Whether you're a recently appointed HR manager, are new to HR or have a non-HR job with HR responsibilities, this course can give you the know-how you need. Understand essential HR functions and learn to develop an action plan to put to work in your organization.
• Introduction to HR and the Generalist Role
• Employment Laws for HR
• Terminations and Layoffs
• Wage and Hour Laws
• Leaves of Absence
• HR’s Role in Selecting Quality Talent
• Compensation & Benefits Trends
• HR and Supervisory Communications
Benefits of Attending the Full Program
• Enhance knowledge of compliance and laws.
• Decrease organizational liability and exposure
by using legally-tested policies and practices.
• Reduce employee complaints and audit risks
through proper deductions and discussions.
• Decrease lost work through simplified leaves management practices.
• Obtain company success by enabling managers to lead, manage, develop, reward
and assess employees more meaningfully.
• Achieve more results by using meaningful
and supportive communication skills.
• Learn how to tap the best external sources to help solve critical problems.
• Improve employee respect for HR.
• Achieve HR knowledge proficiency and HR Generalist Certification through individual module exams and a comprehensive final.
Day: 1 (Short overview per day)
- Strategic Management
- Workforce Planning and Employment
- Human Resource Development
- Compensation and Benefits
- Employee and Labor Relations
- Risk Management
- Creating a collaborative approach to performance
- Defining performance management
- Setting standards for performance and performance objectives
- How to get employee buy-in
- How to communicate task parameters with employees
- How managers and their direct reports create a shared understanding of work objectives
- How to involve employees in performance planning
- How to create a set of shared and supportive expectations for performance
- Where and how to document performance
- How to assess the data
- Creating performance plans based on feedback
- Defining Performance Management and its relationship to setting performance objectives and meeting performance standards
- Outlining the benefits of Performance Management
- Working collaboratively with employees to address performance issues
- Utilizing realistic and appropriate performance standards when setting and measuring objectives
- Understanding how performance standards and objectives relate to performance observation and feedback
- Discussing job performance with employees, providing feedback on strengths and needed improvements, and creating performance plans
- Assessing what is influencing employee performance
- Basic understanding of the current responsibilities and functions of HR management
- Overview of the tools and skills needed for effective HR management in today’s business environment
- Understanding of current trends and issues critical to success in HR management
- A resource list for additional information in each of the functional areas
- A personal action plan for HR Skill development
Day: 2 (Short overview per day)
- How to bullet-proof your organization from frivolous law suits.
- How to respond to an inspection or complaint from EEOC, OSHA, Wage & Hour, OFCCP, and other federal or state regulators.
- What the legal rights are of the employer (or employee, or the public).
- Students will immediately know how to guide their organization away from legal pitfalls
- Outline of Talent Strategy: Full Cycle Talent Management
- Identifying and Measuring Recruiter Competencies
- Creating a Performance Based Job Descriptions
- Strategic Sourcing and Recruitment
- Selection Strategies: Behavior Based Competencies and Interviewing
- Creating a Talent Pipeline
- The Fundamentals of an Effective Talent Strategy
- Design of a Performance Based Job Description
- Sourcing Strategies
- Developing Behavior Based Competencies and Interview Questions
Day: 3 (Short overview per day)
- The Fair Labor Standards Act (FLSA).
- Health care cost controls.
- Incentive pay plans.
- Various reward systems.
- Business Case Impact of Engagement and Retention
- Retention-Engagement Connection and Definition
- Key Drivers of Engagement including Manager, Culture, and Organizational fit
- Defining the Employee Value Proposition
- Employee Life Cycle and Managing Change
- Foundation understanding of engagement and retention and how they are interrelated
- Strategies and tactics to improve retention, define the employee value proposition
- Tools for managing the employee life cycle
- Introduction to managing change within your organization
- Additional resources for your engagement toolbox
- How to pay employees legally and to market standards.
- The common reasons reward systems fail and how to avoid them.
- How to conduct their own “job evaluations” and not be dependent on compensation consultants.
- The legal extent of the employer’s ability to affect pay (garnishments, salary status, over
- How to calculate overtime pay (most employers can’t do this properly).
- How to design an incentive system to stimulate performance.
Additional Details Of What You Will Learn:
The Changing Role of HR
- A useful historical review of personnel/HR
- HR’s role in today’s workplace and beyond
- HR as a strategic business partner
- Organizational and external trends and challenges
The HR Function
- Key functional HR tasks in any organization
- HR functional responsibilities in small, midsized and large organizations
- How HR relates to non-HR functions
- HR, non-HR and shared employee-related functional activities
- HR trends and challenges
- HR and managerial legal responsibilities
- Employment-related federal legislation
- Select legal terms and their impact
- Questions and categories to avoid during the employment process
- Workplace sexual harassment
- Legal trends and challenges
The Employment Process
- Key issues of employment concern for HR practitioners
- Matching applicants with job requirements and responsibilities
- Selection criteria, questioning techniques and background research
- Orientation and assimilation
- Current employment-related trends and challenges
- Critical learning points
- Employee handbooks
- Policies and procedures manuals
- Human Resources Information Systems (HRIS)
- Information processing trends and challenges
- Maximum HRIS utilization
- Characteristics of an effective compensation system
- Job evaluations
- Salary surveys
- Traditional and dynamic compensation programs
- Compensation trends and challenges
- Objectives of performance management systems
- Coaching and counseling
- Performance management components and guidelines
- Respective roles among HR, managers and employees
- Performance management meetings: preparation, action plan, pitfalls
- Varied approaches to performance management
- Emerging performance management trends
- Mandated and voluntary benefits
- Typical/popular offerings
- Maintaining a cost-effective emphasis
- Current trends: rising costs, next generation, global impact,
the next wave
Organizational and Employee Development
- Respective responsibilities
- Types of employee training
- Career development
- Succession planning
- Employee retention strategies
- Trends and challenges in organizational and
- Putting it together: understanding and implementing your role
in the organization; toward creating your action plan
- Certification Exam
Perfect for HR practitioners with less than three years’ experience; non-HR practitioners with HR responsibilities; more experienced HR professionals seeking a fast-paced review of the role of HR in today’s rapidly-evolving workplace. - Certification for those wanting a Generalist Certificate.