Fundamentals of Human Resources Management

This intensive, hands-on seminar will give you a solid overview of all aspects of HR.

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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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 Online4 Day(s)
12 CAE, 1.2 CEU, 12 CLP, 14 CPE, 12 PDCs, 12 PHR, 12 SPHR

Overview
How You Will Benefit
What You Will Cover
Outline
Reviews
Credits

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

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

Demonstrate Expertise in a Number of HR Areas, Including (But Not Limited to) Legal Responsibilities, Talent Assessment, Talent Acquisition, and More
Go Back to Your Employer with Significantly More Knowledge on How to Be a Strategic Business Partner and Optimally Run an HR Function, Regardless of Your Level
Apply Your New Knowledge in Everyday Interactions with Your Teams

Course Outline, AMA HR Philosophy, and Organizational Assessment

Understand Why an Emphasis on Talent, Establishing Relationships and Being Strategic Is So Important (While Also Making Sure That the Functional Areas Are Taken Care Of)
Think About How Strategic or Functional Your Job Is and 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 Non-HR

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 “JDs” Should Be Written
Understand Differences Between and Reasons for Using the Five Questioning Techniques
Know and 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 Alignment, Which May Be a New Term for Many
Have an Opportunity-Focused Mindset, So That You Can Help the Employees at Your Organization, Which in Turn Helps the Company
Demonstrate Your Skills and Abilities as a Strategic Business Partner By Advising Leadership on Talent Alignment, Whether They Ask for It or Not

Talent Management

Identify What Talent Management Is, What It Includes, and Important Aspects of It
Understand Domestic and Global Mobility
Put Talent Management Learnings into Practice

Talent Assessment: Performance Management and Diversity

Understand the Objectives and Elements of a Performance Management System
Describe the Respective Roles of All Concerned in Preparing for Performance Management Meetings
Practice a Performance Management Discussion
Learn the Key Components of Diversity and Why Having Awareness of Diversity Is Important for HR Professionals, Leadership, and Employees
Understand the Importance of Assessing Talent with a Diversity Lens to Make Sure Your Organization Is a Fair and Inclusive Environment

Talent Development: Training, Coaching, Mentoring, and Leadership/Career Development

Identify the Respective Responsibilities of All Concerned in the Training Process
Know Best Practices in Mentoring and Career and Leadership Development
Understand What Coaching Is and Also AMA’s Coaching Model
Practice How to Coach and How to Help Others Coach

Talent Measurement/Compensation

Assess Your Company’s Year-End Performance Review Process and Determine How It Could Be Conducted Better/Differently
See the Correlation Between the Year-End Performance Review Process and Compensation
Know the Characteristics of an Effective Compensation System
Be a Strategic Business Partner By Helping Leadership Be Fair About How Your Employees Are Compensated
Instill a “Total Rewards” Mindset in the Employees at Your Company

Talent Retention and Transition

Understand the Importance of Retaining the Employees You Have
Know All the Factors That Could Lead to Someone Leaving
Be Fully Aware of Key Best Practices When You Have to Terminate Someone’s Employment
Be Better Prepared for Letting Someone Go By Practicing That Difficult Conversation

Functional HR Areas: Benefits, Employee Handbook, Policies & Procedures Manuals, and HRIS

Differentiate Between Mandated and Voluntary Benefits
Discuss Typical/Popular Offerings
Identify Benefits Trends and Challenges
Determine the Contents of an Employee Handbook
Identify the Components of a Policies and Procedures Manual
Fully Understand the Uses and Best Practices of HRIS (Human Resource Information Systems)

Final Activities: Role-Play and Individual Action Plan

Highlight Many of the Learning Points in the Prior Modules By Way of a Group Role-Play
Put What You Learned into Practice
Create an Action Plan for Your Role and Organization

Download Extended Seminar Outline PDF

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.

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.

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!

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

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!

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

3 Sessions Available

Live Online Schedule