hr prospectus

1HR PROSPECTUS 2016

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An experience

you’ll never forget

CERT IF ICAT E

Use t

he des

igna

tion on your business card and resume

Engag

e in pr

ofessio

nal networking Attend and get certified

Gain

membership to profess

ional bodies

E a rn NASBA credits

4

An experience you’ll never forget

WHO WE AREFirst glimpse at LEORON

Built upon the strong experience in the manufacturing sector, which its founders developed in Sweden during the 90’s global expansion, LEORON evolved into a comprehensive training institute, offering training and development solutions in all strategic corporate functions, including corporate

finance, HR, SCM, operations, and engineering.”

With strategic distribution of our offices in leading locations, such as Skopje, Accra, Dubai, Jonkoping, Riyadh and Almaty, our team of experts delivers approximately 500 courses annually, and roughly 4000 professionals are equipped with appropriate education and the latest insights in a wide assortment of industries across the EMEA region.

LEORON’s mission is to help our worldwide clients increase their competitiveness by improving the competency levels of their employees, through top quality training and development solutions delivered by unrivaled global experts and facilitated by the best training managers in the industry. Whether our clients are facing difficulties re-organizing their brand, equipping their workforce with an extra set of skills or aiming to assess competencies within an existing structure, our development planning is a great solution.

10000+trainedprofessionals

30+global cities

20+International

asociations & institutes

IIA, QUOTA, IACCM, IABFM, ILM, ASQ, SME, OCEG, ACRO

P, ASIPM

, APICS, IM

A, A

FP, PMI, IFM

A, C-M

ORE, CPE, HRCI, SANTIA

65global experts

International experts with decades of industry experience

Did you know?

In 2014, LEORON PDI received the International Star for Leadership

in Quality Award in the Gold Category in Paris

7

HR

CBMS Certificate in Business Management and Strategy for HR Leaders

WHO SHOULD ATTEND?

COURSE OVERVIEWIn today’s turbulent business world, most companies find themselves in a complex, competitive environment in which the formulation and execution of strategy are more critcial than ever before. When com-panies fail to deliver on their promises, most blame poorly designed strategy. No worthwhile strategy can be planned without taking into account the organization’s ability to execute it - strategies most often fail because they were not executed well. Things that are supposed to happen don’t happen. Either the organization’s aren’t capable of making them happen, or the leaders of the business misjudge the challenges they face, or both. HR leaders need to provide strategic insights on how the firm’s human capital can best deliver on its’ strategic business objectives. Partici-pants will learn and use a variety of strategic tools, frameworks and mindsets to better understand the company’s business strategy and business model, their competitive position of their industry, and it’s human capital value proposition for competitive advantage. HR lead-ers will have a firm grasp of the key concepts, models and language of strategy and the implications strategy has on the design, capabilities and deployment of the workforce. Special emphasis is placed on con-necting strategic and tactical organizational design issues, budgeting and analytics, developing a high performance culture, and how it can create new organizational possibilites.

5 KEY TAKE AWAYS

1Understand the relationship between a firm’s competitive strategy and the organizational structure and resources that enable it to implement that strategy.

2Apply scenario analysis in modeling uncertain, competitive business environments to balance risk and innovation to be better prepared to address external and internal human capital demands.

3Develop systems and blueprints for horizontal business and HR strategies that coordinate the sharing of resources and the transfer of knowledge between/across business units and functions.

4Learn effective organizational design principles and tactics in both traditional and innovative organizations, with special emphasis on organizational forms that can provide strategic advantage.

5 How to identify, define, adapt, implement, and maintain a robust multi-national company culture.

Upper Middle - to Senior level leaders who are deeply involved in the development of business and HR strategy at the corporate, business or functional level in their organizations.

» CHRO / Vice President » General Manager » Director or Senior Director » Corporate or Business Strategic Planner » Consultant » Functional Directors in Marketing, Finance, Operations, or IT

* This program has met HR Certification Institute’s criteria to be

pre approved for recertification credit.

8

HR

CCB Certificate in Compensation and Benefits

WHO SHOULD ATTEND?

COURSE OVERVIEWHR and senior managers need to understand the concepts of com-pensation and benefits and how they are used by organisations to achieve their strategic goals. This event sets out the fundamentals of compensation and benefits and how to create an appropriate reward structure. Different types of pay systems and employee benefits are effectively evaluated to enable managers to implement an effective system that will support organisational and individual performance.The program is highly participative and interactive. Attendees will share experiences and knowledge through a blend of facilitated dis-cussion, individual exercises, case studies and group activities, in a way that enables the direct transfer of their learning into the work-place.

5 KEY TAKE AWAYS

1 To be able to analyse and benchmark your organisations compensation and benefits structure

2 To establish appropriate wage and salary scales for the local and international market place

3To be able to make realistic salary adjustment schemes in accordance with the individual performance, and national as well as international macroeconomic and microeconomic factors

4 To understand the wider impact of compensation and benefits in employee engagement

5 To ensure alignment of compensation and benefits strategy with the long term corporate objectives

This course is designed for Middle Managers, Functional Senior Manag-ers, Generalist HR Professionals, Senior Payroll Officers and anyone inter-ested or with responsibilities in the area of Compensation and Benefits.

BENEFITS OF ATTENDING

» Understand the internal and external influences on compensation and benefits

» Understand how compensation and benefits can impact on an organ-isation

» Review and compare your organisation’s programme against other organisations

» Define the core components of a compensation and benefits system » Develop skills to carry out job analysis, role evaluations and grading

methods » Understand and manage the motivational links between pay and per-

formance » Describe the mandated and cafeteria benefit options available and

how they contribute to the overall strategy



9

HR

CCBHR Certificate in Competency Based HR

WHO SHOULD ATTEND?

COURSE OVERVIEWThis five-day hands-on training program is designed for individuals who are undertaking competency modeling or performance initiatives in their organizations and are looking to build personal capability in Competency-Based Human Resources Management (CBHRM). In this workshop, you will learn how to develop a cost-effective competency model by breaking down the detailed process into a practical set of specific actions that are easily transferable to your organization. Apply learning from dozens of organizations that have leveraged competency models to make an impact on workforce performance and strategy execution. We will also review how to align your competency model with your organization’s strategic initiatives, develop a comprehensive project plan, use a variety of techniques to gather and refine competencies, design a structure that will differentiate your organization from others, and accommodate current and future needs.

5 KEY TAKE AWAYS

1 Understand Competency-Based HRM best practices and how to best integrate into talent management applications

2 Map Competency Models with business plans and draft a Business Impact Plan

3 Describe key approaches and methodologies to conduct competency identification.

4 Apply competencies to the talent-life cycle stages

5 Implement a comprehensive Competency-Based Performance Management, Engagement, & Compensation system


» Know what business needs Competency Models can address » Explain how organizations are using competency models » Identify and involve key stakeholders in competency development » Use Workforce Planning to determine and define CBHRM direction » Explain the four levels of Competency Model approaches » Know the common objections to Competency Models and how to

communicate and gain support for a Competency-Based HRM project » Determine CBHRM objectives and scope of the project » Align Competency Management with Business Strategy » Map Competency models with Business Plans and draft a Business

impact plan » Explain the steps in planning a competency modeling project » Define such key terms as competency, competency identification,

competency model, competency modeling, competency assessment, 360º assessment, multi-rater, full-circle assessment, and individual development planning.

» Discuss the difference between competency-based HR management and work or job description-based HR management.

» Leverage the results of competency identification to draft a compe-tency model for a targeted job category, department, or occupation

» Determine the best methods for data collection and validation. » Chose from alternative methods for building single competency mod-

els, multiple jobs models, or one-size-fits-all models. » Define and conduct behavioral event interviews (BEI), and analyze BEI

results. » Develop HR applications for talent management, assessment, selec-

tion, succession planning, development, and performance manage-ment

» Understand the concept of validity and how to test the Competency Model

» Explain practical approaches and methods for validation of Compe-tency Models

» Apply competencies to the talent life cycle stages » Use the results of competency identification to assess competence. » Develop a comprehensive Competency-Based Recruitment, Assess-

ment, and Selection system in your company » Design and integrate competency-based assessments into the selec-

tion process » Develop and conduct competency-based interviews for target posi-

tions

This highly practical qualification has been specifically designed for: » HR Heads » Talent Managers and Supervisors » Training Managers » Learning & Development Professionals » Other HR Professionals doing assessment and training programs that

are competency based



10

HR

CHRM Certified HumanResource Manager

WHO SHOULD ATTEND?

COURSE OVERVIEWThis program will guide you to develop and implement “best prac-tice” in your organization. You will ensure that your employment contracts and HR manuals meet your business needs, whilst attract-ing, retaining, engaging and motivating employees. In an increasingly competitive employment environment, when you want to attract and retain high performers, managing your employee relations and communications are increasingly critical tools that form part of your overall HR strategy. This five-day course will cover the key areas of HR policies and procedures so that you adopt best-practice to compete more effectively in the war to attract talent. You will learn how to improve employee engagement whilst developing trust and fairness for both parties in the employer-employee relationship.

5 KEY TAKE AWAYS

1 Establish a systematic perception of Human Resource Management and its impact on your organization

2 Develop and Implement “best practice” in your organization

3 Find out how to develop and implement effective policies and procedures into your organization

4 Observe performance management and its links with improving organizational performance

5Learn the importance of training and development and its impact on your organization’s bottom line and participate in practical exercises to put your learning into practice


This highly practical qualification has been specifically designed for: » Human Resources Middle and Top Management and other HR profes-

sionals who aspire to become managers working in the areas of:• HR Policies and Procedures • Employee Relations • Employee Communications • Personnel Administration

» Successful completion of this course makes you a CHRM™ Certified Human Resources Manager. You can use the designation CHRM™ on your business card and resume.

» Up to 18 months membership to the IABFM professional body » Access to the IABFM network and body of information online » Preferred access to education centers in USA, UK, Europe, Asia, Middle

East and Latin America » Access to the IABFM journal published online » Gold Embossed Certificate with your name and designation as MIAB-

FM (Member of the International Academy of Business and financial Management)

11

HR

HRBPSM Human Resource Business Professional REVIEW Course

COURSE OVERVIEWThis program will guide you to develop and implement “best prac-tice” in your organization. You will ensure that your employment contracts and HR manuals meet your business needs, whilst attract-ing, retaining, engaging and motivating employees. In an increasingly competitive employment environment, when you want to attract and retain high performers, managing your employee relations and communications are increasingly critical tools that form part of your overall HR strategy. This five-day course will cover the key areas of HR policies and procedures so that you adopt best-practice to compete more effectively in the war to attract talent. You will learn how to improve employee engagement whilst developing trust and fairness for both parties in the employer-employee relationship.

5 KEY TAKE AWAYS1 Use HR metrics and prepare reports to analyze HR issues

2Collect information about employees’ work experiences by conducting final exit interviews before employees leave the organization, and conduct surveys about employee attitudes, work conditions, or diversity issues

3 Develop basic training programs

4Provide information about an employee’s compensation package, company benefits and coordinate activities to support employee remuneration programs

5Support managers in developing job descriptions and keep records of job requirements and provide contact between recruiters and hiring managers

WHO SHOULD ATTEND?

Human Resource Professionals/ Practitioners around the Globe that meet the following eligibility requirements:

» A minimum of 1 years of professional-level experience in an HR posi-tion with a Master’s degree or global equivalent

» A minimum of 2 years of professional-level experience in an HR posi-tion with a Bachelor’s degree or global equivalent

» A minimum of 4 years of professional-level experience in an HR posi-tion with a high school diploma or global equivalent


» Help you earn credibility and respect in your field. » Open more opportunities for advancement. » Increase your salary. Certified professionals earn up to 18% more than

their non-certified peers. » Prove your willingness to invest in your own development. » Demonstrate your commitment to your profession. » Improve your skills and knowledge » Represent your personal achievement. » Build confidence in your knowledge of the profession.

* Based on the HR Certification Institute survey of top business leaders



12

HR

CHRD&TM Certificate in HR Development& Talent Management

WHO SHOULD ATTEND?

COURSE OVERVIEWConverging economic, societal, and technological forces have all elevated the importance of talent for 21st century organizations. In an increasingly talent-dependent world, the strategic management of talent is no longer an option, but a necessity. Forward thinking organizations understand the strategic importance of talent and view talent management as a critical organizational capability. CEO’s are looking to HR to create and implement talent strategies that not only support but also are strongly integrated into organizational DNA.The training provides participants with a holistic view of strategic talent management - one that is long term and continuous - that more fully addresses aspects of Talent Management as part of an overall Human Capital Strategy. It illustrates the concepts and practices organizations can use to transform the talent they have into the business results they desire by leveraging multiple strategic talent management strategies and initiatives. Utilizing a combination of best/next practices, case studies, a synthesis of the latest research, tools, models, and techniques, participants build strategic capabilities to better leverage talent in the enterprise for organizational success.

5 KEY TAKE AWAYS

1Understand the key areas that make up strategic talent management today; apply advanced concepts and tools to maximize and communicate HR’s strategic value across your organization.

2How to design an organization-wide talent philosophy and engrain a talent mindset that views talent as assets rather than costs.

3Create and apply best-in-class talent management solutions that align with business strategy, develop leadership pipelines, and create a motivated, engaged workforce that drives business performance and employee retention.

4Explore best practices in strategic staffing for sourcing, attracting, selecting and onboarding “best fit” candidates as well as enhance the organizational and employment brand of the firm.

5Establish a Succession Management strategy and develop mid- to long-range talent plans that ensure a workforce and leadership group capable of implementing the firm’s future vision and business goals.

» HR Specialists and Mid-level HR professionals looking to develop and enhance their overall HR Development and Talent Management capa-bilities

» Experienced HRD/TM professionals who want to improve the results and impact of their HRD/TM solutions

» HRD/TM directors/managers needing a best in class framework to build out strategy and justify investments in broad-spectrum talent management solutions

» Subject Matter Experts in Leadership or Organizational Development, Staffing, Performance Management and Engagement seeking new ideas for improved business results

» HR Generalists who want to add HRD/TM as a competitive differenti-ator to their skill set



13

HR

HRMPSM Human Resource Management Professional REVIEW Course

COURSE OVERVIEWWhy HRCI Certification? The HR Certification Institute offers a comprehensive portfolio of advanced professional credentials for HR professionals worldwide. Through the combination of formal education and experience, adherence to high ethical Standards, demonstrated knowledge and achievement through exam and a renewed commitment to continuing professional development, certified HR professionals enhance their credibility and the organizations they serve. 120,000+HR professionals worldwide proudly maintain the HR Certification Institute’s credentials as a mark of high professional distinction. Extracted www.hrci.com/global

5 KEY TAKE AWAYS

1 Participate actively in the development of the organization’s HR strategy

2 Integrate local and global HR practices

3Knowledge of organizational development methods , problem- solving techniques, change management processes and techniques and leadership concepts and applications

4 Identify industry trends in HR

5 Establish and review results of an employee performance management system

WHO SHOULD ATTEND?


» Human Resource Professionals/ Practitioners around the Globe that meet the following eligibility requirements:• A minimum of 4 years of professional-level experience in an HR

position with a Master’s degree or global equivalent

• A minimum of 5 years of professional-level experience in an HR position with a Bachelor’s degree or global equivalent

• A minimum of 7 years of professional-level experience in an HR position with a high school diploma or global equivalent

» Help you earn credibility and respect in your field. » Open more opportunities for advancement. » Increase your salary. Certified professionals earn up to 18% more than

their non-certified peers. » Prove your willingness to invest in your own development. » Demonstrate your commitment to your profession. » Improve your skills and knowledge » Represent your personal achievement. » Build confidence in your knowledge of the profession.

* *Based on the HR Certification Institute survey of top business leaders



14

HR

CHRPP Certificate in HR Policiesand Procedures

WHO SHOULD ATTEND?

COURSE OVERVIEWHuman resources policies and procedures are detailed guidelines and glue for both management and employees must observe to ensure the company will achieve its strategic direction and desired corporate culture.HR Policies and Procedures serve several important functions: 1. They Communicate values and expectations for how things are done throughout the company2. Keep the organization in compliance with Government legislation and provide protection against employment claims3. Document and implement best practices appropriate to the organization4. Support consistent treatment of staff, fairness and transparency5. Help management to make decisions that are consistent, uniform and predictable6. Protect the employees and the organization from the pressures ofexpediency from the external environment and potential management whims As a company’s policies are developed they become a framework forconsistency and fairness for all. Polices define management’s standards for making decisions on various personnel and organizational issues.Clearly defined procedures and standards, are developed from polices that are well thought out by Senior management, express the company’s intent to make consistent and evenhanded decisions. Not enough can be said about the value that comes from policy development. Policy can help an organization run at its most efficient and effective level.

5 KEY TAKE AWAYS

1 Participants will have drafted new HR policies and procedures and improved old ones to respond to their organization’s needs

2Participants will have made recommendations to enhance the HR policy and procedure manual as well as their organization’s employee handbook.

3Participants will learn the important elements that need to be included in an effective employee handbook which would be used as the primary tool to communicate the organization’s HR policies and procedures

4Participants will have learned what needs to be done to launch a robust internal employee communication program to explain the new HR policies.

5Senior management in the organization will have an opportunity to review and approve the upgraded HR policies and procedures before implementation.

This workshop is intended for members of senior management since they approve suggested policies, HR corporate HR professionals, other functional senior managers and supervisors interested in policy and procedure development.Participants selected to attend this workshop will be required to active-ly participate throughout the entire workshop by agreeing to draft and write assigned HR policies and procedures as well as attend the entire five day workshop as work as a product member of a participant team during the duration of this applied learning event.



15

HR

CTD Certificate in Training & Development

WHO SHOULD ATTEND?

COURSE OVERVIEWPerformance and learning head the list of critical talent challenges for most companies today. Training will never become obsolete. As long as businesses continue global expansion, technology changes rapidly, new people enter the workforce, and businesses strive to improve, organizations will need training. The term “training” may change. It can be referred as learning, coaching, facilitating; however, the concept remains the same: People continually need help in mastering new skills, applying new knowledge and adjusting their attitudes. Key to meeting these challenges is high impact, results-based training. The MCT program provides a clear look at the complete training process, from start to finish. Where do you start? How do you begin? Who’s your audience? What approach is best for maximum learning? What’s involved in producing learning tools? How do you deliver training successfully? How do you prove the value of training? Why does training continue after the program is finished? In addition, this program explores emerging training frameworks, design models and techniques created to deal with the ever-changing landscape of learning. Grounded in theory and focused on practice and application, this program will build your personal capability as a Master Corporate Trainer. It doesn’t matter whether you’re a manager, a novice trainer, a professional trainer or an individual tasked with helping others learn. If you want your training to have a great impact on your organization, if you want job performance to increase, if you desire your training to be successful, then the MCT program is right for you.

5 KEY TAKE AWAYS

1

Demonstrate comprehensive knowledge in assessing, designing, developing, implementing and evaluating high impact training programs that improve performance at all levels and analyze data to determine the impact of individual learning and performance solutions.

2Design learning solutions that reflect adult learning theories and best address the needs of trainees and the organization through formal classroom, blended, and online learning, as well as informal approaches.

3Apply content and tools that address rapid and agile training approaches, collaboration strategies, needs analysis, modern learning styles, ways to maximize learning/knowledge transfer, design options and more.

4Leverage best practices for selecting and using the appropriate mix of learning technologies to design effective training solutions and know how to reconcile stakeholder requests for training with organizational goals.

5

Learn what makes a great trainer and what you need to do to address our next audience with confidence, competence, and credibility and conduct a needs analysis for training, craft effective learning objectives and develop an evaluation plan to determine the impact of the program.

» Apprentice trainers looking to develop and enhance their overall train-ing and development capabilities

» Experienced trainers who want to improve the results and impact of their training programs

» Training managers needing to build out strategy and justify training investments

» Subject Matter Experts who deliver training programs » HR Generalists who want to add training as a competitive differentia-

tor to their skill set



16

HR

RIW Recruitment and Induction of New Staff in the Workplace

COURSE OVERVIEWOne of the key skills in building a team that can deliver the required results is to recruit the right mix of people required for the job. Recruitment that is effective can make team formation much easier and lead to successful results from the outset.This 5-day course in Recruitment and Induction of New Staff in the Workplace will give managers the framework to recruit and retain staff in such a way as to make their teams effective. It will develop an understanding of recruitment and induction as well as giving an overview of training and coaching new staff once they are in place.

5 KEY TAKE AWAYS

1 An understanding of how to prepare specific and effective job descriptions and role profiles

2 A “question toolbox” to help you understand your candidates

3 A template for effective induction of new starters

4 A method for delivering impactful training in the workplace

5 A feedback model that will enable your teams to learn and grow

WHO SHOULD ATTEND?


Benefits for individuals » Gain confidence in the recruitment process and their ability to select

the right people » Confidence in the ability to build a team from scratch or develop a

team with new starters » The ability to understand how to apply training, coaching and feed-

back techniques that enhance a team’s performance » A key qualification that will strengthen any CV

Benefits for employers » First-line managers with the skills to interview and recruit new em-

ployees » Strengthened abilities to train, feedback and coach » Proven skills – to get this qualification, managers will need to show

that they can transfer their new skills to your organisation » Managers who will be able to develop their own solutions to training

and coaching needs

This program is particularly suited to practicing team leaders seeking to move up to the next level of management, as well as managers who need to lead people through organizational change, budget cuts and/or other pressures.Prerequisite: Participants will normally be either practising or aspiring managers. Al-though there are no formal requirements, learners should have a back-ground what will enable them to benefit from the course.

17

HR

CSWP Certificate in StrategicWorkforce Planning

WHO SHOULD ATTEND?

COURSE OVERVIEWYour business strategy is only as good as the workforce executing it. Their judgments, experiences and capabilities often make the difference between strategic success and failure. If you don’t get the people process right, you will never fulfill the potential of the business. The course crystallizes the formulation, integration and execution of a company’s workforce strategy with its’ business strategy. You will leave with a model for ensuring you have a workforce that can consistently execute on current and future strategic business plans and can be applied immediately to your business.This course provides participants with the technical foundation, strategies, and solutions to effectively assess, plan, and implement strategic workforce planning initiatives. This course content consists of technical deep-dives accompanied with practical, workforce planning application scenarios to leverage SWP as a competitive advantage. It will give participants the hands-on practice, tools, techniques to build strategic capability in enterprise-wide workforce planning.Once workforce capability gaps have been identified, creating a strategic approach to staffing is core to driving business results. By exploring the end-to-end talent acquisition process, participants will learn the latest strategies for sourcing and attracting targeted candidates, methods for assessing and selecting the “right and best fit” candidates, techniques to build a powerful employment brand, and how to create a premium candidate experience.

5 KEY TAKE AWAYS

1Understand key issues that arise during business strategy shifts; apply workforce planning frameworks and tools to manage uncertainty, mitigate risk, and balance competing priorities.

2Design a strategic workforce planning ecosystem that includes strategy integration, data analysis, cost modeling, current and future state profiling, risk analysis, talent action plans, and implementation.

3Leverage Proven Strategy-Driven Workforce Planning frameworks and the SWP Roadmap to implement workforce planning in your company as a pilot or enterprise-wide application.

4Learn and apply the Seven Components of Strategic Staffing to drive improved performance for sourcing, attracting, selecting and onboarding “best fit” candidates for the firm.

5Examine your company’s current WFP capabilities and how to best to use and implement SWP in your enterprise or business unit setting.

» Middle to senior-level managers who are now or will be deeply in-volved in the development of workforce planning and/or recruitment functions at the corporate, business, or functional level in their orga-nizations.

» It is equally applicable for line managers responsible for workforce planning and staffing within their business units.

» Representative titles would include Vice Presidents, Directors, Senior Managers, Strategic Planners, Consultants, as well as Corporate and Business Planners in areas like finance, operations and Human Re-sources.

This training is especially suitable for a company or business unit in in-dustries undergoing moderate to significant strategic business changes that that want to ensure a reliable methodology for shaping a workforce capable of meeting future strategic business objectives.



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Corporate Talent Diagnostics

Competency Assessments

Training Needs Analysis

Individual Development Plans

Developing Annual Training Plans

EDUCATIONAL PARTNERS

The PMI logo is a registered mark of the Project Management Institute, Inc.

LEORON Professional Development Institute is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.learningmarket.org No. 60596

APPROVED BY

Leoron is an HR Certification Institute Approved Provider. As part of our increasing efforts to providing high-quality continuing professional education, Leoron Professional Development Institute offers training courses that earn HRCI CE recertification credits to HR professionals that are holders of PHR, SPHR and GPHR designations.

[email protected] | www.leoron.com

LEORON Group+389 2 329 8411Str. 20, No 82, Cucer - Sandevo1000 Skopje, MKD

SKOPJEMACEDONIA

LEORON Training and Development LLP +7 727 971 6685Zharkentskaya str. 23, Gorny Gigant microdistrict 050059 Almaty, KAZ

ALMATYKAZAKHSTAN

LEORON Management Training+971 2 495 7000 Capital Business Center, Office 12-26P.O. Box 44737 | Abu Dhabi, UAE

ABU DHABIUNITED ARAB EMIRATES

Saudi Experts Co. for Training and Development +966 11 464 4865

King Fahad Road, Aamar Building First FloorP.O.Box 68531 | 11537 Riyadh, KSA

RIYADHKINGDOM OF SAUDI ARABIA

LEORON Professional Development Institute AB+46 36 291 6110

Björnebergsvägen 54554 48 Jonkoping, SWE

JONKOPINGSWEDEN

LEORON Professional Development Institute +971 4 447 5711

Indigo Icon Tower JLT, Office 502P.O. Box 390601 | Dubai, UAE

DUBAIUNITED ARAB EMIRATES

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