Understand the basic concepts of succession planning and its importance in the Saudi government context. Analyze critical roles within a government entity and determine their selection criteria. Design career success profiles that reflect the essential requirements for future leadership positions. Assess employee readiness for leadership positions using various assessment tools. Apply government competency frameworks and link them to succession planning activities. Develop individual and organizational development plans to prepare future leaders in line with Vision 2030. Design and implement effective succession planning strategies that take into account organizational culture and government regulations. Measure and monitor the effectiveness of succession programs using clear performance indicators and objective evaluation methods.

By the end of the diploma, participants will be able to: Analyze and plan workforce needs in alignment with organizational strategy. Apply effective recruitment, interviewing, and selection techniques. Implement competency-based approaches to performance management and learning. Design and administer fair and competitive compensation systems. Ensure compliance with Saudi labor laws and employment regulations. Demonstrate strategic HR thinking to support organizational growth and transformation.

Understand artificial intelligence (AI) technologies and how to apply them. Enhance operational processes using intelligent automation. Develop technical strategies to improve employee experience. Utilize AI to support recruitment and talent management. Discuss the ethical challenges associated with AI technologies.

Reviewing the concept of Saudi labor law and its importance in regulating labor relations and protecting the rights of workers and employees. Analyze the rights and duties of workers and employers in accordance with the Saudi Labor Law and clarify the responsibilities of each party. Understand the role of the Ministry of Interior in organizing work and protecting the rights of workers and employees in the Kingdom of Saudi Arabia. Introducing the Muqeem platform and its role in organizing work and facilitating labor and electronic transactions in the Kingdom of Saudi Arabia. Training participants on the use of Muqeem platform to manage labor transactions such as renewing residency permits and applying for work visas. Understand the role of the Ministry of Commerce in organizing work and how to conduct the process of attestation of transactions and documents. Understand the role of the Ministry of Human Resources in regulating the employment relationship, protecting the rights of workers and employees, and developing human resources in the Kingdom of Saudi Arabia. Introducing the Qiwa platform and its role in organizing work and facilitating labor and electronic transactions between employers and workers. Introducing the Madad platform and its role in facilitating the process of following up the wages of workers in the Kingdom of Saudi Arabia. Understand the role of social insurance in providing social protection for workers and employees in the Kingdom of Saudi Arabia. Learn how to deal with social insurance in relation to health insurance and other social insurance and related legal procedures. Solve problems related to the relationship between employers and workers and how to settle labor disputes.

1. Understand the concept of key performance indicators (KPIs) and their importance in measuring individual and organizational performance. 2. Learn how to identify and analyze key indicators suitable for various HR functions. 3. Acquire the skills to design and develop effective and measurable KPIs. 4. Learn how to evaluate and track employee performance using key indicators and data analysis. 5. Apply the acquired concepts and tools to realistic scenarios in the field of human resources. 6. Develop communication and collaboration skills in teamwork to achieve the objectives of key indicators.

Define the concept and importance of Organization Design and Development. Apply principles of effective organizational structure design. Analyze organizational needs and identify development opportunities. Propose suitable organizational development interventions. Evaluate the effectiveness of organizational development interventions.

Course Objectives By the end of the course you should understand:  the importance and principles of objective assessment  the key steps involved in an effective recruitment process  the role of psychometric in assessing candidates  how to identify assessment criteria using competencies  how to structure a competency-based interview  how to decide on which questions to ask in a competency-based interview By the end of the course you should be able to:  plan and prepare effectively for a competency-based interview  use effective questions to gather evidence in an interview  classify and evaluate evidence gathered during an interview  make sound decisions about a candidate's suitability for a role

The concept and development of individual analyses The relationship between people analytics and human resources strategy Types and sources of individual data Practical examples of the use of analytics in organizations Design of data collection tools (questionnaires, interviews, human resources systems) Quantitative and qualitative data analysis Practical activity on employee data analysis Transforming data into practical insights Building HR KPIs Real case study Design dashboards to display results Submit final individual analytics projects

By the end of the program, participants will be able to: Training Foundations Distinguish between training and education Understand the training cycle and its components Identify training needs and analyze gaps accurately Recognize the characteristics, responsibilities, and professional behaviors of effective trainers Adult Learning & Learner Psychology Explain adult learning principles and apply them in training design Identify various learning styles and align instructional methods accordingly Manage group dynamics and create productive learning environments Training Design & Delivery Develop structured training sessions using modern instructional design methods Create engaging training materials (slides, activities, discussions) Deliver training using effective communication, body language, and presentation skills Use different training methods such as discussions, simulations, icebreakers, and case studies Facilitation Mastery Manage challenging participants Build trainer confidence and overcome public‑speaking anxiety Use technology to enhance training delivery Assessment & Evaluation Apply pre‑training and post‑training evaluation methods Use feedback tools to measure and improve training impact

1. Understand TNA Foundations Definition, purpose, and strategic importance of TNA Relationship between performance, competencies, business goals, and training 2. Apply a Full TNA Methodology Four‑step structured TNA process Conduct gap analysis (desired vs. current performance) 3. Use Modern Data Collection Tools Interviews Surveys & questionnaires Focus groups Competency frameworks Predictive analytics and technology‑enhanced assessments 4. Analyze Data & Identify Gaps Distinguish between knowledge, skill, attitude (KSA) gaps Identify environmental or system-related problems 5. Translate Gaps into Solutions Training interventions Non-training interventions (policies, processes, resources, incentives) 6. Prepare TNA Reports & Action Plans Develop clear, structured, and evidence-based recommendations Prioritize needs based on impact and feasibility