Fundamentals of Human Resources Management

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