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E-Learning & Certification PBA modern professional management of human resources


E-Learning & Certification of PBA modern professional management of human resourcesprofessional commitment and organizational commitment to similar types of commitment, the focus of discussion and study by researchers and organizational behavior in the last few decades. Most of the early theorists assume the professional-bureaucratic conflict point of view, they believe that professional and organizational commitment are in conflict with each other and have an incompatible relationship with each other. So that as employees’ commitment to their profession increases, their commitment to the organization decreases. On the other hand, some researchers, including recent researchers, believe that professional and organizational commitment are not necessarily conflicting and incompatible structures, but can have a significant correlation with each other. In such a way that organizations can witness a high level of both types of commitment. Was. Human resource management models: In global and international organizations, different models of human resource management are formed, which are:

1- Nationalist model:

This model focuses on maintaining the homogeneity of groups in order to guarantee and improve performance. This model includes compliance with the standards that are used in the parent company, and therefore aligns the external members of the group with its standards. Such an approach had been used by American companies for a long time, which was implemented through official laws; (such as McDonald’s, Coca-Cola, etc.) In this plan, the human resources department has a decentralized entity and their task is only control and implementation.

2- Multicenter model:

The main purpose of this model is to use human resource policies for local needs. Therefore, according to this model, decentralized human resources units benefit from managerial independence. This famous slogan is the best example of this model. Think globally, act locally. Such a model is formed based on bilateral relations between independent companies and is gathered around a central office. Information exists in the central organization and legally evaluates the actions of independent companies. Also, the central organization is responsible for the development of innovation methods.

3- Climate-oriented model:

In this model, the company is viewed as a network and assumed as a flat structure. The company has many other companies that have equal rights. They are connected through financial, human and informational flows. Companies that use this model use global strategies and have cosmopolitan employees. In this model, the idea of competence is emphasized. This idea is the main factor of internal promotion.

4- Region-based model:

In this model, according to strategy and management, the world is divided into homogeneous local regions that operate around independent local central offices. The local human resources department is a link between the central departments and its members. This model and the previous model have common features.

List of course titles E-Learning & Certification PBA modern professional management of human resources :

    • Measures required for the implementation of human resource management tasks
    • Consultation and evaluation of the required human resources
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    • Getting to know the development of people’s talents and skills
    • Creating a healthy and favorable environment for employees
Prerequisite for the training course PBA modern professional management of human resources: [list_negative] This course does not require special prerequisites and the course is taught from the basics. [/list_negative]
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