Oxford Strategic Consulting

What is your certificate really worth? A glossary

timnewham — Tue, 21 May 2013 21:48:16 +0000

There is a definite move away from “certificates for attendance” or “certificates for payment” and towards proper recognition of achievement. For example the new Saudi Arabian Technical and Vocational Training Corporation is now setting up a register of approved qualifications, to help employers distinguish between proper, internationally-recognised and transferable records of achievement, and glossy certificates which make trainer trainer and perhaps current employer feel good, but have no international currency.

To help you decide which course to take next, to futher your career, we present this glossary of terms. The headline is: when used by authentic organisations, “accredited” is a valuable word. “endorsed” is less so. And if the people you’re talking to avoid use of the word “qualification” when asked, be cautious!

Accredited	Learning that is formally recognised by an awarding body or university – the institution must be licenced by a government to create and recognise learning – if the institution is not licenced it is not accredited and can’t be called a qualification. Internationally transferable. The qualification or its component units sit on a recognised framework or register.Accreditation means that the learning and assessment conforms to the rigours of a regulated methodology, awarded by a government licensed institution (awarding body or university) and is internationally transferable.
Endorsed	An official awarding body or university does not go through the full accreditation process. It examines the learning and approves it without accrediting it. This is not a qualification, is not transferable by guarantee.
Certified	Means nothing really. An organisation merely sets itself up as being in some way official. Certification carries no guarantees of rigour, proper assessment and is unregulated.
Certificate	A statement of learning achievement.When applied to a qualification it suggests a size and level. In the UK formal qualifications areAward (up to 12 credits) Certificate (13-36 credits) Diploma (37+ credits)
Qualification	A piece of formally accredited learning, awarded by licensed institution – the size and level determined by a qualifications framework in a given country
Qualification Regulator	The government department that oversees the laws, rules, regulations and rigour of the accreditation processes and which licenses institutions to create qualifications and award them. Eg OfQual or TVTC
Credit	A measurement of the volume of learning time. This is combined with a measurement of “Level” to express a currency for educational attainment. This is now used all over the world and in the UK all qualifications have to be articulated in this was. 1 Credit = 10 hours of notional learning time to include teaching, homework, assignments, reading, research and assessment. These are set during the design of the learning.Some examples from the UK:1 GCSE around 23 Credits @ Level 2 1 A Level around 54 credits @ Level 3 Degree 360 Credits @ Level 6 Masters Degree 180-250 Credits @ Level 7 PhD 360 Credits @ Level 8
Level	The depth or rigour of the learning – usually linked to the verbs in the assessment outcomes. In most frameworks these are established and set out in benchmarked scales. In the UK there are a variety of level schemes – Wales, England and NI are very close to the European level scheme. Scotland has its own unique system. Arab countries follow the American system – sadly
Credit and Qualifications Framework	A formal framework that sets out a county’s system for understanding, articulating and framing qualifications and credits.
European Credit Framework	Central model which enables qualifications around Europe to be easily understood from country to country. Has increasing relevance and recognition in the Arabian Gulf.
National Occupational Standard	A statement of the knowledge and skills required for a task or function in a workplace – these are created by a sector skills council in consultation with employers – there are over 10,000 of these in the UK including ones for HR. Qualifications on the framework must be mapped to these or they are not allowed to be on the QCF register. Cert HRP units were mapped to the HR ones and some from management suites.
Assessment	The means by which the learning achievement is checked out. Assessment uses a range of methods to establish a person knowledge, skills and behaviours set against standards in a qualification – these standards tend to be called Assessment Criteria (what will be checked) and linked to Learning Outcomes (the aims of the qualification).

Oxford Strategic Consulting partner with Totara – the world’s leading corporate open source e-learning and learning management system.

timnewham — Mon, 29 Apr 2013 07:13:02 +0000

After evaluating many learning technology vendors, we selected Totara as the most cost-effective and high-impact system. Totara’s core technology is used by over 60 million learners worldwide, and Totara has been implemented by world-leading organisation including Logica, the British Council and Vodafone.

By combining our knowledge of GCC HR best-practice with a class-leading e-learning system, we help clients to:

More efficiently manage the knowledge and skill requirements of your workforce.
Reduce admin time – automatically issue development plans to individual learners based on their job role + quickly assemble catalogues.
Automatically create learning schedules to job competencies and promotion.
Reduce time spent away the workplace by allowing staff to learn at their own pace, flexibly and in a location that suits them.
Improve learning effectiveness with powerful social learning tools.
Improve learning management and automatically demonstrate compliance by easily assessing actual expertise and track who knows what.

Launching our ASHRM Certificate in HR Practice

timnewham — Thu, 07 Feb 2013 13:14:04 +0000

We are delighted to announce the launch of our Associate Certificate in Human Resource Practice, the first qualification designed specifically for practicing HR officers and advisors developed in partnership with the Arabian Society of HR Management.

This qualification is designed and delivered by expert HR practitioners and completion of the qualification automatically confers the holder Associate Member status of ASHRM.

12 days of classroom based tuition and training, delivered in 3 blocks of 4 days, over a 4-6 month period. The class room tuition has solid academic input, and is highly interactive, encouraging learners to think and debate.
The only accredited programme developed specifically for the needs of employers in the Gulf region
30 days of self-study, also over the 4-6 month period, focused on practical application and learning in the workplace between each block of classroom training.
Delivered by senior and experienced HR professionals.
Mentoring to support learners through their journey.

The Associate Certificate in HR Practice is ideal for practitioners who are new or recent to the HR profession; ideal for those with around one to two years of HR work experience.

Download the full brochure and application form here.

Our webinar recording – how HR adds value

timnewham — Tue, 29 Jan 2013 09:42:23 +0000

In case you missed it! A recording of our first webinar is here. We look at a case study of a busy line manager, his business issues, and how an expert HR business partner can help him:

Please check our upcoming newsletter for information about future webinars, where we will continue to explore best-practice tactics and strategies for HR departments to add value to the business. If you’d like to receive our newsletter, please contact us.

Thank you for taking part

timnewham — Tue, 29 Jan 2013 09:26:45 +0000

Thank you for taking part in the “Human Resource Practices in the GCC” survey which we are running in conjunction with a number of leading UK and Arabian universities.

If, having completed the survey, there is anything you would like to talk to us about, please contact us here.

How HR adds value – tactics of the business partner

timnewham — Mon, 21 Jan 2013 11:11:21 +0000

Date: 28th January 2013
Time: 1230 KSA/Qatar/Bahrain/Kuwait, 1330 UAE/Oman
Duration: 45 minutes

We often find that as HR functions move from administrative services to strategic business partners, it is important to make a strong case for how the function can help all levels of the organisation. This has been a key research topic of ours over the last 15 years.

Using a case study approach, in this webinar will explore how HR can help GCC companies retain talent, achieve performance objectives, increase profitability and deliver on business objectives.

The session will be chaired by me and delivered by Mike Cole, one of our lead consultants in this area. There will be opportunities for questions and discussion.

Please join us to discuss how human resource professionals can help with, amongst others:

· Managing key employee retention and succession
·         Minimising health and safety risks
·         Building strategies for employment of local staff
·         Improving productivity and profitability
·         Planning for workforce numbers and skills to meet strategic targets

Click here to read more and to add this event to your calendar.

Very best wishes

Professor William Scott-Jackson
Chairman, Oxford Strategic Consulting Ltd

Click here to read more and to add this event to your calendar.

Launching our webinar series

timnewham — Thu, 10 Jan 2013 07:23:38 +0000

We are delighted to announce our 2013 webinar series. This is your opportunity to discuss and learn about key HR topics, trends and developments. As well as hearing from OSC’s experts and invited guests, you’ll also be able to connect with your peers from many industries and countries. Sessions are designed for HR Directors (or their guests) and senior representatives from HR-related fields.

Upcoming webinars

A webinars start at 0930 UK GMT, 1230 KSA/Qatar/Bahrain/Kuwait, 1330 UAE/Oman and last approximately 45 minutes.

28^th Jan – How HR adds value in the modern organisation

Looking at a case study of a typical operational middle manager in an organisation, under pressure in terms of output and who is carrying vacancies in key posts – how can a HR officer support and help. Will look at how to develop a HR role from personnel to a business partner/HR consultant approach to add significant benefit to operational managers and the organisation.Click here for more information!

11^th Feb – Women’s Employment – techniques to recruit, develop and retain the female talent you want (Debbie Whitaker)

25^th Feb – Developing an effective HR Strategy (Richard Cullen)

11^th March – Talent Management Systems – benefits and pitfalls (William Scott-Jackson)

OSC Supports successful ASHRM Qatar Launch

Admin User — Wed, 12 Dec 2012 14:08:13 +0000

The Arabian Society of HR Management (ASHRM) has selected Oxford Strategic Consulting as strategic partners to support the development of world-class, highly professional and business focused Human Resource specialists in the GCC. 10th December 2012 saw the launch of ASHRM’s Qatar activities, with a highly successful event at the Marriott Hotel, Doha.

Abdulhadi Al Mansouri (ASHRM president, centre) along with (left to right) Professor William Scott-Jackson, Hamad A Malaihi, Scott Druck and Ibrahim Al Zayani

Over 50 senior representatives from top Qatari employers attended the event, including HR Directors and Heads of Qatarisation from Shell, Toyota, Qatar Steel, Qatalum, Qatar Gas, Qatar Petroleum and OryxGTL. There was universal appreciation for the launch of ASHRM, with many comments that the ASHRM organisation, qualifications and support had been needed for a long time.

All present expressed their sincere desire that ASHRM deliver on its stated vision and mission. If ASHRM can do this, the entire room agreed that ASHRM could compete with and even surpass CIPD in terms of credibility, membership and success.

Ms Bothaina Al Ansari and Najat El-Mahdy graciously accepted nominations for Honorary Chair and Vice Chair and were congratulated by the audience. Many of the most senior and influential audience members expressed a desire to volunteer for the Qatar Branch Committee, giving critical local representation from and engagement with Qatari employers.Qatari employers now want to see content and action. The President is developing an action plan including communications, committee meetings and the roll out of the HR Certificate course, in conjunction with existing website re-development and other planned projects to support the six ASHRM pillars.

ASHRM’s mission is to be:

Recognised as the HRM professional body across the GCC
Respected by GCC governments – recognised as the source of HRM expertise, the voice of HRM and major contributor to national human capital development
Demanded and valued by employers – the credible badge of HRM capability in the GCC
Required and welcomed by members – the source of professional HRM support and guidance

Oxford Strategic Consulting are helping ASHRM in their activities to:

Maximise HR professionalism in the GCC by providing world-class expertise and resources.
Support GCC HR Professionals with education, information and advice.
Adapt international HR best-practice to GCC specific needs and work with members to create and define GCC-specific best-practice.
Organise events and conferences to promote and develop the HR Profession.
Liaise with employers, trade bodies and interest groups.
Advise and lobby government on HR-related issues.

If you are working in HR and based in Qatar, and are interested in joining ASHRM, please contact us, or email enquiries@ashrm.com

Excellent discussions about the future role of HRM in Qatar

Delegates shared successes, challenges, and formed new networks.

Qatari Talent Research Project Underway

Admin User — Wed, 05 Dec 2012 02:24:29 +0000

In association with Qatar Chamber and under the patronage of its Chairman, His Excellency Sheikh Khalifa Bin Jaseem Al Thani, we are carrying out a major research project to investigate and recommend the best approaches to building Qatari National Talent. Following on from other high profile projects looking at UAE talent and maximising the employment and development of Saudi females, the project will focus on how to help employers to recruit, develop and fully utilise Qatari talent.

The objectives are to develop:

Greater recruitment opportunities for Qatari nationals within the Private Sector.
Deliver a practical, high value toolkit and guide for employers to enable them employ more Qatari nationals and to commit real action.
Ensure major employers are fully aware of and using all the support available from all sources.
To create a “Board for Qatari employment” to further develop actions, support on-going progress and act as a voice of large employers.
Highlight a small number of role model case studies of how companies have successfully employed Qatari men and women – focus on tangible business benefit and social benefits.
Show the results of the research into the most effective ways of employing Qataris in different industries and types of company (e.g. SME/Corporate).

The results will be presented at a major VIP Invitation only Summit to be held just before the Qatar Career Fair in spring 2013. Please let us know if you’d like to take part by completing our survey or being interviewed for your valuable views and experience and/or if you’d like to attend the Conference.

Launching www.employingwomen.com to give free practical advice to Saudi and GCC Companies

Admin User — Tue, 27 Nov 2012 23:30:15 +0000

Raising female workforce participation in the Kingdom of Saudi Arabia to around 40% (still lower than most G20 economies) could increase GDP by c$17 billion pa whilst it could add $58bn in revenues to Saudi companies as well as significant increases in productivity, engagement and innovation. With an estimated 385,000 educated non-working women in Saudi Arabia alone, many employers are seeking to recruit more women, but they do not have access to best-practice recruitment, retention and development methods. In response to this, a unique collaboration of leading women’s employment experts led by Oxford Strategic Consulting (OSC) has launched www.employingwomen.com, a free website that provides practical tools and advice for GCC employers that want to employ more women.

The website provides a free Employing Women Toolkit, that is a constantly growing best practice reference guide for employers, business leaders, HR professionals and anyone interested in getting practical support and advice about recruiting, retaining and developing Saudi women. The toolkit currently consists of 3 elements:

EWT Launchpad – an end-to-end business process with accompanying tools and tips for identifying women’s employment opportunities in your organisation, then recruiting, training, managing and retaining women for the best performance advantage.

EWT Pocket Guide – a simplified version of the EWT Launchpad process, suitable for handing out to project teams, key managers and staff.

EWT Accelerate – a growing collection of forms, tools, templates and worksheets to support your teams through all stages of the Employing Women process that allows your teams to deliver business benefit faster.

The website contains on-screen and downloadable materials as well as signposts to further advice and support. In addition, visitors can download a White Paper summarising the recent research project, sponsored by SABB and presented at a conference in Riyadh under the auspices of His Excellency the Minister of Labor.

Professor William Scott-Jackson from OSC adds “I am extremely proud to make the content on www.employingwomen.com freely available so companies can use best practice to employ women successfully. My team has worked hard to make valuable and simple-to-use tools and techniques for any size of business.”

The EmployingWomen.com team is now working hard to expand the support available. Plans include an employer forum, training programs and additional support tools. The team welcomes contributions from experts, interested parties or sponsors so please contact us.

www.employingwomen.com is currently self-funded by Oxford Strategic Consulting.

For further information, advice or support please contact us.