Language: English
Short Description: Human Resources Managers plan, direct, and coordinate the administrative functions of an organization. They oversee recruiting, interviewing, and hiring of new employees; consult with top executives on strategic planning; and serve as a link between an organization's management and its employees. HR Managers are vital members of any organization's team by working with more than just employees as they deal with the organization’s legal team, go to unemployment hearings or work-related court issues, deal with unions, etc. Human Resources Managers have a multitude of duties including training, interviewing, hiring/firing, planning and hosting employee and company events, and many other related activities that keep them extremely busy. With the high, competitive salary, human resources management is a challenging and rewarding career path.
What’s in this program? To prepare you for this vitally important role, and the certification exams you’ll need to pass, this program teaches you how to interview and select employees, and how to influence your human resources department to create strategic partnerships with individuals and other departments within your company. To accomplish this, we teach you powerful interpersonal communication skills, you’ll learn how to collaborate in problem solving, and we offer proven paths to help you steer your company to becoming a high-performance organization. This program will dive into the depths of resolving conflict and managing difficult employee situations while providing a look at time management and the best practices for a successful manager. This program will also give a review of how to successfully search for employment and provide tips for standing out from the crowd during the interview process. The certification prep part of this is designed to provide a fun and engaging opportunity to prepare for the revised Professional in Human Resources (PHR) and Senior Professional in Human Resources (SPHR) certification exams through HRCI. **NOTE: To sit for the PHR certification exam you must meet education and experience requirements. Please visit the HRCI.org for detailed requirement information.**
Summary: This is a VERY desirable field to be in with fantastic salary.
Instructor Description: Though this program is a self-paced program it is supported by an educational mentor. Educational mentors are subject matter experts who have years of experience in their field as well as the necessary educational training and credentials to work as an expert. The mentor is available to answer any questions a learner may have including questions on course content, course material, certifications, and even industry questions. Mentors also monitor the progress of learners to ensure training retention and program advancement. In eLearning, motivation is a key tool to success. Because of this, mentors provide encouraging comments, feedback, and coaching to motivate learners throughout the duration of the program to support completion and success!
Certification: Advance your HR career by earning the Professional in Human Resources® (PHR®) from HR Certification Institute® (HRCI®). The PHR demonstrates your mastery of the technical and operational aspects of HR management, including U.S. laws and regulations. The PHR is for the HR professional who has experience with program implementation, has a tactical/logistical orientation, is accountable to another HR professional within the organization, and has responsibilities that focus on the HR department rather than the whole organization.
To be eligible for the PHR you must meet one of the following conditions for education and experience:
Have at least one year of experience in a professional-level HR position + a Master’s degree or higher,
Have at least two years of experience in a professional-level HR position + a Bachelor’s degree, OR
Have at least four years of experience in a professional-level HR position + a high school diploma.
Each state may have additional licensing requirements, be sure to research your states requirements for employment by visiting your states occupation board.
Requirements
All required reference materials are provided with this program. Technical requirements:
Internet Connection
• Broadband or High-Speed (DSL, Cable, Wireless)
Hardware Requirements
• Processor - 2GHz Processor or Higher
• Memory - 1 GB RAM Minimum Recommended
Software Requirements
• Operating Systems - Windows 7, 8 or 10; Mac OS x 10 or higher
• Microsoft Office 2007, 2010 or 2013 or a Word Processing application to save and open Microsoft Office formats (.doc, .docx, .xls, .xlsx, .ppt, .pptx)
• Internet Browsers - Google Chrome is highly recommended
• Cookies MUST be enabled
• Pop-ups MUST be allowed (Pop-up Blocker disabled)
• Adobe PDF Reader
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Lesson 1
Module 1 - Overview of Human Resource Management
• Explain what HRM is and how it relates to the management process
• Propose appropriate HRM-related steps required to set up an HR department
• Recommend HRM functions for HR managers to manage their teams
• Analyze how the HR functions contribute to the success and failure of the working of an organization
• Explain the importance of a strategy-oriented HR system
• Outline the steps in the strategic management process
• Explain the steps in the HR Scorecard approach to creating HR systems
Module 2 - Employee Recruitment and Placement
• Identify the key jobs for each unit within the organization
• Use methods, such as interviews, questionnaires, and observation, to collect job analysis information
• Write job descriptions, including summaries and job functions, using the Internet and traditional methods
• Explain the techniques used in employment planning and forecasting
• List the internal and external sources of candidates
• Identify the steps to recruit job candidates effectively
• Develop a strategy to advertise the available positions
• Identify screening methods for hiring
• Explain the key points in conducting background investigations
• Develop criteria for evaluating each candidate's scores, responses, and credentials
• Create and implement interview questions for candidates
Module 3 - Training and Development
• Identify the role of new employee orientation
• Describe the basic training and development process
• Identify opportunities to use employee development to retain employees
• Describe the importance and use of the performance appraisal process
• Identify the problems that should be avoided in appraising performance of employees in an organization
• Identify the advantages and disadvantages of using the various appraisal methods
• Describe the guidelines to conduct an effective performance appraisal interview
• Compare employers' traditional and career planning-oriented HR focuses
• Explain the employee's, manager's, and employer's career development roles
• Identify the issues to consider when making promotion decisions
• Describe methods for enhancing diversity through career management
Module 4 - Employee Compensation and Benefits
• Explain the process of establishing pay rates
• Evaluate the differences in compensating managerial and professional jobs
• Outline the steps involved in developing effective financial incentive plans for different types of employees in an organization
• Describe the role of employee benefit plans and services in employee retention and increased productivity
Module 5 - Employee Relations
• Describe the main features of employment discrimination laws
• Describe the main features of the collective bargaining process
• Describe the key components of the grievance procedure
• Describe the basic facts about OSHA
• Identify the role of a manager in minimizing unsafe acts by employees
• Describe the importance of ethical behavior at work
• Analyze the role of HRM in improving workplace ethics, employee discipline and privacy, and managing dismissals
• List the important factors in managing employee dismissals effectively
Module 6 - Global HR Management
• List the HR challenges of international business
• Illustrate how inter-country differences affect HR management
• Describe ways to improve international assignments through effective HR practices
• Describe how to staff, train, and manage international employees
Module 7 - Introduction to Human Resources
• The Human Resource Profession
• Human Resource Body of Knowledge
• Certification
• Preparing for the Exam
• Needs Assessment & Analysis
• Third Party Contracts
• Communication Strategies
• Andragogy (Adult Learning Theories)
• Motivation Theories
• Workplace Diversity
• HR Code of Ethics
• Job Analysis vs. Job Description
• HR Metrics & Uses
Module 8 - Business Management & Strategy
• Organizations
• Business Functions
• Business Continuity
• Strategic Planning
• Human Capital Management Plan
• Change Management
• HR's Role in Managing Change
• HR's Role in the Organization
• Steps in the Legislative Process
• Regulatory Processes
Module 9 - Workforce Planning & Employment
• Strategic Workforce Planning
• Staffing Programs
• Succession Planning
• Affirmative Action
• Job Analysis
• Recruitment Methods
• Selection Procedures
• Immigration Policy
• Post-Hire Activities
• Organization Exit/Off-Boarding
Module 10 - Human Resource Development
• Federal Employment Legislation
• Talent Management
• Training & Development
• Adult Learning
• Leadership
• ADDIE Model
• Training Evaluation
• Performance Management
• Performance Appraisal
• Organization Development vs. Change Management
Module 11 - Compensation & Benefits
• FLSA Provisions
• Total Rewards Programs
• Compensation
• Job Evaluation Process
• Payroll
• Benefits Options
• Mandatory Benefits
• Communicating Compensation & Benefits Programs
• Salary Surveys
• FMLA Leave
• Executive Compensation
Module 12 - Employee/Labor Relations & Risk Management
• Federal Employment Legislation
• Employee Relations
• Dispute Resolutions
• Labor Relations
• Union Organization
• Union Avoidance Strategies
• Risk Identification
• Risk Assessment
• Risk Management
• Health & Safety Programs & Legislation
• Business Continuity Plans
• Emergency Response Plans
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