$1,289

Strategic Human Resources Management Program for HR Professionals (COM)

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San Jose, CA

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Description

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 Strategic Human Resources Management program provides the knowledge and practical skills for human resources administration and management. You will gain insight to push your role beyond HR administration and into a more strategic one, so that you can have a greater impact on your organization's success, and your organization can have a greater impact in the marketplace.

The content is based on the essential knowledge and expertise identified by the Society for Human Resource Management (SHRM) in the United States. Please note that this course is not an HR compliance course, but a course about using and managing human capital strategically. The class is a series of facilitated discussions - they feature a high degree of participant interaction, hands-on activities, and tools and resources that can immediately be applied back at work.

Prior to the course, participants are asked to define one goal that they would like to complete (e.g., update a program, develop an initiative, solve an employee issue) as a result of attending this course. This will ensure attendees are able to implement some of what they learned immediately as they work towards achieving that goal. You will also be asked to create a strategic plan for your HR efforts, in order to ensure your HR activities can grow and improve as a result of this class. You are also strongly encouraged to make room in your work schedule immediately following the program to implement what you learn.

Learning Objectives:

  • 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 practices
  • 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 (non-profits, labor attorneys, HR consultants, etc.) that will allow you to manage human resources more effectively
  • Learn how to evaluate current staffing needs against future needs
  • Using a job analysis as your first step, create job descriptions that improve your ability to recruit and select good employees
  • Develop behavior based interview questions
  • Hire people into the organization who fit within your organizational culture
  • Discuss appropriate types of interviews for different hiring needs
  • Understand the guidelines for asking legal questions
  • Write job advertisements that draw a pool of great candidates to choose from
  • Identify the essential elements of a successful recruitment strategy
  • Evaluate your organization's on-boarding program and develop new strategies for improvement
  • Identify the criteria for a successful performance management process
  • Assist managers and supervisors in coaching performance throughout the year
  • Conduct a learning needs assessment and choose the right training programs
  • Identify resources and strategies to maximize employee development on a limited budget
  • Measure training effectiveness using the Kirkpatrick Model
  • Identify benefits and rewards that promote employee engagement and how to implement them
  • Determine the steps necessary to effectively manage a poorly performing employee
  • Develop a sample employee development plan

Areas Covered:

  • Strategic HRM
  • Liability
  • HR Audit
  • Recruitment and selection
  • Job analysis
  • Behavior-based interview questions
  • Interviewing skills
  • Writing job descriptions and job postings
  • Onboarding
  • Learning needs assessment
  • Training and training evaluation
  • Performance management
  • Employee development
  • Employee engagement

Who Will Benefit:

  • HR Manager
  • Professionals new to HR who are looking for guidance on where to start and how to excel in HR
  • HR Assistants
  • HR Generalists
  • HR Consultants
  • HR Directors
  • Administrators
  • Representatives
  • Project Managers
  • Business owners who don't have a strong HR person, and who seek to understand how to manage their greatest asset better

Agenda

Day 01(8:30 AM - 4:30 PM)
  • 08:30 AM - 09:00 AM: Registration
  • 09:00 AM - Session Start
  • 9:00-10:00 - Strategic HR Management
    • What is strategic human resources management?
    • Functions of strategic human resources management
    • Examining HR from a strategic perspective
  • 10:00-11:30 - Aligning with the Strategy and Minimizing Risk
    • Aligning HR with organizational strategy and mission
    • Looking at risk in HR
    • Conducting an HR audit to minimize risk
  • 11:30-12:30 - Start Recruiting from the Beginning: Understand the Job First
    • Evaluating future needs with current staffing
    • Conducting a job analysis
    • Writing a job description
  • 12:30-1:30 - Lunch
  • 1:30-2:30 - Interviewing
    • Developing behavior based interview questions
    • Interviewing for culture fit
    • Types of interviews
  • 2:30-3:30 - Recruiting
    • Writing a job advertisement that attracts top talent
    • Developing a recruitment strategy
  • 3:30-4:30 - Now That You’ve Hired ‘Em
    • Onboarding
    • A quick look at performance management
Day 02(8:30 AM - 4:30 PM)
  • 8:30-9:30 - Performance Appraisals
    • Communicating about performance all year
    • Appraisal methods
  • 9:30-11:00 - Improving Performance with Learning and Training
    • Training methods
    • Measuring training effectiveness
  • 11:00-12:30 - Employee Engagement
    • Defining employee engagement
    • Seven facets of employee engagement
  • 12:30-1:30 - Lunch
  • 1:30-3:00 - Handling Difficult Issues
    • Creating an employee development plan (performance improvement plan)
    • The disciplinary process
    • Having difficult conversations
  • 3:00-4:30 - Next Steps
    • SWOT analysis of your HR function
    • Create an action plan for moving forward
    • Define one project to be implemented immediately

Speaker

Catherine M. Mattice

Catherine M. Mattice, MA, SPHR, SHRM-SCPx
International Speaker, Author, Consultant and Trainer; Workplace Bullying SME, President of Civility Partners

Catherine M. Mattice, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in building positive, productive and thriving workplaces since 2007. Her clients include Chevron, the American Red Cross, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on national affiliates of FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and MSNBC.com. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter, and is an adjunct at National University. She has been teaching courses on strategic human resources for the last five years, and has spoken at HR Associations around the country on strategic HR. Catherine has written two books on the topic of workplace bullying, one of which Ken Blanchard called “the most comprehensive and valuable handbook on the topic.”


Please contact the event manager Marilyn below for the following:
- Discounts for registering 5 or more participants.
- If you company requires a price quotation.
Event Manager Contact: marilyn.b.turner(at)nyeventslist.com
You can also contact us if you require a visa invitation letter, after ticket purchase.
We can also provide a certificate of completion for this event if required.

NO REFUNDS OR TRANSFER ALLOWED ON REGISTRATIONS
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