American Management Association

Fundamentals of Human Resources Management

Available dates

Nov 14—15, 2019
2 days
San Francisco, California, United States
USD 2345
USD 1172 per day
Dec 18—19, 2019
2 days
New York, New York, United States
USD 2345
USD 1172 per day
Feb 3—12, 2020
Online
USD 2345
+5 more options

Disclaimer

Coursalytics is an independent platform to find, compare, and book executive courses. Coursalytics is not endorsed by, sponsored by, or otherwise affiliated with American Management Association.

Full disclaimer.

About the course

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.

Course reviews

Downloadable files