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

• 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

• 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

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

LEARNING OBJECTIVES

• Describe the HR Function in Any Organization
• Develop a Plan for Hiring and Retaining Talent
• Identify Benefits Challenges and Their Impact on an Organization
• Identify and Respond to Legal Trends and Challenges

LESSON ONE

The Changing Role of HR

• Describe the History of Personnel/HR
• Define the Role of HR in Today’s Workplace as Well as Its Anticipated Future Role
• Analyze Organizational and External HR Trends and Challenges

The Human Resources Function

• Discuss the Primary Components of the HR Function
• Describe How HR Relates to Non-HR Functions
• Differentiate Among HR, Non-HR, and Shared Activities
• Identify Current HR Trends and Challenges

LESSON TWO

Legal Responsibilities

• Compare and Contrast Managerial and HR Legal Responsibilities
• Identify Key Federal Employment-Related Legislation
• Explain Questions and Categories to Avoid During the Employment Process
• Define and Increase Awareness of Workplace Sexual Harassment
• Identify Legal Trends and Challenges

The Employment Process

• Deal with a Wide Range of Employment Issues
• Properly Match Applicants with Job Requirements and Responsibilities
• Introduce New Hires to Their Work Environment Through Orientation and Assimilation
• Respond to Current Employment-Related Trends and Challenges

LESSON THREE

Information Processing

• Determine the Contents of an Employee Handbook
• Identify the Components of a Policies and Procedures Manual
• Discuss the Uses of HRIS
• Respond to Current Trends and Challenges with Regard to Information Processing

Benefits

• Differentiate Between Mandated and Voluntary Benefits
• Discuss Typical/Popular Offerings
• Identify Benefit Trends and Challenges

LESSON FOUR

Compensation

• Identify the Characteristics of an Effective Compensation Program
• Articulate the Importance of Job Evaluations
• Use Salary Surveys to Determine Whether an Organization’s Salaries Are Competitive
• Respond to Current Trends and Challenges with Regard to Compensation

Performance Management

• List the Objectives of a Performance Management System
• Define the Elements of an Effective Performance Management System
• Describe the Respective Roles of All Concerned in Preparing for Performance Management Meetings
• Respond to Current Trends and Challenges with Regard to Compensation

Organizational and Employee Development

• Identify the Respective Responsibilities of All Concerned in the Training Process
• Describe Different Types of Employee Training
• Assess Various Forms of Employee Replacement Planning
• Describe Employee Retention Strategies
• Identify Current Trends and Challenges with Regard to Organizational and Employee Development

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