Presented for more than 26 years, The Certificate in Essentials of Human Resource Management Seminar provides comprehensive and practical coverage of many important aspects of human resource work. The objective of the program is to help participants immediately become more effective on the job, while helping them prepare for greater responsibilities.
All instruction and reference materials are developed so they can be applied in the everyday workplace. Participants learn the essentials of employment law, compensation program design and planning, key training techniques to develop a performance based evaluation program, HR decision metrics, and HR strategies.
Please note, events may be cancelled due to commercial or organisational reasons. In this case Research and Markets will refund all registration fees which have already been paid. Research and Markets will not refund any charges arising from the participant having to cancel or re-book transportation or accommodation which he or she has arranged.
Block I: Legal Aspects of HR Management
(Monday – Tuesday)
Employment Discrimination Law
- Title VII of the 1964 Civil Rights Act (discrimination and retaliation)
- The Age Discrimination in Employment Act
- The Americans with Disabilities Act (including reasonable accommodation and undue hardship)
- The 1991 Civil Rights Act
- The Equal Pay Act
- Executive Order 11246/Affirmative Action
- The Rehabilitation Act
- State discrimination laws
Kinds of Discrimination
- Disparate treatment
- Disparate impact
- Harassment (including sexual harassment)
How Discrimination is Proven
- Direct evidence ("smoking guns")
- Circumstantial evidence
- Statistical/numerical evidence
Specific Laws/Rules Regarding Employment Termination
- "Employment at-will"
- Public policy discharge
- Implied contracts
- Whistle-blower laws
Labor Standards Laws
- Fair Labor Standard Act (wage-hour, overtime, child labor)
- Occupational Safety & Health Act
- Family & Medical Leave Act
Labor Law - The National Labor Relations Act
Potential Personal/Individual Liability of the Manager/Supervisor
Safety and Security Issues in Today's Workplace
Employee Selection: Hiring and Interviewing Employees
- How to avoid costly hiring mistakes
- What to look for
- What not to ask
- Negligent hiring
- Objective vs. subjective criteria
- Workplace diversity issues
- Employee orientation
- Drug testing/medical evaluations
Managing, Training and Supervising Employees
- What is/is not "harassment" on the job
- The importance of good communication
- Negligent retention/supervision
- Job assignments/onerous work/overtime
- Employee safety
- Job accommodation/pregnancy/family-medical leaves
- Employee privacy/electronic monitoring
- Drug and alcohol policies/practice
- Investigating/reporting employee complaints
- The supervisor or manager who keeps notes, a diary, or a notebook about his/her employees
- Importance of the evaluation in litigation/employee relations
- The biggest obstacles to honest, accurate evaluations
- How to correct performance/conduct problems
- The self-appraisal as an important management tool
- How to say what you mean on an evaluation
Employee Discharge and Discipline
- A detailed checklist for supervisors and managers to reduce the likelihood of "wrongful discharge" and/or claims of discrimination
- Unemployment claims
- Requests for a job reference/defamation risks
Block II: Human Resources Management
(Wednesday, Thursday, Friday)
Through a Strategic Planning Case Study, participants will learn to assist in the development of their own organization's Strategic Human Resources Plan through the use of systematic processes and HR metrics.
Strategic HR Management - is concerned with maintaining organizational competitiveness by achieving HR effectiveness through the use of HR measurement and HR technology. Through HR planning, managers must anticipate the future supply and demand for employees. An additional strategic HR concern is employee retention. Learn about what the HR Strategic Role entails and how to leverage them at your organization. We will review HR roles, competencies, and current challenges such as: The globalization of business; economic and technological changes; occupational shifts; workforce availability and demographics; and organizational costs. Learn the value of HR Effectiveness and Financial Performance by determining the ROI of all resources and expenditures. Learn about the HR scorecard, measurement and benchmarks and how to show value to your organization.
Equal Employment Opportunity (EEO) and Diversity - EEO laws and regulations require compliance that affects all other HR activities. The diversity of multicultural and global workforces has created more challenges. For instance, a company must have sufficient diversity to meet affirmative action requirements.
In this Section you will Learn:
- how to conduct an HR audit
- what EEO record retention is
- what an EEO reporting form is
- what Applicant Flow Data means
- what are executive orders
- what types of diversity training are available.
Staffing and Retention - emphasizes the need to provide an adequate supply of qualified individuals to fill the jobs in an organization. Job analysis serves as the foundation for achieving this goal.
Learn how to choose the proper job analysis strategy and the difference between job task analysis and competency based job analysis:
- Learn what the steps of the job analysis process are.
- Learn to develop proper job descriptions.
- Understand that recruiting applicants and selection are required to procure a workforce.
- Learn about the employee psychological contract; job satisfaction; individual performance factors; motivation strategies; retention interventions; and cost of employee turnover.
- What is employment branding and how your organization should do it.
- What are the internal and external recruiting sources you should tap?
- How do you properly select and place candidates?
- What is the selection process and should you test?
Talent Management, Performance Management and Development - encompasses:
- Orientation of new employees
- HR development of all employees and managers to meet future challenges
- Career planning
- Performance management which focuses on how employees perform their jobs
- Succession planning
- Workforce realignment
- Mergers and acquisitions
- Types of training deliveries, assessments, and learning styles
- Training metrics
- ROI analysis
- Effective Performance Management Systems should do the following:
- Clarify what the organization expects
- Provide performance information to employees
- Identify areas of success and needed development
- Document performance for personnel records
- Learn about the different types of performance appraisals and how to maximize them for your company
Compensation and Benefits - compensation in the form of pay, incentives, and benefits rewards people for performing organizational work. Employers must develop and refine compensation systems and may use variable pay programs. Because so many organizational funds are spent on total reward systems for employees, a number of important decisions must be made to achieve the following objectives:
- Legal compliance with all appropriate laws and regulations
- Cost effectiveness for the organization
- Internal, external and individual equity for employees
- Performance enhancement for the organization
- Performance recognition and talent management for employees
Learn how to:
- Job price
- Make market comparisons
- Pros and cons of job evaluations
- Different pay structures
- Compliance issues that should be evaluated.
- Consider compensation trends, projections and strategies
- Learn the Benefits Strategy, design and measurement for your organization
- Learn about the different types of benefits such as government mandated, voluntary, security, retirement and health benefits.
Risk Management and Worker Protection - for decades, employers have been required to meet legal requirements and be responsive to concerns for workplace health and safety. In addition, workplace security has grown in importance along with disaster and recovery planning. Learn the nature of Health, Safety and Security. Learn the legal compliance organizations must adhere to such as OSHA, PPE, Blood-borne Pathogens, Ergonomics and Workplace Air Quality.
Mr Bryan Stillwagon,
Labor & Employment Group of Sherman & Howard, LLC
Bryan Stillwagon is an Associate in the Labor & Employment Group of Sherman & Howard, LLC in Atlanta. His experience covers a broad spectrum of issues affecting the employer-employee relationship. In addition to defending employers against numerous claims brought by plaintiffs and the EEOC under Title VII, the ADEA, and the ADA; Mr. Stillwagon has spent significant time advising and defending clients in exempt status and independent contractor matters under the FLSA on both an individual and collective action basis. He was listed in Georgia Trend’s 2013 Legal Elite and has co-authored numerous articles including “Customer’s Harassment of Waitstaff Serves up Lawsuit for Restaurant”, Georgia Restaurant Association Knowledge Center and “How Much Leave is Enough? Reasonable Accommodation, Undue Hardship, and the Intersection of the FMLA and the ADA,” Employee Relations Law Journal. He is admitted to practice in Georgia and is a member of the State Bar of Georgia, the Atlanta Bar Association, the American Bar Association, the Georgia Hotel & Lodging Association, and the Georgia Restaurant Association. Mr. Stillwagon earned his J.D., cum laude, from the University of Georgia School of Law and his B.A. in International Affairs with a minor in Spanish, summa cum laude, from the University of Georgia.
Ms Di Ann Sanchez,
DAS HR Consulting LLC
Di Ann Sanchez, PhD, SPHR, SHRM-SCP is the founder of DAS HR Consulting LLC, a HUB certified firm focused on creative and non-traditional Human Resources programs and services. Ms. Sanchez has over 30 years of experience and has held executive Human Resources positions with both private and public companies. She has extensive experience in: Compensation, Benefits Planning, Recruiting, Retention Strategies, Diversity, Compliance Training, Succession Planning, Talent Management, Shared Services, HR Technology, Employee and Labor Relations, HR Audits, DiSC Assessments, and Strengths Training. She received her Bachelor’s Degree from the University of California at Los Angeles, her Master’ Degree in Organizational Management from the University of Phoenix, and her PhD in Organizational Management and Human Resources from Capella University.
The researcher believes that anyone currently involved in human resources, or anyone wanting to become involved, would benefit by par ticipating in this program. For those new in the field, this program will provide an extremely valuable foundation and the skills necessary for a successful career in human resources. For those already in the field, this program will provide an excellent overview, as well as new insights regarding many aspects of human resources.
REPRESENTATIVE TITLES OF PARTICIPANTS
- Administrative Assistant
- Business Services Manager
- Employee Relations
- Employment Manager
- Executive Assistant
- Human Resources Representative
- Human Resources Assistant
- Human Resources Associate
- Human Resources Supervisor
- Human Resources/Payroll
- Senior Recruiter
- Staffing Specialist
- Vice President Human Resources
- Onboarding Consultant
Courtyard Nashville Downtown
170 4th Ave N,
This modern hotel in a historic high-rise is a 2-minute walk from the Ryman Auditorium, home of the Grand Ole Opry, and a 9-minute walk from Metro Riverfront Park.
Contemporary rooms offer free WiFi and flat-screen TVs, plus desks, minifridges and coffeemakers. Some rooms feature whirlpool tubs, and suites add living areas and pull-out sofas.
Social spaces include a living room-style lobby. The American restaurant serves breakfast and dinner, as well as all-day drinks and Starbucks coffee. Other amenities include an exercise room and a business center, plus 6 meeting rooms.