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American Management Association

Fundamentals of Human Resources Management

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Next dates

May 30—31
2 days
Arlington, Washington, United States
USD 2345
USD 1172 per day
Jun 10—11
2 days
Atlanta, Georgia, United States
USD 2345
USD 1172 per day
Jun 24—25
2 days
Boston, Massachusetts, United States
USD 2345
USD 1172 per day
+10 more options

Description

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

How You Will Benefit

  • 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

What You Will Cover

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 is a Blended Learning Seminar

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.

Outline

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

Who should attend

HR practitioners with less than three years’ experience; non-HR practitioners with HR responsibilities; more experienced HR professionals seeking a fast-paced review of the role of HR in today’s rapidly-evolving workplace.

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