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Fundamentals of Human Resources Management

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. This comprehensive seminar delivers a modern view of HR's role and will educate you and give you an opportunity to practice your skills in a variety of areas, including but not limited to: Legal responsibilities Talent Acquisition (Recruiting) Talent Assessment (Performance Management and Diversity) Talent Development (Coaching and Leadership Development) Talent Measurement (Compensation) and much more

Seminar Number: 08506

4.8
(260 reviews)
  • In-Person
  • Live Online
  • At Your Company Location

Course Scheduling & Pricing

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About This Course

Human resource professionals guide many of the policies and practices that shape workplace culture and performance. This program introduces the essential responsibilities involved in managing people, compliance and organizational development. Participants learn the fundamentals of human resource management, including recruitment, employee relations and policy development, helping them build a strong foundation in modern HR practices.

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Who Should Attend

  • HR practitioners with less than three years' experience
  • Non-HR practitioners with HR responsibilities
  • Experienced HR professionals seeking a fast review of HR’s role in today's workplace

  •   In-Person2 Day(s)
    12 CAE, 1.2 CEU, 12 CLP, 14 CPE, 12 PDCs, 12 PHR, 12 SPHR
  •   Live Online2 Day(s)
    12 CAE, 1.2 CEU, 12 CLP, 14 CPE, 12 PDCs, 12 PHR, 12 SPHR
 
 

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.

This comprehensive seminar delivers a modern view of HR's role and will educate you and give you an opportunity to practice your skills in a variety of areas, including but not limited to:

  • Legal responsibilities
  • Talent Acquisition (Recruiting)
  • Talent Assessment (Performance Management and Diversity)
  • Talent Development (Coaching and Leadership Development)
  • Talent Measurement (Compensation) and much more
Talent Management Framework.
  • Understand HR’s role as a vital contributor to your organization’s success
  • Discover strategies to attract and retain top talent
  • Examine best practices for managing performance and creating compensation, training and benefit systems that drive bottom-line results
  • Identify and deal with potentially explosive issues with an eye to both legal requirements and the needs of your business
  • Analyze HR issues and develop action plans you can implement in your organization
  • See how HR and non-HR functions in every organization can create an effective, complementary work environment
The Role of HR and Organizational Assessment
  • HR’s role in today’s workplace and beyond
  • HR as a strategic business partner
  • HR trends and challenges

Relationships and Gaining Trust

  • The importance of building relationships
  • How HR relates to non-HR functions
  • The business impact of improved relationships between HR and non-HR departments

Legal Responsibilities

  • Comparison and contrast of HR and managerial legal responsibilities
  • Key federal employment-related terms and legislation
  • Questions and categories to avoid during the employment process
  • Defining and increasing awareness of workplace sexual and other harassment
  • Legal trends and challenges

Talent Acquisition

  • The importance of well-written job descriptions and when to revise them
  • Matching applicants with job requirements and responsibilities
  • Recruiting best practices
  • Selection criteria, questioning techniques and background research
  • Orientation and assimilation

Talent Alignment

  • Aligning talent with the organization's strategic vision
  • Development plans and goal setting
  • Opportunities for internal mobility
  • Communication and change management
  • Succession planning

Talent Management

  • Internal mobility
  • Domestic mobility
  • Global mobility

Talent Assessment: Performance Management and Diversity

  • Objectives of performance management systems
  • Performance management components and guidelines
  • Respective roles among HR, managers and employees
  • Performance management meetings: preparation, action plan, pitfalls
  • Performance issues, counseling and discipline
  • Assessing talent with a diversity lens
  • Key points about diversity

Talent Development

  • Training responsibilities
  • Types of training
  • Coaching and mentoring
  • Career development
  • Leadership development

Talent Measurement/Compensation

  • Year-end performance review system
  • Characteristics of an effective compensation system
  • Salary surveys
  • Traditional and dynamic compensation programs

Talent Retention and Transition

  • Employee retention strategies
  • Talent transition

Functional HR Areas

  • Healthcare and other benefits
  • Voluntary benefits/Total Rewards mindset
  • Federally mandated holidays
  • Employee handbooks
  • Policy and procedure manuals
  • Human resource information systems (HRIS)

Final Activity

Putting it all together - understanding and implementing your role in the organization and creating your action plan

Special Feature

This Seminar Features Blended Learning

AMA Blended Learning combines instructor-led training with online pre- and post-seminar assessments, tune-up courses and other resources to maximize your training goals. Through a blend of proven instructor-led seminars and powerful online technology, AMA Blended Learning provides a compelling and more comprehensive experience for the learner - producing a greater return-on-investment for the employer and the seminar participant.

Learning Objectives

  • Positively impact the people at your organization through extensive knowledge of and practice on how to be a Strategic Business Partner
  • Help your managers and employees be happier, more productive and engaged, and more likely to stay with your organization
  • Be respected by all levels, including Leadership, for the HR expertise and business acumen you possess and demonstrate

The Talent Management Framework

  • Explain why an emphasis on talent, establishing relationships, and being strategic balanced with managing the functional areas of the business is important for the HR professional
  • Examine the strategic or administrative nature of your role
  • Discuss how HR at your organization is perceived overall

Relationships and Gaining Trust

  • Understand the importance of building relationships
  • Assess your own relationships and identify areas for improvement
  • Describe the business impact of improved relationships between HR and other departments

Legal Responsibilities

  • Compare and contrast managerial and HR legal responsibilities
  • Identify key federal employment-related terms and legislation
  • Explain questions and categories to avoid during the employment process
  • Define and increase awareness of workplace sexual and other harassment
  • Identify legal trends and challenges

Talent Acquisition

  • Identify characteristics of well-written job descriptions and when job descriptions should be written and modified
  • Describe the five questioning techniques and reasons for using each technique
  • Apply the steps and best practices for a recruiting process
  • Distinguish key aspects of orientation and assimilation and generate ideas to make these processes better at your organization

Talent Alignment

  • Understand key concepts of talent
  • Cultivate an opportunity-focused mindset to benefit your employees and organization
  • Demonstrate your skills and abilities as a Strategic Business Partner

Talent Management

  • Understand the full scope of talent management
  • Create a culture of internal mobility
  • Consider geographic mobility
  • Apply talent management concepts

Talent Assessment and Performance Management

  • Apply the “No Surprises” rule for performance management
  • Describe characteristics of performance management systems
  • Characterize what an effective performance management system looks like for your organization
  • Observe a counseling session with an employee
  • Summarize the key components of performance management
  • Articulate why knowledge of talent management is important for HR professionals, Leadership, and employees
  • Summarize the value of diversity, equity, inclusion, and belonging for the organization

Talent Development

  • Identify the respective responsibilities of all concerned in the training process
  • Recognize best practices in mentoring and career and leadership development
  • Describe coaching and the AMA GUIDE Coaching Model
  • Practice how to coach and how to help others coach

Talent Measurement/Compensation

  • Assess your company’s performance review process and determine how it could be run better/differently
  • Compare the correlation between the year-end performance review process and compensation
  • Identify the characteristics of an effective compensation system
  • Detail and communicate the characteristics of fair employee compensation
  • Cultivate a “Total Rewards” mindset to apply at your organization

Talent Retention and Transition

  • Express the importance of employee retention
  • Identify factors that lead employees to leave an organization
  • Recognize key best practices to utilize when terminating an employee
  • Practice having a termination meeting with an employee

Functional HR Areas

  • Explore voluntary benefits to offer at your organization
  • Determine areas in the employee handbook and/or policies and procedures manual that need to be updated
  • Assess ways to use HR information systems to support being a Strategic Business Partner

Action Plan

  • Create an action plan for your role and organization

View a Sample of Our Reviews

4.8

260 reviews

 
This course was great for someone who is new in the HR world. Since my class size was on the smaller scale, the group received a lot of attention and we were able to use real life cases for teaching examples.
5
Ashley B.
 
Executive Assistant
 
Industry: Manufacturing
I found this course very helpful in positioning HR as a strategic business partner, which is crucial to an organization's long-term success. The course covered all relevant topics and was engaging.
5
Abbey J.
 
Director Office of the CEO & Human Capital Development
 
Industry: Education
Before I attended the two day seminar I didn't know too much about what I was allowed to do as an newly assigned HR Manager. After the seminar I feel confident enough to return to work with the knowledge I need to be a great asset to my company. I truly appreciate the lessons I've learned while at the seminar and it is all thanks to the WONDERFUL instructor we had!!! AMA is full of energetic and positive people, they all made me feel at home. Great experience, great school, I would highly recommend!
5
Alyssa M.
 
HR Manager
 
Industry: Construction
Great learning experience. Now I would like to learn more about Legal Responsibilities for HR and Salary/Benefits HR duties
4
Sara C.
 
HR Associate
 
Industry: Consumer Services
I learned so much in these four sessions. The instructor was excellent and engaging. She provided real examples that were helpful to better understand how to really put the training to use in my new job. The facilitator was organized, clear and concise in her directions, and really on it every single session. Overall two thumbs up!
5
Jacquelyn G.
 
Human Resources Business Partner
 
Industry: Energy, Utilities & Waste

As a CAE Approved Provider educational program related to the CAE exam content outline, this program may be applied for 12 credits toward your CAE application or renewal professional development requirements.

HRCI. The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

AMA is recognized by SHRM to offer Professional Development Credits (12 PDCs) for the SHRM-CPSM or SHRM-SCPSM.

American Management Association is accredited by the International Accreditors for Continuing Education and Training (IACET) and is accredited to issue the IACET CEU.

American Management Association 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.nasbaregistry.org. For additional information or for more information regarding administrative policies such as complaints and refunds, please contact Customer Service at 800-262-9699.

Recommended CPE Credit: 14 hours/Basic
Prerequisites: None
Advance Preparation: None
Delivery Method: Group Live/Group Internet Based
Field of Study: Non-Technical – Personnel/Human Resources

In-Person Schedule

2 Sessions Available

Live Online Schedule

3 Sessions Available

  • $2,745.00 Non Members
  • $2,495.00 AMA Members
  • $2,434.00 GSA
Date Duration State City Zip
  2027-04-19 2027-04-20 Apr 19, 2027 - Apr 20, 2027 2 Days NY New York 10019 New York Register Now

  2027-06-16 2027-06-17 Jun 16, 2027 - Jun 17, 2027 2 Days TX Dallas 75001 Dallas Register Now

Frequently Asked Questions

Is this course helpful for professionals who are new to human resources management?

Yes. Professionals who are beginning their careers in human resources management often benefit from structured learning that explains how HR functions operate within organizations. This course helps participants understand HR responsibilities, workplace policies and the role HR plays in supporting both employees and leadership.

What are the fundamentals of human resource management?

The fundamentals of human resource management include recruiting and hiring employees, supporting employee development, managing performance and ensuring workplace policies align with employment regulations. HR professionals also help create positive workplace environments while supporting organizational goals.

Who should attend a fundamentals of human resources management course?

This fundamentals of human resources management course is designed for HR practitioners with less than three years of experience, professionals who have HR responsibilities but are not formally in HR roles, and experienced HR professionals seeking a structured review of HR’s role in today’s workplace.

What skills are taught in human resources fundamentals training?

Human resources fundamentals training introduces key HR responsibilities such as talent acquisition, employee relations, performance management and HR policy development. Participants also explore how HR supports organizational strategy and contributes to employee engagement and workplace effectiveness.

Can non-HR professionals benefit from learning the fundamentals of human resources?

Yes. Managers and professionals who supervise employees often handle HR-related responsibilities such as hiring, performance feedback and workplace communication. Understanding the fundamentals of human resources helps leaders navigate these responsibilities more effectively and collaborate better with HR teams.

Why is understanding human resources fundamentals important in today’s workplace?

Strong knowledge of human resources fundamentals helps organizations build effective teams, maintain fair workplace practices and support employee development. HR professionals and managers who understand these principles are better equipped to address workplace challenges and support organizational success.
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