Rapidly changing workplace initiatives, legal landscapes, technology and workplace culture require HR professionals to think beyond organizational policies; HR must be strategic in ways that benefit the organization and prove a Return on Investment (ROI).
The program consists of five weekly sessions that are three hours in length. All of the sessions are facilitated discussions that feature a high degree of participant interaction. Participants are asked to define one major goal to complete (e.g., update a program, develop an initiative, solve an employee issue) by course end so that they can benefit from the facilitated discussions in completing that goal. Participants are also strongly encouraged to make room in their work schedule during the five weeks to implement what they learn.
|Sessions & Topics
|Session 1: Strategic Human Resource Management
Learn the first steps in taking your HR practices from administrative to strategic.
Determine the human resources challenges that are most important to your organization.
Gain a strong understanding of HR as part of organizational strategy.
Assess the integration of your organization's mission and culture into your human resource management practies.
Review your organization's potential exposure to fines, lawsuits, and other risks associated with human resources issues.
Minimize risk with an HR audit.
Identify external partnerships (nonprofits, labor attorneys, HR consultants, etc.) that will allow you to manage human resources more effectively.
|Session 2: Recruitment and Selection
Avoid hiring people just because they are warm bodies- gain essential knowledge for successfully recruiting the right person for your organization.
Learn how to evaluate current staffing needs against future needs.
Using job analysis as your first step, create job descriptions that improve your ability to recruit and select good employees.
Develop behavior based interview questions and discuss appropriate interview types.
Identify the essential elements of a successful recruitment strategy.
Successfully assist employees in exiting your organization.
|Session 3: Employee Development
Develop a strong understanding of how to invest time in employee training and development- sothat your employees are top performers.
Evaluate your organization’s on-boarding program.
Identify the criteria for a successful performance management process.
Choose the right kind of training to meet employee skill gaps.
Measure training effectiveness
Identify resources and strategies to maximize employee development on a limited budget.
Develop a sample employee development plan.
|Session 4: Benefits and Compensation
Drive employee performance even further by building a compensation, benefits, and rewards system that promotes employees' enthusiasm about their work.
Apply the criteria for correctly classifying employees as exempt or non-exempt.
Address compliance with meal and break period laws.
Identify the factors to consider when setting employee compensation levels.
Identify benefits and rewards that build employee engagement and how to implement them.
Understand 7 factors that promote employee engagement beyond benefits and rewards and determine where your organization can improve.
Assess employee engagement and evaluate your organization's employee benefits program.
|Session 5: Employee Relations
Navigate HR challenges with confidence, and within legal guidelines.
Determine the steps necessary to effectively manage a poorly performing employee.
Detect negative behavior.
Discuss best practices in handling employee grievances.
Learn how to educate your managers and supervisors on how to avoid legal or employee relations issues.
Who Should Attend
This course best serves:
- HR professionals who find themselves managing HR as part of many other functions
- The accidental HR Manager
- Professionals new to HR
- HR Assistants and Coordinators
- Complete an application
- Attend ALL five sessions
- Establish a specific goal to achieve over the duration of the course
How much does it cost?
EARLY BIRD Rates- Register ON or BEFORE March 18, 2015
Sweet Deal Members, $300.00
Not-Yet Members, $450.00
Register after March 18, 2015
Sweet Deal Members, $350.00
Not-Yet Members, $500.00
CATHERINE MATTICE served as the Director of Education, Compliance & Business Development at a local non-profit organization and has gained extensive experience in human resources, training and development, and community education. She left that organization to venture out and start Catherine Mattice Consulting and NoWorkplaceBullies, consulting firms focused on formal communication processes, internal relationships, successful new employee integration, strategic organizational culture shifts and healthy workplaces. Catherine holds a Bachelors and Masters degree in Organizational Communication from San Diego State University, is currently an adjunct lecturer at National University and ITT Technical Institute, frequently appears on the local news as a human capital management expert, and has published articles nationwide.