Certificate in Essentials Of Human Resource Management Seminar (Nashville, Tennessee, United States - September 15-19, 2025)- Product Image

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Certificate in Essentials Of Human Resource Management Seminar (Nashville, Tennessee, United States - September 15-19, 2025)

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Training
5 Days
Location: Nashville, Tennessee, United States
Sept 15th 08:00 - Sept 19th 12:00
Institute for Applied Management and Law
ID: 6111076

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 who are new to the human resources field 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.

Society of Human Resource Management (SHRM)

This 4½ day program has been approved for 29.75 PDCs.

HR Certification Institute (HRCI)

This program has been approved for 29.75 hours of (HR (General)) recertification credit towards aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HRCI.

Course Content

Block 1 - 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 Standards Act (wage-hour, overtime, child labor)
Occupational Safety & Health Act
Family & Medical Leave Act

Labor Law - The National Labor Relations Act

Miscellaneous

Worker’s Compensation
COBRA
ERISA
WARN

Potential Personal/Individual Liability of the Manager/SupervisorSafety 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

Evaluating/Appraising 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 2 - Human Resource Management (Wednesday - 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.

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
Training
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
Benchmarking
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.

Speakers

Brenda K. Heinicke, Esq.
Founder at the Law Offices of Brenda K. Heinicke

Cyndi Ramirez Ryan, SPHR
Founder at MAS Talent Human Resources

Di Ann Sanchez, PhD, SPHR, SHRM-SCP
Founder at DAS HR Consulting

Bryan Stillwagon, Esq.
Partner at Thompson Hine, LLP

Gregg Jay Tucek, Esq.
Attorney & Vice President at Bashas’, Inc.

Wayne W. Williams, Esq.
Founder at the Law Offices of Wayne W. Williams

Location

ADDRESS

Nashville, Tennessee
United States

Venue to be announced shortly.

Society of Human Resource Management (SHRM)

HR Certification Institute (HRCI)

Course Content

Speakers

Location

ADDRESS

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