HR Function 5 Day Course Outline

<body topmargin=0 leftmargin=0 marginheight=0 marginwidth=0> <table cellpadding=0 cellspacing=0 border=0 height="100%"><tr> <td valign="top" width=20% BGCOLOR="#FFFFFF" TEXT="#080000"> <div> <B><IMG SRC="ecc6a390.jpg" border=0 width="106" height="57" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></B></div> <div> <B>Home</B></div> <bR> <div> <B>Specialized Employer Services</B></div> <bR> <div> <B>The HR Function Course Outline</B></div> <bR> <bR> <div> <A HREF="interviewing_and_selection.htm" TARGET="_top" TITLE="Interviewing and Selection"><U><B>Interviewing and Selection</B></U></A></div> <div> <A HREF="workforce_management_for_executives_and_supervisors___a_quick_course.htm" TARGET="_top" TITLE="Workforce Management For Executives And "><U><B>Workforce Management For Executives And Supervisors - A Quick Course</B></U></A></div> <div> <A HREF="the_human_resource_function.htm" TARGET="_top" TITLE="The Human Resource Function"><U><B>The Human Resource Function</B></U></A></div> <div> <A HREF="recruiting_and_retention__tactics_for_the_21st_century.htm" TARGET="_top" TITLE="Recruiting And Retention Tactics For The"><U><B>Recruiting And Retention- Tactics For The 21st Century</B></U></A></div> <div> <A HREF="corrective_and_effective_counseling_.htm" TARGET="_top" TITLE="Corrective And Effective Counseling "><U><B>Corrective And Effective Counseling </B></U></A></div> <div> <A HREF="sexual_harassment___investigation_and_prevention.htm" TARGET="_top" TITLE="Sexual Harassment Investigation and Pre"><U><B>Sexual Harassment - Investigation and Prevention</B></U></A></div> <div> <A HREF="the_family_medical_leave_act.htm" TARGET="_top" TITLE="The Family Medical Leave Act"><U><B>The Family Medical Leave Act</B></U></A></div> <div> <B><IMG BORDER="0" SRC="Symb075c00b700a0bf000000.gif" HEIGHT="11" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">HR Function 5 Day Course Outline</B></div> <bR> <bR> <bR> <bR> </td> <td valign="top" BGCOLOR="#FFFFFF" TEXT="#080000"> <div> <IMG SRC="ecd87490.jpg" border=0 width="135" height="73" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></div> <div> <B>Your Workforce Management Professionals</B><FONT SIZE="1" COLOR="#000000" FACE="Arial" >SM</FONT></div> <bR> <div> THE HUMAN RESOURCE FUNCTION  - Course Outline</div> <bR> <div> This comprehensive 5-day program covers all functional areas of the human resources providing operational information and guidance for individuals newly charged with HR responsibilities or wishing to expand their HR current skill set.  An abbreviated 1-day overview is also available covering the critical aspects of each functional area for those new to the profession wishing to understand HR's role within the organization.</div> <bR> <div> I. MANAGEMENT PRACTICES</div> <bR> <div> A. Role of HR in Organizations</div> <bR> <div> 1. HR Roles: Advisory/Counselor, Consultant, Service, Control</div> <div> 2. Change Agent Role/Reengineering and Facilitating Both Content & Process</div> <div> 3. HR's Role in Strategic Planning</div> <div> 4. HR Generalist and HR Specialist Roles</div> <div> 5. Effects of Different Organizational Contexts and Industries on HR Functions</div> <div> 6. HR Policies and Procedures</div> <div> 7. Integration and Coordination of HR Functions</div> <div> 8. Outsourcing the HR Functions</div> <bR> <div> B. Human Resource Planning</div> <bR> <div> 1. Environmental Scanning</div> <div> 2. Internal Scanning</div> <div> 3. Human Resources Inventory</div> <div> 4. Human Resource Information Systems</div> <div> 5. Action Plans and Programs</div> <div> 6. Evaluation of Human Resource Planning</div> <bR> <div> C. Organizational Design and Development</div> <bR> <div> 1. Organizational Structures</div> <div> 2. Organizational Development</div> <div> 3. Diagnosis and Intervention Strategies: Action Research, Sensing,</div> <div> Team Building, Goal Setting, Survey Feedback, Strategic Planning, Visioning,</div> <div> Sensitivity Training (T-Groups), Grid Training</div> <div> 4. Role of Organizational Culture in Organizational Development</div> <div> 5. Role of International Culture in Organizational Development</div> <div> 6. Organizational Development in Response to Technological Change</div> <bR> <div> D. Budgeting, Controlling, and Measurement</div> <bR> <div> 1. HR Budgeting Process</div> <div> 2. HR Control Process</div> <div> 3. Evaluating HR Effectiveness</div> <bR> <div> E. Motivation</div> <bR> <div> 1. Motivation Theories</div> <div> 2. Applying Motivation Theory in Management</div> <bR> <div> F. Leadership</div> <bR> <div> 1. Leadership Theories</div> <div> 2. Effect of Leadership in Organizations</div> <div> 3. Leadership Training</div> <bR> <div> G. Quality and Performance Management/ TQM</div> <bR> <div> 1. Performance Planning: Identifying Goals/Desired Behaviors</div> <div> 2. Setting and Communicating Performance Standards</div> <div> 3. Measuring Results and Providing Feedback</div> <div> 4. Implementing Performance Improvement Strategies</div> <div> 5. Evaluating Results</div> <bR> <div> H. Employee Involvement Strategies</div> <bR> <div> 1. Work Teams</div> <div> 2. Job Design and Redesign</div> <div> 3. Employee Ownership/ESOPs</div> <div> 4. Employee Suggestion System</div> <div> 5. Participative Management</div> <div> 6. Alternative Work Schedules</div> <div> 7. Role of HR in Employee Involvement Programs</div> <bR> <div> I. HR Research</div> <bR> <div> 1. Research Design and Methodology</div> <div> 2. Quantitative Analysis</div> <div> 3. Qualitative Research</div> <bR> <div> J. International HR Management</div> <bR> <div> 1. Cultural Differences</div> <div> 2. Legal Aspects of International HR</div> <div> 3. Expatriation and Repatriation</div> <div> 4. Issues of Multinational Corporations</div> <div> 5. Compensation and Benefits for Foreign Nationals and Expatriates</div> <div> 6. The Role of HR in International Business</div> <bR> <div> K. Ethics</div> <bR> <div> 1. Ethical Issues</div> <div> 2. Establishing Ethical Behavior in the Organization</div> <bR> <div> II. GENERAL EMPLOYMENT PRACTICES</div> <bR> <div> A. Legal & Regulatory Factors: Definitions, Requirements, Proscribed Practices, Exemptions, Enforcement, Remedies, & Case Histories</div> <bR> <div> 1. Title VII of the Civil Rights Act (1964) as Amended (1972, 1991)</div> <div> 2. Age Discrimination in Employment Act (1967) as Amended</div> <div> 3. Health, Medical, & Rehabilitation Statutes (e.g., Vocational Rehabilitation Act,  Pregnancy Discrimination Act, Americans with Disabilities Act, Family &</div> <div> Medical Leave Act, HMO Act, etc.)</div> <div> 4. Vietnam-era Veterans Readjustment Act (1986)</div> <div> 5. Immigration Reform and Control Act (1986) as Amended (1990)</div> <div> 6. Employee Polygraph Protection Act (1988)</div> <div> 7. Uniform Guidelines on Employee Selection Procedures</div> <div> 8. Worker Adjustment and Retraining Notification Act (1988)</div> <div> 9. North American Free Trade Act</div> <div> 10. Common Law Tort Theories</div> <div> 11. Copyright Statutes</div> <div> 12. Compensation Laws and Regulations</div> <div> 13. Consumer Credit Protection Act: Wage Garnishment (1968), Fair Credit Reporting (1970)</div> <div> 14. Social Security/Retirement Legislation (e.g., ERISA)</div> <div> 15. COBRA (Consolidated Omnibus Budget Reconciliation Act (1990)); Omnibus Budget Reconciliation Act (1993)</div> <div> 16. Workers' Compensation and Unemployment Compensation Laws and Regulations</div> <div> 17. Legal and Regulatory Factors Affecting Employee and Labor Relations (E.g., NLRA, Taft-Hartley, Landrum-Griffin, etc.)</div> <div> 18. Federal Health, Safety, and Security Legislation (e.g., OSHA)</div> <bR> <div> B. Job Analysis, Job Description, and Job Specification</div> <bR> <div> 1. Methods of Job Analysis</div> <div> 2. Types of Data Gathered in a Job Analysis</div> <div> 3. Uses of Job Analysis</div> <div> 4. Job Descriptions</div> <div> 5. Job/ Position Specifications</div> <div> 6. Validity & Reliability of Job Analysis, Job Description, & Job Specification</div> <bR> <div> C. Individual Employment Rights</div> <bR> <div> 1. Employment-At-Will Doctrine</div> <div> 2. Exceptions to Employment-At-Will</div> <div> 3. Common Law Tort Theories</div> <div> 4. Job-As-Property Doctrine</div> <div> 5. Non-Compete Agreements</div> <bR> <div> D. Performance Appraisals</div> <bR> <div> 1. Performance Measurement-The Criterion</div> <div> 2. Criterion Problems</div> <div> 3. Documenting Employee Performance</div> <div> 4. Category Rating Appraisal Methods</div> <div> 5. Comparative Appraisal Methods</div> <div> 6. Narrative Appraisal Methods</div> <div> 7. Special Appraisal Methods: MBO, BARS, BOS</div> <div> 8. Types of Appraisals</div> <div> 9. Rating Errors</div> <div> 10. Appraisal Interview</div> <div> 11. Linking Appraisals to Employment Decisions</div> <div> 12. Legal Constraints on Performance Appraisal</div> <div> 13. Documentation</div> <bR> <div> E. Workplace Behavior Problems</div> <bR> <div> 1. Discipline</div> <div> 2. Absenteeism and Tardiness</div> <div> 3. Sexual Harassment</div> <div> 4. Drug and Alcohol Use</div> <div> 5. Off-duty Conduct</div> <bR> <div> F. Employee Attitudes, Opinions and Satisfaction</div> <bR> <div> 1. Measurement</div> <div> 2. Results Analysis</div> <div> 3. Interpretation</div> <div> 4. Feedback</div> <div> 5. Intervention</div> <div> 6. Confidentiality and Anonymity of Surveys</div> <bR> <div> III. STAFFING</div> <bR> <div> A. Equal Employment Opportunity/ Affirmative Action</div> <bR> <div> 1. Legal Endorsement of EEO: Supreme Court Decisions</div> <div> 2. Equal Employment Opportunity Programs</div> <div> 3. Affirmative Action Plans</div> <div> 4. Special Programs to Eliminate Discrimination</div> <div> 5. Fairness Issues: Reverse Discrimination, Quota Hiring vs. Merit Hiring</div> <bR> <div> B. Recruitment</div> <bR> <div> 1. Determining Recruitment Needs and Objectives</div> <div> 2. Identifying Selection Criteria</div> <div> 3. Internal Sourcing</div> <div> 4. External Sourcing</div> <div> 5. Evaluating Recruiting Effectiveness</div> <bR> <div> C. Selection</div> <bR> <div> 1. Application Process</div> <div> 2. Interviewing</div> <div> 3. Pre-employment Testing</div> <div> 4. Background Investigation</div> <div> 5. Medical Examination</div> <div> 6. Hiring Applicants with Disabilities</div> <div> 7. Illegal Use of Drugs and Alcohol</div> <div> 8. Validation and Evaluation of Selection Process Components</div> <bR> <div> D. Career Planning and Development</div> <bR> <div> 1. Accommodating Organizational and Individual Needs</div> <div> 2. Mobility Within the Organization</div> <div> 3. Managing Transitions</div> <bR> <bR> <div> E. Organizational Exit</div> <bR> <div> 1. General Issues</div> <div> 2. Layoffs/Reductions-In-Force</div> <div> 3. Constructive Discharge</div> <div> 4. Retaliatory</div> <div> 5. Retirement</div> <div> 6. Employer Defenses Against Litigation</div> <bR> <div> IV. HUMAN RESOURCE DEVELOPMENT</div> <bR> <div> A. HR Training and the Organization</div> <bR> <div> 1. The Learning Organization, Linking Training to Organizational Goals,</div> <div> Objectives, and Strategies</div> <div> 2. Human Resources Development as an Organizational Component</div> <div> 3. Funding the Training Function</div> <div> 4. Cost/Benefit Analysis of Training</div> <bR> <div> B. Training Needs Analysis</div> <bR> <div> 1. Training Needs Analysis Process</div> <div> 2. Methods for Assessing Training Needs</div> <bR> <div> C. Training and Development Programs</div> <bR> <div> 1. Trainer Selection</div> <div> 2. Design Considerations and Learning Principles</div> <div> 3. Types of Training Programs</div> <div> 4. Instructional Methods and Processes</div> <div> 5. Training Facilities Planning</div> <div> 6. Training Materials</div> <bR> <div> D. Evaluation of Training Effectiveness</div> <bR> <div> 1. Sources for Evaluation</div> <div> 2. Research Methods for Evaluation</div> <div> 3. Criteria for Evaluating Training</div> <bR> <div> V. COMPENSATION AND BENEFITS</div> <bR> <div> A. Tax & Accounting Treatment of Compensation & Benefit Programs</div> <bR> <div> 1. FASB Regulation</div> <div> 2. IRS Regulations</div> <bR> <div> B. Economic Factors Affecting Compensation</div> <bR> <div> 1. Inflation</div> <div> 2. Interest Rates</div> <div> 3. Industry Competition</div> <div> 4. Foreign Competition</div> <div> 5. Economic Growth</div> <div> 6. Labor Market Trends/Demographics</div> <bR> <div> C. Compensation Philosophy, Strategy, and Policy</div> <bR> <div> 1. Fitting Strategy & Policy to the External Environment and to an Organization:  Culture, Structure, & Objectives</div> <div> 2. Training in and Communication of Compensation Programs</div> <div> 3. Making Compensation Programs Achieve Organizational Objectives</div> <div> 4. Establishing Administrative Controls</div> <bR> <div> D. Compensation Programs: Types, Characteristics, and Advantages/Disadvantages</div> <bR> <div> 1. Base Pay</div> <div> 2. Differential Pay</div> <div> 3. Incentive Pay</div> <div> 4. Pay Programs for Selected Employees</div> <bR> <div> E. Job Evaluation Methods</div> <bR> <div> 1. Compensable Factors</div> <div> 2. Ranking Method</div> <div> 3. Classification/Grading Method</div> <div> 4. Factor Comparison Method</div> <div> 5. Point Method</div> <div> 6. Guide Chart-Profile Method (Hay Method)</div> <bR> <div> F. Job Pricing, Pay Structures, and Pay Rate Administration</div> <bR> <div> 1. Job Pricing and Pay Structures</div> <div> 2. Individual Pay Rate Determination</div> <div> 3. Utilizing Performance Appraisal in Pay Administration</div> <div> 4. Reflecting Market Influences in Pay Structures</div> <div> 5. Wage Surveys</div> <bR> <div> G. Employee Benefit Programs: Types, Objectives, Characteristics, and  Advantages/Disadvantages</div> <bR> <div> 1. Legally Required Programs/Payments</div> <div> 2. Income Replacement</div> <div> 3. Insurance and Income Protection</div> <div> 4. Deferred Pay</div> <div> 5. Pay for Time Not Worked</div> <div> 6. Unpaid Leave</div> <div> 7. Flexible Benefit Plans</div> <div> 8. Recognition and Achievement Awards</div> <bR> <div> H. Managing Employee Benefit Programs</div> <bR> <div> 1. Employee Benefits Philosophy, Planning, and Strategy</div> <div> 2. Employee Need/Preference Assessment: Surveys</div> <div> 3. Administrative Systems</div> <div> 4. Funding/ Investment Responsibilities</div> <div> 5. Coordination with Plan Trustees, Insurers, Health Service Providers and Third-Party Administrators</div> <div> 6. Utilization Review</div> <div> 7. Cost-Benefit Analysis and Cost Management</div> <div> 8. Communicating Benefit Programs/Individual Annual Benefits Reports</div> <div> 9. Monitoring Compensation/Benefits Legal Compliance Programs</div> <bR> <div> I. Evaluating Total Compensation Strategy & Program Effectiveness</div> <bR> <div> 1. Budgeting</div> <div> 2. Cost Management</div> <div> 3. Assessment of Methods and Processes</div> <bR> <div> VI. EMPLOYEE AND LABOR RELATIONS</div> <bR> <div> A. Union Representation of Employees</div> <bR> <div> 1. Scope of the Labor Management Relations (Taft-Hartley) Act (1947)</div> <div> 2. Achieving Representative Status</div> <div> 3. Petitioning for an NLRB Election</div> <div> 4. Election Campaign</div> <div> 5. Union Security</div> <bR> <div> B. Employer Unfair Labor Practices</div> <bR> <div> 1. Procedures for Processing Charges of Unfair Labor Practices</div> <div> 2. Interference, Restraint, and Coercion</div> <div> 3. Domination and Unlawful Support of Labor Organization</div> <div> 4. Employee Discrimination to Discourage Union Membership</div> <div> 5. Retaliation</div> <div> 6. Remedies</div> <bR> <div> C. Union Unfair Labor Practices, Strikes, and Boycotts</div> <bR> <div> 1. Responsibility for Acts of Union Agents</div> <div> 2. Union Restraint or Coercion</div> <div> 3. Duty of Fair Representation</div> <div> 4. Inducing Unlawful Discrimination by Employer</div> <div> 5. Excessive or Discriminatory Membership Fees</div> <div> 6. Strikes and Secondary Boycotts</div> <div> 7. Strike Preparation</div> <bR> <div> D. Collecting Bargaining</div> <bR> <div> 1. Bargaining Issues and Concepts</div> <div> 2. Negotiation Strategies</div> <div> 3. Good Faith Requirements</div> <div> 4. Notice Requirements</div> <div> 5. Unilateral Changes in Terms of Employment</div> <div> 6. Duty to Successor Employers or Unions: Buyouts, Mergers, or Bankruptcy</div> <div> 7. Enforcement Provisions</div> <div> 8. Injunctions</div> <div> 9. Meditation and Conciliation</div> <div> 10. National Emergency Strikes</div> <bR> <div> E. Managing Organization-Union Relations</div> <bR> <div> 1. Building and Maintaining Union-Organization Relationships: Cooperative</div> <div> Programs</div> <div> 2. Grievance Processes and Procedures</div> <div> 3. Dispute Resolution</div> <bR> <div> F. Maintaining Nonunion Status</div> <bR> <div> 1. Reasons</div> <div> 2. Strategies</div> <bR> <div> G. Public Sector Labor Relations</div> <bR> <div> 1. Right to Organize</div> <div> 2. Federal Labor Relations Council</div> <div> 3. Limitations on Strikes</div> <div> 4. Mediation and Conciliation</div> <bR> <div> VII. HEALTH, SAFETY, AND SECURITY</div> <bR> <div> A. Health</div> <bR> <div> 1. Employee Assistance Programs</div> <div> 2. Employee Wellness Programs</div> <div> 3. Reproductive Health Policies</div> <div> 4. Chemical Dependency</div> <div> 5. Communicable Diseases in the Workplace</div> <div> 6. Employer Liabilities</div> <div> 7. Stress Management</div> <div> 8. Smoking Policies</div> <div> 9. Record Keeping and Reporting</div> <bR> <div> B. Safety</div> <bR> <div> 1. Areas of Concern</div> <div> 2. Organization of Safety Program</div> <div> 3. Safety Promotion</div> <div> 4. Accident Investigation</div> <div> 5. Safety Inspections</div> <div> 6. Human Factors Engineering (Ergonomics)</div> <div> 7. Special Safety Considerations</div> <div> 8. Sources of Assistance</div> <bR> <div> C. Security</div> <bR> <div> 1. Organization of Security</div> <div> 2. Control Systems</div> <div> 3. Protection of Proprietary Information</div> <div> 4. Crisis Management and Contingency Planning</div> <div> 5. Theft and Fraud</div> <bR> <bR> <DIV ALIGN="LEFT"></DIV> <div> <A HREF="index.htm" TARGET="_top" TITLE="HR Consult Practical People Solutions F"><U><IMG SRC="d436a390.jpg" border=0 width="106" height="57" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></U></A></div> <div> <B> 305-320-5713     </B></div> <div> <B>  </B><A HREF="mailto:info@hrconsult.com" TARGET="_top" TITLE="mailto:info@hrconsult.com"><U><B>info@hrconsult.com </B></U></A></div> <bR> <div> This web site and all information contained within Copyright © and Trademarked 2000 by HR Consult, LLC   All Rights Reserved </div> <div> <A HREF="conditions_of_use.htm" TARGET="_top" TITLE="CONDITIONS OF USE"><U>Conditions of Use</U></A>  and <A HREF="privacy_and_security.htm" TARGET="_top" TITLE="Privacy and Security"><U>Privacy Notice</U></A>. </div> <bR> <bR> <bR> <bR> <bR> <bR> <bR> <bR> <bR> <bR> <bR> <bR> <bR> <bR> </td> </tr></table></body>