For a comprehensive overview of all facets of human resource management, nothing surpasses this popular program. This 4day seminar (divided into two blocks of instruction) provides a balanced and practically oriented foundation in critical human resource subjects including legal aspects of HR management; hiring strategies; training; and compensation practices. Designed for entrylevel HR professionals, this is the perfect seminar for anyone seeking "onestop" efficiency in getting a complete grounding in human resources management.
Block I: 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
Harassment (including sexual harassment)
How Discrimination is Proven
Direct evidence ("smoking guns")
Specific Laws/Rules Regarding Employment Termination
Public policy discharge
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
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
Objective vs. subjective criteria
Workplace diversity issues
Drug testing/medical evaluations
Managing, Training and Supervising Employees
What is/is not "harassment" on the job
The importance of good communication
Job assignments/onerous work/overtime
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
Requests for a job reference/defamation risks
Block II: Human Resources Management (Wednesday-Friday)
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
Performance management which focuses on how employees perform their jobs
Mergers and acquisitions
Types of training deliveries, assessments, and learning styles
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:
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.
Are there discounted room rates at the seminar hotel? Yes. These rooms are available on a first-come, first served basis. The discounted rate will always expire 35 days prior to the program start date, or when sold out, whichever comes first. If you attempt to make a hotel reservation and the group rate is no longer available, please call IAML, we may be able to assist you with arrangements.
When will I receive confirmation of program registration? Confirmations are sent via e-mail, usually within 48 hours of receipt of your registration.
What are the seminar hours? 8:00 a.m. - 4:00 p.m. Monday-Thursday and 8:00 a.m. - 12:00 p.m. Friday.
What is the dress code? Business attire is not necessary. We recommend that you dress casually and comfortably and anticipate varied temperatures in the meeting rooms.
Will I receive a Certificate of Completion? Yes, if you complete the full 4 1/2-day seminar you will receive a certificate approximately four weeks after the seminar ends.
Can I earn Continuing Education Credit? Yes, this seminar has been approved for 29.75 credit hours by the HR Certification Institute and the Society for Human Resource Management. You can submit your seminar attendance to a variety of other organizations such as IFEBP and WorldatWork.
Is homework assigned or are tests given during the seminar? No.
Are there group events or entertainment? No, but IAML does host a reception after the first day of the program. This provides you with an opportunity to chat with your colleagues, instructor(s) and IAML representatives. Your evening hours and travel days are your own to enjoy in the many exciting locations at which programs are held.
Does the registration fee include travel, food or lodging? Your registration fee includes a specially prepared manual; coffee and soft drink breaks; and a reception the first evening. You are responsible for your own travel, lodging, meals and incidental expenses.
What is the cancellation policy? Participants will receive a full refund of their registration fee if they contact Evenbrite.com at least two weeks prior to the seminar start date.
Can I transfer to a different seminar location or date after I've registered for a program? Yes, providing you contact Eventbrite at least two weeks in advance of the seminar start date. Transfers requested less than two weeks will be assessed a $150.00 fee.
Can one of my associates substitute for me if I am unable to attend? Yes, please call IAML with the substitution information as soon as possible.
Can we have this seminar delivered at our location? Yes. IAML offers customized on-site training seminars. For more information, please review our website (www.iaml.com) or call us at 949-760-1700.
Wayne W. Williams, Esq., Attorney, Law Offices of Wayne W. Williams
is an attorney in private practice in Colorado Springs, as well as the Colorado Secretary of State. His practice includes employment discrimination and wrongful discharge litigation, employment law advice, traditional labor law and wage and hour law. Mr. Williams is a member of the Employment and Labor Relations Law Section of the ABA. He received his J.D. degree from the University of Virginia where he was on the editorial board of the Journal of Law and Politics. He was appointed to the National Association of Counties Labor and Employment Steering Committee. He earned a B.A. from Brigham Young University and J.D. from the University of Virginia School of Law.
Cyndi Ramirez Ryan, SPHR, Founder and Principal Consultant, MAS Talent Human Resources
Ms. Ryan provides strategic and tactical HR services on a project-based, interim or contract basis. Ms. Ramirez Ryan is able to draw upon her extensive experience leading human resources functions across a variety of industries to provide broad insight and deliver innovative solutions for organizations of all sizes. She specializes in solutions that engage employees, develops talent, and strategically aligns human capital approaches with business needs. Her areas of specialty include: Human Resources Expertise, Executive Coaching, Diversity & Inclusion and Leadership Development Facilitation. Prior to starting her own firm, she was the Chief Diversity Officer at Baylor Scott & White Health. She is currently an Executive Advisor & Coach at the SMU Cox School of Business. She holds a BBA in Human Resource Management from Texas Womans University and a MBA in Human Resources Management from the University of Dallas.
Di Ann Sanchez, PhD, SPHR, SHRM-SCP, Founder, DAS HR Consulting LLC
Ms. Sanchez's HUB certified firm focuses on creative and non-traditional Human Resources programs and services. Ms. Sanchez has over 25 years of experience and has held executive Human Resources positions with both private and public companies. She has extensive experience in: Compensation, Benefits Planning, Recruiting, Retention Strategies, Diversity, Compliance Training, Succession Planning, Talent Management, Shared Services, HR Technology, Employee and Labor Relations, HR Audits, DiSC Assessments, and Strengths Training. She received her Bachelors Degree from UCLA, Master Degree in Organizational Management from the University of Phoenix, and her Ph.D. in Organizational Management and Human Resources from Capella University. She is an Assistant Professor at Amberton University.
Jul 15, 2019