ON-DEMAND – CERTIFICATE IN ESSENTIALS OF HUMAN RESOURCE MANAGEMENT SEMINAR
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.
Seminar Tuition: $2,375
The Certificate in Essentials of Human Resource Management Seminar is divided into two separate “blocks”. You can choose to attend a single block or both. Please remember, to earn a certificate you must complete both blocks within a two year period.
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 Standard Act (wage-hour, overtime, child labor)
- Occupational Safety & Health Act
- Family & Medical Leave Act
Labor Law – The National Labor Relations Act
- Worker’s Compensation
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 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
- 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.
Learn more about the seminar.
IAML’s faculty is a veritable “who’s who” of leading attorneys and consultants with excellent academic credentials and extensive real world experience. Each member has enjoyed high ratings for their presentation skills and is an industry thought leader who inspires and shares our focus of ensuring the highest quality training programs available.
“This was a great program! One of the most useful programs I have attended in a long time. Instructors were awesome!”Dean Goodwin
“The seminar was very good. It covered a lot of pertinent information. I felt I learned quite a bit that will have an immediate impact on my job.”Bobbi Britton
“Di Ann Sanchez was truly inspiring. She gave me the energy that I needed to continue in the field of HR. I would recommend her session to entry level HR professionals as well as a refresher for seasoned professionals.”Patrice Terrell
“Both facilitators were excellent! I will be able to use key learning tools from the seminar immediately within my organization. Thank you again for another awesome course!”Michi Eaton
SHRM has pre-approved this seminar for Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications.
IAML is a recognized provider of recertification credits. HR Certification Institute® has pre-approved these programs towards aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification.
IAML certifies that this activity conforms to the standards for approved education activities prescribed by the minimum continuing legal education rules and regulations of the states listed below.
Credit hours are based on attendance in the full seminar. For credit information for partial program attendance or if you don’t see what you’re looking for, please email us or call 949-760-1700.
Society of Human Resource Management (SHRM)
The Institute for Applied Management & Law, Inc. is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This 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.
Continuing legal education (additional fees for CLE application and/or reporting fees may apply):
Alaska Bar members may claim credit for attendance at CLE programs offered in or from other jurisdictions if the program has been accredited by another CLE jurisdiction (which includes California.) The State Bar of California has approved this program for 13 hours.
The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 13 hours toward your annual CLE requirement for the State Bar of Arizona.
The Supreme Court of Arkansas Office of Professional Programs has approved this 4½ day seminar for 13 hours.
This 4½ day activity has been approved for Minimum Continuing Legal Education credits by the State Bar of California in the amount of 13 credit hours. IAML certifies that this activity conforms to the standards for approved education activities prescribed by the rules and regulations of the State Bar of California governing minimum, continuing legal education.
Florida Bar members may claim credit for attendance at CLE programs offered in or from other jurisdictions if the program has been accredited by another MCLE jurisdiction (which includes California.) This program has been approved by the State Bar of California for 13 hours. Florida credits are based on a 50-minute hour; therefore, this 4½ day course is eligible for 15.5 MCLE credit hours.
Attorneys licensed in Hawaii who attend a course that has been approved for credit by a Hawaii State Bar approved jurisdiction (which includes California) may claim the CLE credits from the course or activity without seeking prior Board approval for the course or activity. This 4½ day program has been approved by the State Bar of California for 13 hours.
Maine attorneys are eligible to receive 13 credit hours for this 4½ day program through Maine’s reciprocity provision that allows credit hours for courses or activities approved by another MCLE state (which includes California) and certified by that state’s CLE regulatory authority will be accepted for identical credit by the Board of Overseers of the Bar in Maine.
The Mississippi Commission on CLE has approved this 4½ day seminar for 13 MCLE credit hours.
This 4½ day course has been approved by the Missouri State Bar for 15.9 hours.
NHMCLE does not approve or accredit CLE activities for the New Hampshire MCLE requirement. IAML believes this course meets the requirements of New Hampshire Supreme Court Rule 53 and may qualify for 780 minutes (13 hours) toward the annual NHMCLE requirement. New Hampshire attendees must self-determine whether a program is eligible for credit, and self-report their attendance.
Attorneys licensed in New Jersey who attend an out-of-state CLE course that has been approved for credit by a New Jersey State Bar approved jurisdiction (which includes California) may claim the CLE credits from the course or activity without seeking prior Board approval for the course or activity. Block I of this program has been approved by the State Bar of California for 13 hours.
An attorney completing an eligible Approved Jurisdiction course (which includes California) may claim 15.5 hours of New York CLE credit in accordance with the requirements of the Program Rules, Regulations and Guidelines. This program has been approved by the State Bar of California.
Block I of this course has been submitted to the North Carolina State Bar Board of Continuing Legal Education for 13 hours.
Block I of this seminar has been approved by the Supreme Court of Ohio Commission on Continuing Legal Education for 13 hours.
Block I of this seminarhas been approved for Minimum Continuing Legal Education credit by the State Bar of Pennsylvania in the amount of 13 credit hours. IAML certifies that this activity conforms to the standards for approved education activities prescribed by the rules and regulations of the State Bar of Pennsylvania governing minimum continuing legal education.
Block I of this course has been approved by the Tennessee Commission on Continuing Legal Education & Specialization for 13 credit hours.
Block I of this course has been submitted to the Vermont Supreme Court Board of Bar Examiners for 13 credit hours.
Block I of this course has been submitted to the Supreme Court of Wisconsin Board of Bar Examiners for 15.5 credit hours.
YOUR SATISFACTION IS GUARANTEED
We're confident you're going to find this program to be highly beneficial and a fantastic use of your training budget! If, for any reason, you aren't completely satisfied, we will reimburse your tuition costs.
The fee for the full Certificate in Essentials of Human Resource Management Seminar is $2,375.
The fee includes extensive, specially prepared seminar materials, program-specifiC discussion boards with direct access to your instructors and access to the recorded sessions for a full year. Registration fees for those wishing to enroll in only portions of the seminar are:
- Block I: $1,050
- Block II: $1,475
While registrations may be accepted within the two weeks prior to the beginning of the seminar, we suggest that you call IAML to confirm space availability.
Are you eligible for a discount?
Once an organization has registered a representative for any full Certificate in Essentials of Human Resource Management Seminars, subsequent registrants from the same organization who attend any IAML seminar or conference are entitled to a discount. A $200 discount will be given for each subsequent full program registrant. A $50 discount will be given for each subsequent partial program registrant.
Discounts must be requested at the time of registration and are not combinable with other discount offers.
Very attractive discounts are available to organizations which enroll 5 or more participants to IAML seminars in any 12 month period. Participants do not necessarily need to attend at the same time.