Course ID: 3568 | Course Duration: 1 Day
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Career Training
 

Certification In Human Resource Management Seminar Training Class

Course ID: 3568
 
 
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Certification In Human Resource Management Seminar Training Seminar

Time:
Day 1: 8am - 4pm
Day 2: 8am - 4pm
Day 3: 8am - 4pm
Day 4: 8am - 4pm

Course Description::

In just 4 days, get the insight you need to achieve professional excellence in human resource management!

As the HR leader in your organization it is essential that you have a detailed understanding and in-depth knowledge of both HR management and employment law. Yet, keeping up-to-date with the latest trends and complex legalities demands a substantial investment of your time which, no doubt, is in short supply!

That is why Council has designed this comprehensive 4 day event to provide you with all the tools and practical knowledge you need to be an effective HR leader.

Upon completion of this program you will be awarded a Certificate in Human Resource Management, a valuable credential that will enhance your professional development.

Key Benefits of Attending This Event:
  • Gain the confidence you need to deal with complex employment law issues

  • Learn best practices to implement and improve your on the job performance immediately

  • Discover strategies to tackle the most challenging HR management issues you will face

  • Network with fellow human resource professionals in an ideal setting for sharing ideas

  • Significantly increase your value within the organization
 
     
     
  Course Details  
     
     
  Agenda  
 

Day 1

8:00 am: Registration and networking


8:30 am: Trainer's welcome and introduction


Part I: Employment Laws and How they Impact Human Resources Management

Our panel of employment law attorneys will provide you with the practical knowledge of employment law that human resource managers must have to ensure compliance and avoid liability. These ten modules will provide in-depth coverage of critical legal issues and tools to tackle challenging employment law issues that impact your daily HR management responsibilities.

Discrimination and Retaliation: Avoiding Discrimination and Retaliation Liabilities by Establishing Preventive Practices

  • Getting clarification on federal employment discrimination laws
  • The latest Equal Employment Opportunity Commission (EEOC) developments: How EEOC's aggressive enforcement initiatives resulted in a significant increase in favorable resolutions and settlement amount
  • Tips on managing a more diverse workforce: Affirmative Action and the EEOC
  • New EEOC Compliance Manual section on compensation discrimination
  • How you can avoid a discrimination complaint under the Americans with Disabilities Act (ADA)
  • Preventing liability for age discrimination under the Age Discrimination in Employment Act (ADEA)
  • National origin discrimination and "English only" policies: Why EEOC complaints have tripled
  • Analyzing the reasons why courts have ruled in favor of plaintiffs in retaliation claims brought under Title VII, ADEA and ADA
  • Developing strong anti-retaliation policies and practices

Workplace Harassment and Internal Investigations: Protecting Your Organization by Conducting Timely and Thorough Investigations

  • Analyzing recent court cases defining unlawful harassment
  • Drafting and implementing policies to prevent harassment in the workplace: Extending sexual harassment prevention measures to cover all forms of unlawful harassment
  • How to respond effectively to a harassment complaint or suspected improper behavior
  • Taking the critical steps necessary to ensure liability-free results from your workplace investigations
  • Tips for effectively interviewing witnesses
  • Asserting an affirmative defense to a claim of sexual harassment

Interviewing and Hiring: Keeping Your Recruitment Strategies Legal

  • Establishing hiring and recruiting policies to avoid employer liability
  • Ensuring that all of your recruitment strategies are non-discriminatory
  • Examining the legal issues impacting immigrants in your workforce
  • Understanding the emerging legal issues related to Internet recruiting and other hiring technologies
  • Avoiding the legal dangers when recruiting from your competitors
  • Identifying which questions you may and may not ask when conducting an employment interview
  • Negligent hiring and how to prevent its disastrous consequences
  • Conducting reference, credit and background checks while complying with the Fair Credit Reporting Act
  • Avoiding hidden liability traps when implementing the latest employee screening devices
  • What you need to know about pre-employment testing, drug and alcohol testing and medical evaluations

Documentation and Recording Keeping: Best Practices in Drafting Policies and Procedures and Maintaining Personnel Records

  • How to write clear handbook provisions to ensure full adherence to rules and regulations
  • Prevent your employment documentation including handbooks, letters, and other written communications from unintentionally becoming legally binding employment contracts
  • Understanding the limitations of disclaimers: Policy language that can do more harm than good
  • Vigilant record keeping practices that will stand up to scrutiny: Which government agencies can audit your files and what information are they permitted to obtain?
  • Deciphering what should and should not be kept in personnel files

Employee Privacy Rights: Balancing Your Employees' Rights with Business Necessity

  • Understanding employee privacy and confidentiality rights in the workplace
  • Examining new HIPAA regulations regarding confidentiality of medical records
  • Monitoring computers, phone calls and e-mails and searching lockers and offices without violating the law
  • Drafting policies for managing Internet access to deter inappropriate usage by employees at work
  • Handling third party access to personnel files, requests for information and subpoenas of documents
  • Drafting and implementing drug and alcohol policies and practices that comply with the law

Day 2 - Part I continues

8:30 am: Refreshments and networking


Leave and Absence Issues: Complying with the Family and Medical Leave Act (FMLA) and Other Overlapping Laws

  • Understanding the requirements of the FMLA: Which employees are eligible and what conditions require leave to be granted?
  • Examining recent court cases that continue to expand the definition of "serious health condition" under the FMLA
  • Managing the headaches of intermittent leave: Tips on keeping track
  • Untangling the confusing overlap of Workers' Compensation, FMLA, ADA and other leave laws
  • Protecting yourself from individual liability for violations of the FMLA
  • What are your employees' mandatory leave rights? Voting, jury duty and military service explained
  • Interactive Exercise: Applying your knowledge to the most confusing and complicated leave and absence cases you are likely to face

Wage and Hour Laws and Mandatory Benefits: Mastering the Essentials of the Fair Labor Standards Act (FLSA) and Mandatory Benefits Laws to Avoid Costly Mistakes

  • Ensuring that your workforce can pass the exempt vs. non-exempt test
  • Paying and calculating overtime, comp time, on-call time, meal time, sleep time, travel time, and waiting time
  • Implementing policies and practices to avoid costly pay calculation errors
  • Avoiding legal perils when handling garnishments, levies and child support
  • Successfully navigating the IRS minefield when administering voluntary deductions
  • Handling COBRA, unemployment insurance claims and other obligations to departing employees
  • Examining significant issues concerning HIPAA, ERISA, OWBPA and other mandatory benefits laws

Labor and Management Issues: The Impact of Federal Labor Laws on Management Practices in Both Union and Non-Union Settings

  • Avoiding violations of the National Labor Relations Act, the Labor Management Relations Act and other relevant legislation
  • Understanding what the National Labor Relations Act (NLRA) says about your employees' rights to engage in "concerted action" and organizing activities
  • Clarification on the rights of union and non-union employees to have a representative present during investigatory interviews
  • Implementing policies and practices that are in compliance with all federal labor laws
  • How to avoid union organizing efforts without violating the law

Discipline and Termination: Critical Steps to Avoid Wrongful Discharge Liability

  • Understanding how recent developments impact your discipline and termination policies
  • Protecting your organization with airtight policies and practices
  • Training your managers to comply with policies and the law
  • A roadmap of essential steps for lawful terminations
  • Disciplining and terminating employees with injuries and illnesses without violating the ADA, FMLA and workers' compensation laws
  • Lawfully terminating during periods of downsizing, RIF's and mergers

Workers' Comp, Safety and Ergonomics: Maintaining a Safe Work Environment by Complying with OSHA and Workers' Compensation Laws

  • What every HR manager needs to know about the Occupational Safety and Health Administration (OSHA)
  • Defining the rights and responsibilities of employers to employees pursuant to OSHA
  • Understanding your responsibility when an employee files a workers' comp claim
  • Identifying and eradicating potential safety hazards and conducting accident investigations
  • How simple precautions can reduce Workers' Compensation costs: What you need to know about workplace ergonomics and the status of the proposed ergonomics rule
  • Preparing for worst case scenarios: Workplace violence, natural disasters and terrorism

Day 3

8:30 am: Refreshments and networking


Part II: Human Resource Management Best Practices

Part II of this program provides comprehensive coverage of every aspect of human resource management. You will learn HR best practice from top-notch trainers and consultants in the field. In addition, you will have opportunities to apply your knowledge to real-life scenarios in exciting interactive sessions.

Recruitment and Retention: Maximizing the Effectiveness of Your Recruitment and Retention Strategies

  • How to design a recruitment strategy that takes into account current employment trends
  • Applying marketing principles to the recruitment process: Selling your company as an employer of choice
  • Implementing traditional and alternative recruitment strategies to gain a competitive edge
  • Discovering the benefits and potential downsides of alternative staffing sources
  • Employing competency-based interviewing techniques to determine which candidate is best suited for the position
  • Tips to help you develop a retention culture that will promote employee loyalty
  • Designing a succession planning program which will retain and develop your top talent
  • Using flexible work policies, perks and rewards as effective retention tools

Internet Recruitment: Establishing a Successful E-Cruiting Strategy to Stay Competitive in the Labor Market

  • Understanding the advantages of internet recruiting and how strategic online recruiting compliments traditional methods
  • Developing a knowledge of state-of-the-art online tools
  • Identifying the best web sites and using niche sites to target specific skills
  • Designing your company web site and creating job postings that will sell your company and attract the best employees
  • Strategies for finding and recruiting "passive" job seekers via the web
  • Using computerized resume scanning to manage large numbers of resumes: Pre-screening candidates and reducing the number of unqualified resumes

Training and Development: Implementing State of the Art Training Initiatives to Motivate Employees and Increase Productivity

  • Developing and implementing employee orientation programs that ensure a successful start for new employees
  • Designing and rolling out effective training programs that are linked to your organization's goals
  • Empowering your employees through teaming, mentoring, counseling and coaching strategies
  • Mastering the key elements of the instructional process and classroom management
  • Emerging trends in training and development: E-training, cross-training and leadership development

Compensation and Benefits: Examining the Latest Trends in Comp and Benefits Schemes - How Does Your Organization's Program Stack Up

  • What are today's employees looking for in pay and benefits?
  • Designing compensation and benefits programs that satisfy employee wants as well as your organization's business needs
  • Utilizing systematic pay scales as tools for recruitment and retention: Minimum, midpoint and maximum rates
  • Examining the advantages and disadvantages of variable pay programs, team pay, gain sharing, and performance-based pay
  • Emerging trends in employee benefits and rewards programs
  • Interactive Exercise: How to choose the appropriate variable pay program for your organization

Day 4 - Part II continues

8:00 am: Coffee and networking


Performance Management: Creating a Work Environment to Maximize Employee and Organizational Performance

  • Why organizations are rethinking the traditional performance appraisal system
  • Designing and implementing a performance management system that suits your corporate culture and helps achieve your business objectives
  • How to design programs that are both consistent and flexible
  • Training managers to effectively manage employee performance
  • Using job descriptions as the building blocks for performance management: Why training managers to draft and update job descriptions is better than doing it yourself
  • Conducting performance appraisals: The art of giving feedback and constructive criticism
  • The pros and cons of using 360 degree or multi-rater feedback
  • Understanding the advantages of ongoing assessment and feedback

Employee Relations Strategies: Managing Workplace Conflict to Avoid Litigation and Increase Productivity

  • Preventing conflict from arising in the first place by implementing proactive strategies
  • Techniques for handling individual grievances: Designing and following disciplinary procedures
  • What you should know about mediation and Alternative Dispute Resolution (ADR)
  • What you can do to minimize workplace disruptions resulting from personality conflicts: Dealing with employees' annoyances, anger and hostility
  • Techniques for communicating with difficult employees
  • Utilizing your Employee Assistance Program (EAP) or other resources to address employee problems
  • Handling employee grievances in union environments
  • Interactive Exercise: Role-play techniques for handling your most difficult employees

Leadership and Ethics: Becoming an Effective Leader While Holding Fast to Your Ethical Standards

  • What is the difference between a manager and a leader? How do you become an effective leader?
  • How to develop your abilities as a problem solver, creative thinker, project manager, mentor, change manager, and team player
  • Defining your responsibilities as a leader and determining whether you are up to the challenge
  • How does personal integrity impact on your ability to lead? An examination of your character and personal image
  • How to meet your responsibilities to the company while maintaining your own ethical standards
  • Interactive Exercise: Analysis and discussion of case studies using real-life ethical dilemmas confronting HR managers and directors

Day 5

Part III: The Latest Trends in Human Resource Management - Ensuring that Your HR Department is Cutting-Edge

With the changing role of human resources, new and innovative HR trends, fast-paced technological advances in business and the globalization of the workforce, it is more critical than ever for human resource managers and directors to be prepared for the future. This session will provide you with the cutting-edge strategies to meet these challenges head-on.

8:30 am: Refreshments and networking


HR as a Strategic Partner: Becoming a Value-Adding Business Partner by Aligning HR with Organizational Objectives

  • Understanding the changing role of the HR department in today's workplace
  • How to align your HR objectives with the overall goals of your organization
  • Determining how every HR function adds value: Examining staffing, recruitment, compensation, benefits, performance management, employee relations, training and development, health and safety
  • Understanding how best practices in HR management make good dollar sense
  • Using various metrics to measure both financial and non-financial performance: Cost per hire, hire rate, churn rate, training cost per hire, etc.
  • How to illustrate HR's bottom line impact to your management team
  • Interactive Exercise: Applying metrics and interpreting data for measuring the return on your recruitment and retention efforts

HR and Technology: Employing Cutting-Edge Technology to Ensure that Your HR Department is State-of-the-Art

  • Examining emerging technology trends for human resources and identifying their benefit to your organization
  • How HR is using the internet: E-learning, online mediation and benefits administration examined
  • Selecting, modifying and managing Human Resource Information Systems (HRIS)
  • Factors to consider in selecting the best HRIS to meet your organization's needs

HR and the Global Workforce: Best Practices in Managing Human Resources in a Global Organization

  • Recruiting and retaining employees from around the world
  • Structuring human resource operations in companies that operate in multiple countries
  • Implementing policies and practices for delivering global HR services
  • Developing a corporate culture in a global organization

Continuing Education Information:

Attorneys: The CEUs obtained at this program may be applied to Continuing Legal Education in your state. Please contact Council for more information at 704-561-0247.
HRCI Approved: This program has been approved for 27 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
 
     
     
     
 
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  Course ID: 3568 | Course Duration: 1 Day  
     
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