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Course ID: 252480

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Risk Management and HR (HRCI: PHR/SPHR)

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Agenda

HR professionals are closely involved with various aspects of organizational risk management, especially risks that concern people. These include risks related to business continuity, noncompliance with laws that relate to managing and protecting human capital, and employee safety, health, security, and workplace privacy risks. This course examines various steps in the risk management process and risk management strategies in terms of business continuity planning and liability insurance. The course also discusses arguably the most important employee health and safety regulation for HR professionals, the Occupational Safety and Health Act. The course also presents some other key regulations that HR professionals should be aware of for managing organizational risks and avoiding any noncompliance risks. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
  • differentiate between types of organizational risks
  • sequence the steps in the risk management process
  • recognize the primary activities in each step of the risk management process
  • distinguish between the types of liability insurance
  • identify scenarios covered under the OSH Act
  • recognize employee and employer rights and responsibilities under the OSH Act
  • identify the key OSH Act standards
  • sequence the steps in the investigation procedure under OSHA
  • recognize how to comply with the Drug-Free Workplace Act
  • identify key characteristics of the Mine Safety and Health Act
  • describe key provisions in the USA PATRIOT Act and the Homeland Security Act
Safeguarding employees' safety, health, workplace security, and privacy is essential for an organization's continuation and success, and is of particular concern to HR professionals. This course explains various aspects of employee safety issues, programs, health hazards, and employee assistance and wellness programs that HR professionals should be aware of. It also outlines how security risk analysis and programs can be used to avoid future emergencies. Finally, this course examines workplace privacy issues, privacy policy, and concerns of employees and employers with regard to privacy. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
  • sequence the steps for conducting a workplace risk assessment
  • differentiate between the strategic roles of management, HR, and safety committees
  • sequence the steps in the accident investigation procedure
  • identify and describe workplace illnesses and disorders
  • distinguish between infectious diseases
  • distinguish between the three types of health hazards
  • recognize when drug testing can be performed
  • identify the measures that can be implemented to protect an organization's assets
  • identify the steps in the risk analysis process
  • identify the elements of an emergency response plan
  • identify workplace security threats
  • identify employer monitoring and search practices
  • identify workplace privacy concerns
Organizational leadership, including HR leadership, is directly involved in developing, refining, and implementing an organization's strategic plan. One of the key roles of senior HR professionals is to align activities in the HR function with the organization's strategic goals. Senior HR professionals are often directly involved with the corporate restructuring activities resulting from organizational changes and initiatives such as mergers and acquisitions, offshoring, outsourcing, and divestiture. Managing third-party contracting and technology and measuring strategic performance, specifically of the HR function, are some other key contributions the HR function makes to the organization. This course examines the core strategic functions of HR, the regulatory framework around them, and the specific capabilities required to perform them. The course also discusses organizational roles and responsibilities for ensuring ethical practices and ethical issues and challenges in performing these functions. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
  • describe the activities involved in each HR functional area
  • identify the key considerations for aligning the HR function with an organization's strategic plan
  • identify key strategic restructuring initiatives
  • identify the roles HR plays in strategic restructuring initiatives
  • differentiate between high and low integration outsourcing relationships
  • identify key HR outsourcing guidelines
  • identify examples of key technology trends
  • identify tools for measuring financial strategic performance
  • identify the components of a balanced scorecard
  • differentiate between types of HR specific measurements
  • match organizational roles to the activities involved with maintaining ethics in an organization
  • identify examples of unethical actions in an organization
Planning and implementation of programs dealing with global workforce and compensation, succession planning, training effectiveness evaluation, and ever-changing employee needs are of strategic importance to HR professionals. This course discusses some of the key issues in dealing with global assignments and international assignees. It also outlines characteristics of a succession planning program and process in an organization. Various levels of training evaluation and evaluation methods are discussed too. The course also outlines changing employee needs and organizational programs to meet them. Finally, the course provides integral information on compensation and benefits for executives and international assignees. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
  • recognize Hofstede's primary dimensions that define cultural differences
  • identify the characteristics of low- and high-context cultures
  • describe organizational approaches for staffing global assignments
  • identify sources of international recruitment
  • identify activities that are characteristic of good succession planning
  • match each stage of the succession planning process to the activities involved
  • differentiate between Kirkpatrick's levels of evaluation for training programs
  • identify examples of programs for meeting changing employee needs
  • identify strategies for building positive employee relations to help organizations remain union-free
  • recognize components of executive compensation packages
  • identify key considerations when developing a global compensation program
  • distinguish between the approaches used to determine compensation for international assignees
Generally taken near the end of a program, Final Exam: Risk Management (HRCI: PHR/SPHR-aligned) enables the learner to test their knowledge in a testing environment.
  • Topic T2 Objective O4
  • Topic T6 Objective O8
Generally taken near the end of a program, Final Exam: Strategic Human Resource Management (HRCI: SPHR-aligned) enables the learner to test their knowledge in a testing environment.
  • Topic T2 Objective O4
  • Topic T6 Objective O8

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