hotel management. Case studies introduce students to the day-to-day operations of each department in a hotel and allow students to understand what seasoned managers do. The 3rd primary objective of this programme is to provide a basic overview of food and beverage operations. Case studies will introduce students to the day-to-day operations of each department in a restaurant.
Program Description	Part 1 – Certified Human Resource Management Programme Managing Human Resources Today HRM Techniques and Concepts Competitive trends affecting HRM Demographic and workforce trends The changing role of HR The new HR manager Personnel Planning and Recruiting What is job analysis? Methods of Collecting Job Analysis Information Writing Job Descriptions Writing Job Specifications The Recruitment and Selection Process Workforce Planning and Talent Management How to Forecast Personnel Needs Steps to Succession Planning Characteristics of Talent Management Recruiting Job Candidates Selecting Employees Testing for Reliability Testing and Validity How Are Tests Used at Work? Measuring Personality Interviewing Candidates Types of Selection Interviews The Dos and Don’ts of Interview Questions Spotting Dishonesty Training and Developing Employees Orienting Employees Training’s Purpose and Process Training Needs and Analysis Competency Models Traditional Training Techniques Managerial Development and Training Managerial On-the-Job Training Organizational Development Organizational Change Evaluating Training and Development Efforts Performance Management and Appraisal Basic Concepts in Performance Management Why Appraise Performance? Appraisal Methods The Appraisal Feedback Interview Performance Management Total Quality Strategy Maps Digital Dashboards Career Management Managing Promotions and Transfers Compensating Employees What Determines Rate of Pay? How Employers Establish Pay Rates Purpose of Job Evaluation Job Evaluation Methods Pricing Each Pay Grade: Wage Curves Pricing Managerial and Professional Jobs Current Compensation Trends What to Broadband Incentive Plans Employee Benefits Part 2 – Certified Hospitality Sales & Marketing Programme Chapter 1: Introduction to Hospitality Marketing and Sales Distinguish marketing from sales and describe the marketing mix. Explain management’s role in marketing and sales. Summarize the importance of marketing and sales to hospitality companies, and describe the challenge of hospitality marketing and sales. Identify trends that affect marketing and sales in the hospitality industry. Chapter 2: Personal Sales Describe the objectives of various types of personal sales calls. Identify sources for prospecting individual and group business and explain how salespeople qualify prospects as potential clients. Describe how salespeople can prepare for presentation sales calls and project a professional image when making presentations. Chapter 3: Telephone Sales Describe the basics of effective telephone communication in relation to hospitality marketing and sales. Identify various types of outgoing telephone calls related to the marketing and sales function. Describe the steps involved in making a telephone appointment call, and describe sales calls, promotional calls, service calls, and public relations calls. Chapter 4: Internal Marketing and Sales Describe internal marketing and employee empowerment. Define “internal sales” and describe the general manager’s role in internal sales. Summarize the role of employees in internal sales and discuss relationship selling, employee training, how employees can apply sales skills, and employee sales incentive programs. Chapter 5: Advertising, Public Relations, and Publicity Outline the reasons that hospitality firms advertise, and describe types of advertising. Describe how hospitality firms develop and execute advertising plans, and summarize how hospitality firms use advertising agencies. Describe the role of public relations and publicity in reaching prospective guests. Chapter 6: Marketing to Business Travelers Summarize the criteria business travelers use to make lodging decisions, identify types of frequent business travelers, and describe the women business traveler segment. Explain how hospitality properties are meeting the special needs of business travelers. Describe how hospitality properties are reaching business travelers. Chapter 7: Marketing to Leisure Travelers Describe how hospitality firms market to families, seniors, baby boomers, GenXers, and other individual leisure travelers. Describe how hospitality firms market to group leisure travelers and the intermediaries who aid these travelers Explain how small hospitality firms can market to leisure travelers, and explain the concept of vacation ownership. Chapter 8: Marketing Restaurants and Lounges Summarize trends affecting the food and beverage industry, and describe positioning strategies and techniques for restaurants and lounges. Explain how managers can merchandise food and beverages. Describe basic types of restaurant and lounge promotions. Explain how managers can build repeat business in restaurants and lounges, and describe these other hotel food service operations: room service and limited-service operations. Part 3 – Certified Restaurant Management Programme Module 1: An Introduction to Restaurant Management Customer growth continues to be driven by the rising number of higher-income households as well as a need for convenience and value. Recruitment and retention of employees was seen as the number one concern of operators. Full-service restaurants are challenging the strong off-premises foodservice options that have traditionally been the province of quick-service restaurants. The quick-service segment of the industry, while the healthiest overall, will experience moderate growth in the next few years because of significant growth in wealthier and older customers in the future who will prefer a more upscale dining experience. At the same time there will be a reduction in the number of under-25-year-olds, traditionally the major users of quick-service restaurants. Recent trends in this segment have also had the effect of reducing growth rates due to a recent consolidation of stronger brands taking over weaker ones. Module 2: Understanding the customer Trend spotters attempt to identify the next trends that will develop to fruition in the next five to ten years by observing the behaviors of early adopters. Early adopters are expressing particular interest in childhood foods, and Indian and East Asian influences. The second trend, “merit badges,” is the desire for unique experiences that cannot be duplicated. “Customization" is a current cultural value that has contributed to the popularity of such things as tasting menus in restaurants that offer patrons the opportunity to try smaller portions of a variety of dishes. Module 3: Pricing and Designing the Menu Major growth in menu between 1995 and 2000: Poultry is the item most operators agree is increasing in popularity because it is perceived as a healthy food and customers are moving towards ordering healthy items. More restaurants are offering more portion sizes and customized menu options than ever before. Chefs are sprinkling their foods with nuts, especially almonds and walnuts, which contain protein, fiber, vitamins, and minerals. Customers still enjoy dessert, which many see as a kind of escape. The popularity of certain menu items is tied to demographics. Module 4: Delivering Quality Service Service encounters and purchases are considered important to the customer and routine to the service provider. Many service employees resent some or all of their customers. Many customers want special treatment in a service situation. Customers have differing needs and wants regarding service. Factors such as the age, gender, and dress of the employee affect customer perceptions of whether or not the service to be provided will be satisfactory. Many service encounters appear successful—or at least tolerable—because customers bring lowered expectations to the service encounter and employees develop coping strategies to deal with potential problems arising from the points made above. Module 5: Food and Beverage: From Supplier to Customer Purchasing Receiving objective is to ensure that the items delivered are exactly what was ordered. The storage objective is to have enough items on hand so that the restaurant does not run out while minimizing loss caused by spoilage and/or theft. F&B cost calculations Compare and contrast the various production and service systems. Module 6: Kitchen Equipment and Interiors: Selection & Maintenance Identify the considerations involved in the selection of kitchen equipment. Identify the basic types of equipment found in kitchens. Compare and contrast the relative advantages of the various materials used in kitchen interiors. Identify the most important concepts in cleaning and maintaining kitchen equipment. Design a comprehensive energy management program. Module 7: Employee Selection Identify the work groups that management will increasingly turn to for employees in the next decade. Discuss the major laws and regulations affecting employee hiring. Identify the steps involved in staffing the operation, outlining important principles at each stage of the process. Develop guidelines on how to conduct a hiring interview. Part 4 – Certified Hospitality & Tourism Programme The Hotel Business Describe the characteristics of the hospitality industry. Explain corporate philosophy. Discuss why service has become such an important facet of the hospitality industry. Suggest ways to improve service. Food and Beverage Operations Describe the duties and responsibilities of a food and beverage director and other key department heads. Describe a typical food and beverage director’s day. State the functions and responsibilities of the food and beverage departments. Perform computations using key food and beverage operating ratios. The Restaurant Business Describe the different characteristics of chain and independent restaurants. Identify some of the top chain and independent restaurants. List the classifications of restaurants. ifferentiate the characteristics of chain and independent restaurants. Tourism Define tourism. Outline the important international and domestic tourism organizations. Describe the economic impact of tourism. Identify promoters of tourism. List reasons why people travel. Describe the sociocultural impact of tourism. Describe ecotourism. Recreation, Attractions, and Clubs Discuss the relationship of recreation and leisure to wellness. Explain the origins and extent of government-sponsored recreation. Distinguish between commercial and noncommercial recreation. Name and describe various types of recreational clubs. Describe the operations of a country club. Meetings, Conventions, and Expositions List the major players in the convention industry. Describe Destination Management Companies Describe the different aspects of being a meeting planner Describe the different types of contractors Explain the different types of meetings, conventions and expositions List the various venues for meetings, conventions and expositions Special Events Define a special event Describe what event planners do Classify special events Outline the skills and abilities required for event management Identify the main professional organizations and associations involved with the special event industry.
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

IPMA-Accounting & Finance for Non Specialists Outlines-New 2014

Introduction

This program will help managers & employees develop their financial understanding, understand how their decisions affect an organization’s financial performance and improve their organization’s financial performance.

We will demystify the jargon, explore key ratios, and examine key trends and areas for concern. Then we change the emphasis to identifying the future key issues, and threats and opportunities and how to plan and budget for them.

This program is for managers & employees who want to develop their financial understanding, understand how their decisions affect an organization’s financial performance and improve their organization’s financial performance. Whether you’re a new manager or an existing manager wanting a refresher this program will be useful. Relevant to public, private and not-for-profit sectors.

Program Objectives

Objectives

Introductions and program objectives
Participants’ own needs and wants from the program
An overview of financial principles such as Return on Investment and Resource Allocation

The Balance Sheet

Understanding different Assets and Liabilities
About Fixed Assets
Current Assets – what they are and how to improve
Current Liabilities – what they are and how to improve them
Benchmarking and comparators
Key Ratios and trends
About Gearing

The Income and Expenditure Account (or Profit and Loss Account)

The key components of the Income and Expenditure Account
Analyzing Key ratios and trends
Managing different types of Costs and their behavior
Analyzing income streams
Improving Profitability and Productivity
Benchmarking and comparators
Profit/Surplus and Cash flow are different things!

Management Accounts

What Management Accounts should tell us
How these figures contribute to overall performance
Managing the cash flow as well as the costs
Managing variances and making any necessary improvement

Using ratios to benchmark our performance

How to use the key ratios to benchmark our performance
Recognizing areas where performance is slipping and which need management attention

Generating ideas to improve financial performance, including people’s productivity

Identifying and investing more in high performing assets and activities
Identifying and improving underperforming assets and costs

Moving from Analysis to Forecasting

The principles of Forecasting and Budgeting
Revenue Budgets
- The strengths and problems of traditional budgeting methods
- 2 other approaches which can complement and improve traditional budgeting methods
Budgeting for Projects – how to do a Cost-Benefit Analysis
Capital expenditure
- Cost of Capital issues and the time value of money
Where budgeting can go wrong and how to avoid the principal problems

Understanding the jargon

A free discussion clarifying any remaining questions about terminology and jargon

Action planning

What does this all mean for my organisation and my team?
What areas do we need to work on?
Action plans for when I get back to work

Instructor and Contact Information

Location

Hadara International Center

Program Opening

Mid-February 2016

Lecture Hours

40 hours, 2 sessions/week, each session 2 hours

Registration Email

For registration & information, kindly contact Hadara International Center

Attendance

Is a must. Students should attend minimum 80% of all lectures.

Session Time

Afternoon session, from 5 to 7 pm

Fees

Kindly contact HIC for further information

Program Description

Module Details

Accounting Concepts and Procedures المفاهيم والإجراءات المحاسبية
Debits and Credits: Analyzing and Recording Business Transactions الحركات الدائنة والمدينة: تحليل وتسجيل المعاملات التجارية
Beginning the Accounting Cycle بداية دورة المحاسبة
Banking Procedure and Control of Cash الإجراءات المصرفية والرقابة النقدية
Sales and Cash Receipts المبيعات وإيصالات النقدية
Purchases and Cash Payments المشتريات والمدفوعات النقدية

Pre-Requisite

Simple background knowledge in finance and accounting.

Learning Outcomes

We recommend this program to you for these reasons:

You have secondary qualifications or graduate qualifications in another professional field,
you work in a bank or in the field of finances or would like to find a job there in the future.

The advantage of this program is that

it ensures upper level qualification outside the universityl system,
it provides a qualification that is acknowledged in the financial sector,

it was elaborated by considering the needs of and with the supervision and support of banks.

Increase mobility and integration of financial services workforce globally.
Set up requirements of a comparable, mutually recognized banking qualification globally.;
Raise and unify the standards of the financial and customer services.

Required Program Materials and Readings

Accounting and Finance for Non-Specialists, 8/E (eBook)

Peter Atrill, University of Plymouth Business School

Eddie McLaney

ISBN-10: 027377803X • ISBN-13: 9780273778035

Published 30 Nov 2012 •

Evaluation

Components and Weights

Part A (10%)

Weekly Graded Quiz 10%

Part B (30%)

Final Written Professional Report 30%

Part C (60%)

Final Written Exam 60%

Conversion

At the end of the program your overall percentage grade will be converted to your letter grade in accordance with the following conversion scheme.

Letter Grade	Percent	Letter Grade	Percent
A+	90 - 100	C+	67 - 69
A	85 - 89	C	63 - 66
A-	80 - 84	C-	60 - 62
B+	77 - 79	F	00 - 59
B	73 - 76
B-	70 – 72

About Your Instructor

Project Management Professional

WHAT IS PMP CERTIFICATION?	Demand for project management expertise in organizations continues to grow, and International PMA Certified Program in Project Management & Practice is a great way to build the skills you need to keep your projects on task, on time and on budget. In this highly interactive curriculum?delivered online or in class?you learn how to apply project management practices to achieve success in a wide variety of fields, including management, high tech, marketing, financial services, information technology, international trade, life-science industries, government, construction and more. You learn from highly qualified instructors with extensive project management experience and work in teams with classmates to develop hands-on problem-solving techniques. On completion, you earn a highly regarded credential approved by International Professional Managers Association, UK and other similar professional associations. WHO WILL BENEFIT This program is ideal if you aspire to take on project management responsibilities and expand your career opportunities. If currently working as a project manager, you can formalize your skills and gain experience applying the industry-standard terminology. Extension coursework satisfies the education requirement to sit for the PMP exam, as well as meets PMI professional-development requirements. Even if you are already a certified Project Management Professional (PMP?), the breadth and rigor of this certificate can enhance your skill set.
Program Objectives	With a specific focus on developing practical project management skills, the Certified Program in Project Management & Practice prepares students to apply proven methodologies to projects within their individual fields. The program provides training in both advanced and applied project management, providing a balance of practice and theory, and developing the skills that professionals need to become effective project managers. Students will gain a solid understanding of current project management methodologies and techniques that are being applied worldwide. They also will learn relevant management skills to ensure success in working with teams and entire organizations. In addition to the core training in project management, students are instructed in the appropriate business models, theories and issues that are relevant to complex projects. Project management is one of the fastest growing disciplines in all sectors of business. Managers and team members from a variety of professional backgrounds are finding that they need to develop their project management skills quickly to respond to critical project requirements and achieve cost-effective results.
Program Description	1.Introduction to Project Management What is a Project? Elements of Projects General Project Characteristics Process & Project Management Information Technology Project ?Success? Why is Projects Important? Project Life Cycles Project Life Cycles and Their Effects Determinants of Project Success Six Criteria for IT Project Success Four Dimensions of Project Success Developing Project Management Maturity Project Management Maturity Generic Model 2.Leadership and the Project Manager How the Project Manager Leads Acquiring Resources Communication Traits of Effective Project Leaders Leading & Time Orientation What are Project Champions? Champion Roles The New Project Leadership Project Management Professionalism Creating Project Managers 3.Project Team Building, Conflict, and Negotiation Building the Project Team Effective Project Teams Reasons Why Teams Fail Stages in Group Development Team Development Stages Achieving Cross-Functional Cooperation Virtual Project Teams Conflict Management Sources of Conflict Conflict Resolution Negotiation Principled Negotiation 4.Risk Management What is a Risk? Risk Vs Amount at Stake Process of Risk Management Four Stages of Risk Management Risk Clusters Risk Factor Identification Risk Management Assessment Matrix Project Risk Scoring Risk Mitigation Strategies Control & Documentation Project Risk Analysis & Management Nine Phases of Risk Assessment 5.Cost Estimation and Budgeting Common Sources of Project Cost Types of Costs Cost Classifications Cost Estimation Learning Curves Problems with Cost Estimation Creating a Project Budget Activity-Based Costing Budget Contingencies 6.Project Scheduling: Networks, Duration, and Critical Path Project Scheduling Terms Network Diagrams AOA Vs. AON Node Labels Duration Estimation Methods Constructing the Critical Path Rules for Forward/Backward Pass Laddering Activities Hammock Activities Reducing the Critical Path 7.Project Scheduling: Lagging, Crashing and Activity Networks Lags in Precedence Relationships Finish to Start Lag Finish to Finish Lag Start to Start Lag Start to Finish Lag Gantt Charts Gantt Chart With Resources in MS Project Crashing Projects Managerial Considerations Activity on Arrow Networks Controversies in the Use of Networks 8.Critical Chain Project Scheduling Critical Chain Project Scheduling Variation CCPM and the Causes of Project Delay Wasting Extra Safety Margin CCPM Changes Critical Chain Solutions Critical Chain Project Portfolios Applying CCPM to Project Portfolios Subordinating Project Schedules 9.Resource Management Types of Constraints Resource Loading Resource Leveling (Smoothing) Prioritization Rules for Leveling General Procedure for Leveling Creating Resource Loading Charts Key Parameters in Multi-Project Environments Prioritizing Resource Allocations in Multi-Project Environments 10.Project Evaluation and Control The Project Control Cycle The Project S-Curve Milestone Analysis Tracking Gantt Chart Earned Value Management Steps in Earned Value Management Earned Value Milestones Completion Values in EVM Human Factors in Project Evaluation & Control Critical Success Factors in the Project Implementation Profile 11.Project Close-Out and Termination Project Termination Elements of Project Closeout Management Lessons Learned Meetings Closeout Paperwork Why are Closeouts Difficult? Dynamic Project Factors Early Warning Signs of Project Failure Early Termination Decision Rules The Top 10 Signs of IT Project Failure Project Termination Issues Claims & Disputes Protecting Against Claims Final Report Elements Pre-Requisite There are no prerequisites for the Certificate Program in Project Management & Practice.
PROGRAM LEARNING OBJECTIVES	Project management Program is carefully planned and organized to accomplish a specific (and usually) one-time effort, for example, construct a building or implement a new computer system. Project management program includes developing a project plan, which includes defining project goals and objectives, specifying tasks or how goals will be achieved, what resources are need, and associating budgets and timelines for completion. It also includes implementing the project plan, along with careful controls to stay on the "critical path", that is, to ensure the plan is being managed according to plan. Project management program follows major steps (with various titles for these steps), including feasibility study, project planning, implementation, evaluation and support/maintenance. (Program planning is usually of a broader scope than project planning, but not always.) The program aims to enhance the skills in project management which are needed in expanding early years of education and professional sector and prepare students to meet the demands of future knowledge acquisition. The program aims to enhance the skills in project management which are needed in expanding early years of education and professional sector and prepare students to meet the demands of future knowledge acquisition.
Instructor and Contact Information
Location	Hadara International Center Arnous Square, Damascus
Program Opening	March 2016
Program Duration	2 days weekly X 2 hours, 50 hours in total
Fees	Please contact the Marketing supervisor at Hadara Center for full details.
Learning Outcomes	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
Required Program Materials and Readings	Electronic materials (ppt) Electronic books (PDF)
About Your Instructor

Certified Recruitment & Selection Practitioner Program

INTRODUCTION	This practical program describes in detail the process HR professionals or managers go through as they define and prepare job specifications and employment practical technique packages to attract the right candidates to fill job positions. The program also describes the processes involved in the planning and conducting of professional interviews. The program first introduces you to the main points in the recruitment process as it relates to HRM, the laws related to the employment cycle and the different recruitment strategies such as recruiting from a variety of sources to ensure diversity. The development of a job analysis, job description, and job specifications are also discussed as well as the factors involved in advertising a job to help maintain a multicultural work environment. Next, you will learn about the steps involved in the selection process such as criteria development, application and resume review, test administration as well as the major categories of employment tests. Different interview styles and techniques are reviewed, as well as how to choose the right type of interview for the job and the formal and legal steps involved in making an official job offer. Finally, the course introduces you to the concepts involved in compensation planning and development such as providing the basic salary, holiday pay, health benefits and retirement packages. The differing types of pay systems and the internal and external factors that affect them are also discussed as well as the main types of employment compensation packages common in US firms. This program will be of great interest to all HRM professionals and managers who would like to learn more about modern human resource selection and recruitment procedures, and to all learners who are interested in HRM as a career. Programme breakdown structure 30% academic 70% practical and interactive Upon successful completion of this program, student will earn the followings: Certified Recruitment & Selection Professional Practice license Certificate
LEARNING OUTCOMES	Having completed this program the learner will be able to: Explain the steps to an effective recruitment strategy; Develop a job analysis and job description and identify specific job skills Explain and discuss the steps involved in the selection process; Explain the various types of interviews and interview questions; Discuss interview methods and potential mistakes in interviewing candidates; Discuss the different types of selection models; Explain the goals of a compensation plan; Explain the various types of benefits that can be offered to employees.
PROGRAM DESCRIPTION	Modern trends in Recruitment & Selection. Job Analysis methods Writing job description Sourcing methods Internal methods External methods Recruitment methods Advertising techniques (classic & electronic) Internal posting Walk-in applicant Referrals Event recruiting College recruiting Professional association recruiting Off-line and online recruiting Matching process of job description and CV Difference between CV and Resume CV & Resume components Recruitment interviews types Matching interview Preliminary interview Technical interview 101 interview Group interview Panel interview Online interview Video conferencing interview Off-line and online interview Selection interviews types & methods Unstructured interview Structured interview Situational interview Behavior Description Interviews Comprehensive Structured Interviews Structured Behavioral Interview Oral Interview Boards Selection test types Cognitive test Dexterity test Personality rest Paper & pencil test Honesty test Graphology test Drug abuse test Alcohol or follicle test Communications in organization Formal channels Informal channels Electronic channels Formal & Informal Communications techniques Verbal Non-verbal Written Electronic Body language Facial & eye contact Internal & External communication methods Writing letters & memos Writing reports and presentations Designing & conducting oral & electronic presentation Public speaking skills Public opinion skills Using technology in Communications Emails Short messages (sms) Networking or communication in groups Programme breakdown structure 30% academic 70% practical and interactive Pre-Requisite Background knowledge in Management Principles & Practices.
INSTRUCTOR AND CONTACT INFORMATION
Location	Hadara International Center Arnous Square, Damascus
Program Opening	August 2016
Program Duration	2 days weekly X 2 hours, 40 hours in total.
Fees	Please contact the General Manager at Hadara Center for full details.
LEARNING OUTCOMES	We recommend this program to you for these reasons: You have secondary qualifications or graduate qualifications in another professional field, You would like to find a job in the future. The advantage of this program is that It ensures upper level qualification outside the university system, It provides a qualification that is acknowledged in any sector, Set up requirements of a comparable, mutually recognized managerial qualification globally.; Raise and unify the standards of the management systems.
REQUIRED PROGRAM MATERIALS AND READINGS	Electronic materials (ppt) Electronic Recruitment & Selection forms (PDF) Recruitment & Selection templates Practice evaluation forms
ABOUT YOUR INSTRUCTOR

Specialist Certificates - Al Hadara - Syria