Professional in Human Resources (PHR)

Skillsoft presents Professional in Human Resources (PHR) .

Professional in Human Resources (PHR)

Course Description

Skillsoft is your trusted global provider of high-quality, innovative, cloud-based learning with all aspects of e-learning covered including Business Skills and Leadership, IT Skills and Certification, Digital Skills and Compliance. Skillsoft engages learners with interactive courses, enlightening videos and practical simulations, allowing for learning in the modality that works best for them.

 

The following courses are included in this purchase:

  • Professional in Human Resources (PHR)

Course Details:

Access Timeframe

6 month access to course content beginning on date of registration.
Certificate Info:

Type of Certification

Certification of Completion

Format of Certification

Digital and Print

Method of Obtaining Certification

Certificate of Completion can be accessed and printed from the learner's Skillport Account.

Additional Details

The completion certificates can be awarded only for assets that can be marked completed like courses, business impact/challenge series, testprep. The passive assets like books/videos would not be completed and certificates cannot be awarded.

Course Outline

OVERVIEW
This course examines key skills required in human resource professionals, including the ability to lead and motivate others. Human resources concepts and applications are also examined, as well as ethics and professional standards that every organization should follow. This course also provides insight into how to perform environmental scans, and discusses organizational structures as well as change management. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals, managers, and all individuals preparing for the PHR and SPHR certification examinations of Human Resource Certification Institute (HRCI); compensation and benefits analysts, administrators, staffing managers, and recruiters will also have interest in this certification path
DURATION
1.0 hours
OBJECTIVES

Human Resources Core Knowledge: Skills, Concepts, and Tools

  • prepare for the PHR and SPHR exams
  • identify the functions of an effective communication strategy
  • sequence the steps required to create an organized presentation
  • identify key transformational roles HR leaders can assume to help implement organizational strategy
  • identify HR leadership attributes
  • recognize the types of situations that should be addressed in every organization's code of conduct
  • differentiate between environmental scanning methods
  • identify benefits of various types of organizational structures
  • identify the guiding principles of change management


OVERVIEW
This course examines personnel and administrative functions such as organizational documentation requirements to ensure compliance with key regulations, how to gauge employee attitudes and opinions, and the job analysis process. Financial and vendor management is also discussed, including common budgeting and accounting concepts, quantitative and qualitative analysis, and third-party supplier management. This course also addresses tools and techniques used to support HR activities, such as HR technologies, techniques for forecasting HR needs, and risk-management techniques. Finally, this course provides instruction on project management approaches and applications. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals, managers, and all individuals preparing for the PHR and SPHR certification examinations of the Human Resource Certification Institute (HRCI); compensation and benefits analysts, administrators, staffing managers, and recruiters will also have interest in this certification path
DURATION
1.0 hours
OBJECTIVES

Human Resources Core Knowledge: Functions and Activities

  • identify documentation guidelines
  • identify approaches used to gauge employee satisfaction
  • identify the components of a job description
  • identify methods for conducting a financial analysis
  • sequence the steps to perform a cost-benefit analysis
  • describe the purpose of key tools for financial management
  • identify the key areas in vendor management
  • identify ways that technology can be used to help support HR activities
  • identify the steps in a typical project management process
  • differentiate between the tools that can be used to track project success


OVERVIEW
This course examines many of the elements of an organization's corporate strategy, the role of the HR function in the strategic planning process, and the key elements in corporate governance. The course focuses on the vital contributions HR professionals often make in the development and organization-wide communication of the mission, vision, values, strategic goals, and objectives. The course will also look at current business and regulatory environments, and how a working knowledge of those areas allows HR professionals to be key contributors in the development, implementation, and evaluation of the organization's strategic plan. Finally, the course will highlight several key elements in the legislative and regulatory process with special reference to US federal laws. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals who are preparing for the Human Resource Certification Institute's (HRCI) Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification exam
DURATION
1.0 hours
OBJECTIVES

Business Management and Strategy: The HR Function and Business Environment

  • describe and recognize the key elements of an organizational strategy
  • identify various functional areas of an organization
  • recognize how HR's functional strategy supports the organization's strategic plan
  • recognize the key elements of corporate governance
  • recognize how key business concepts contribute to an organization's strategic direction and preferences
  • identify the types of business environment factors used in a SWOT analysis
  • recognize examples of information from the SLEPT model that contribute to the development of an organization's strategic plan
  • sequence the steps in the passage of a bill in the US Congress
  • identify steps in the federal rule-making process


OVERVIEW
Strategic planning provides an understanding of where the organization currently stands and what direction it hopes to take in the future. Human Resources professionals need to understand and become partners in the strategic planning process to ensure alignment between their department's functions and organizational strategy. This course explains the strategic planning process and the role of the human resource function in this process. Key strategic decisions during life cycle stages of an organization and how a cost-benefit analysis can help in making those decisions are discussed. This course also discusses how the HR function can support organizational budgeting – a key strategic planning activity, by providing data such as human capital projections and costs. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals who are preparing for the Human Resource Certification Institute's (HRCI) Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification exam
DURATION
1.0 hours
OBJECTIVES

Business Management and Strategy: HR and the Strategic Planning Process

  • identify the key stages in the strategic planning process
  • match stages in the strategic planning process to examples of the types of activities involved
  • identify actions you can take to align the HR function with the strategic plan
  • associate key characteristics to stages of the organizational life cycle
  • describe key elements of organizational structure
  • differentiate between organizational structures based on span of control
  • recognize organizational structures based on departmentalization
  • match activities to steps in a cost-benefit analysis
  • describe ROI and break-even point
  • sequence the steps typically involved in the budgetary process
  • identify examples of HR information that supports organizational budgetary planning


OVERVIEW
This course examines many of the key functions and roles HR professionals play in an organization. Key management functions for HR managers, similar to business managers in other functional areas, include planning, organizing, directing, and controlling various strategic and operational activities in their area. HR professionals play an important role in developing and executing strategies for managing organizational change. HR professionals also establish strategic relationships with key individuals within and outside the organization to facilitate organizational decision-making and to achieve organization's objectives. Finally, HR professionals participate in enterprise risk management to ensure that organization's risks are identified, analyzed, handled effectively, and monitored on a regular basis. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals who are preparing for the Human Resource Certification Institute's (HRCI) Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification exam
DURATION
1.0 hours
OBJECTIVES

Business Management and Strategy: HR Functions and Roles

  • recognize activities involved in the planning function of management
  • identify activities involved in the organizing function of management
  • identify key elements of the directing function of management
  • identify steps in the controlling function of management
  • identify the key principles of change management
  • identify activities performed in each phase of the change management process
  • describe HR's role in organizational change management
  • describe the general activities HR undertakes to collaborate with its internal partners
  • identify examples of activities HR undertakes to collaborate with specific functions of an organization
  • identify the key areas of corporate responsibility in which HR builds alliances with external stakeholders
  • identify the phases organizations experience in their efforts to partner with the community
  • identify examples of specific organizational risks
  • describe steps in the risk management process


OVERVIEW
This course examines employment legislation and regulations regarding strategic workforce planning. It outlines how HR professionals are expected to ensure all workforce planning and employment-related activities comply with key federal laws and regulations. It discusses the development, implementation, and assessment of affirmative action plans and other equal opportunity considerations. It also provides direction on how HR professionals should approach internal staffing assessments to help ensure key skills and competencies are catalogued, reviewed for relevance, and tested on a regular basis. Additionally, this course provides instruction on how to gauge the effectiveness of past, current, and future hiring initiatives. The course covers the need for HR professionals to link workforce requirements to an organization's short-term and long-term objectives – for example, how employees contribute to these objectives. This course also discusses the importance, and use, of workforce planning metrics such as turnover and recruitment statistics. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals who are preparing for the Human Resource Certification Institute's (HRCI) Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification exam
DURATION
1.0 hours
OBJECTIVES

Workforce Planning and Employment: Employment Legislation

  • recognize which employment situations are protected by which law
  • recognize key aspects of affirmative action plans
  • recognize activities done in the stages in the affirmative action planning process that contribute to developing an AAP
  • recognize how to implement an affirmative action plan
  • describe four different types of audits used to evaluate affirmative action plans
  • match workforce assessment techniques to their examples
  • identify internal workforce assessment techniques
  • identify workforce planning techniques
  • recognize the types of factors to consider to measure the success of your organization's recruitment and sourcing efforts


OVERVIEW
This course focuses on job analysis and recruitment strategies. The process of analyzing and documenting job descriptions is an important step in workforce development. HR professionals need to be able to establish key criteria for hiring, retention, and promotion, and understand how to approach recruitment efforts strategically in order to help achieve key organizational objectives. This course will concentrate on these important skills as well as techniques for approaching and securing staffing alternatives, and for internal skills and labor market assessments and analysis. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals who are preparing for the Human Resource Certification Institute's (HRCI) Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification exam
DURATION
1.0 hours
OBJECTIVES

Workforce Planning and Employment: Recruitment Strategies

  • identify common methods for conducting a job analysis
  • identify key competencies of a position
  • identify the elements required to develop and update job descriptions
  • identify examples of essential job functions
  • use key hiring criteria terminology appropriately
  • identify guidelines for establishing hiring criteria
  • identify examples of appropriate activities to retain employees
  • identify key elements of promotional policies
  • recognize activities performed in each stage of recruitment strategy
  • recognize examples of staffing alternatives
  • describe the focus of each element of a labor market assessment


OVERVIEW
This course examines the sourcing and selection of employment candidates. Also covered are the best approaches to internal and external recruitment, with a focus on key recruitment sources such as job postings, referrals, and the various types of candidates, such as active and semiactive. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals who are preparing for the Human Resource Certification Institute's (HRCI) Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification exam
DURATION
1.5 hours
OBJECTIVES

Workforce Planning and Employment: Sourcing and Selecting Candidates

  • identify internal recruitment sources
  • identify external recruitment sources
  • sequence the steps to implement a recruitment strategy
  • identify employer marketing and branding techniques
  • describe key components developed for a selection process
  • identify the purpose of common selection tests
  • recognize the key guidelines and interview techniques for gauging the suitability of candidates
  • describe key stages involved in interviewing candidates
  • recognize types of interviewer biases
  • identify characteristics of compensation plans
  • recognize types of compensation
  • identify guidelines for extending written employment offers
  • identify examples of various types of employment contracts


OVERVIEW
This course examines many of the key elements of an organization's orientation, onboarding, and exit strategies. It focuses on HR's role in post-offer employment activities such as relocations and verification of employment status. This course examines the importance of and how to establish effective orientation and onboarding programs and how to ensure they remain relevant and effective. Retention strategies and supporting efforts are examined in detail, along with their direct correlation with organizational success. Finally, the course will provide direction on key organizational exit processes and procedures such as terminations, restructuring, and reductions in force (RIF). This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals who are preparing for the Human Resource Certification Institute's (HRCI) Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification exam
DURATION
1.5 hours
OBJECTIVES

Workforce Planning and Employment: Orientation, Onboarding, and Exit Strategies

  • recognize how to help employees cope with relocation
  • identify key considerations for developing a customized relocation analysis
  • identify Form I-9 compliance requirements
  • identify employment activities that can potentially lead to civil and criminal penalties
  • identify components of effective employee onboarding programs
  • recognize how to deal with challenges commonly encountered when implementing onboarding programs
  • recognize how to measure the success of employee onboarding programs
  • identify types of job-related information kept in common personnel files
  • recognize effective strategies that help drive retention
  • describe the steps to implement a retention program
  • identify examples of succession planning program assessments
  • recognize how key federal laws apply to downsizing
  • recognize common severance package benefits
  • identify key considerations when preparing for termination meetings
  • identify methods that optimize exit interviews


OVERVIEW
This course examines Human Resource Development (HRD) and Organizational Development (OD) activities and initiatives. It provides instruction on the relationship between HRD and the organization, the key components of HRD, along with key federal legislation that affects HRD activities – both their development and delivery. This course also examines OD theories and applications and provides direction to HR professionals on how to approach OD initiatives to ensure they support organizational objectives. Employee development theories are also addressed, as well as how to approach employee training program activities using adult learning theories. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals who are preparing for the Human Resource Certification Institute's (HRCI) Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification exam.
DURATION
1.5 hours
OBJECTIVES

Human Resource Development: Regulations and Organizational Development

  • identify the five basic disciplines that distinguish learning organizations from traditional organizations
  • recognize key domains essential to human resource development
  • identify the primary functions of human resource development programs
  • recognize examples of Copyright Act infringement
  • recognize types of patent law infringement
  • recognize the aims of an organization's culture
  • recognize the steps in developing a program that aligns with organizational business requirements and culture
  • describe the Change Process theory
  • match the intervention strategies of the implementation theory to their tools
  • identify the main objectives of TQM
  • recognize the meaning of each type of flowchart symbol
  • describe the quality tools
  • identify key aims of the Six Sigma methodology
  • recognize the characteristics of adult learners
  • identify learning styles
  • recognize the six levels of learning according to Bloom's Taxonomy
  • recognize the motivational theories for adult learners


OVERVIEW
This course examines human resources development theories and activities, used to help increase individual and organizational effectiveness. Learners are provided with direction on how to assess an organization's training needs and how to approach employee training and development activities in order to develop general, as well as specialized, training initiatives and programs. Instruction on training facilitation techniques, instructional methods, and program delivery mechanisms is also provided. Approaches and tools for assessing the effectiveness of training and development initiatives are also addressed – such as surveys, as well as, pre- and post-testing. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals, managers, and all individuals preparing for the PHR and SPHR certification examinations of Human Resource Certification Institute (HRCI); compensation and benefits analysts, administrators, staffing managers, and recruiters will also have interest in this certification path
DURATION
1.0 hours
OBJECTIVES

Human Resource Development: Employee Training

  • recognize the key stages of a needs assessment
  • identify the steps for designing training
  • compare the benefits of in-house and outsourced training
  • recognize the training delivery methods and their benefits
  • recognize how to implement a training program
  • recognize which seating arrangements are suitable for various training situations
  • recognize the desired characteristics for a facilitator
  • describe the levels at which training can be evaluated


OVERVIEW
This course examines performance appraisals and talent management. One of the most important aspects of human resource development is retaining and extracting the most value out of high-potential employees. Instruction on how to develop and evaluate performance management programs is provided as well as methods to evaluate performance. This course also provides instruction on how to develop and evaluate the performance evaluation process and talent management programs. Mentoring and coaching approaches used to help manage organizational talent are also discussed. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals, managers, and all individuals preparing for the PHR and SPHR certification examinations of Human Resource Certification Institute (HRCI); compensation and benefits analysts, administrators, staffing managers, and recruiters will also have interest in this certification path
DURATION
1.0 hours
OBJECTIVES

Human Resource Development: Performance Appraisal and Talent Management

  • match the performance levels required for an organization to be successful to their contributing factors
  • identify the factors that are needed to make a performance management system successful
  • identify the components of an effective performance management system
  • recognize how to prepare for and conduct an appraisal meeting
  • recognize examples of performance appraisal methods
  • identify examples of performance appraisal errors
  • recognize the legal considerations for approaching performance appraisals
  • identify examples of talent management
  • recognize examples of career development programs
  • identify the characteristics of a successful mentoring program
  • describe the theories of leadership


OVERVIEW
This course examines compensation and benefits programs – often referred to as total rewards programs – and their importance and impact on organizational objectives. It provides instruction on the applicable federal laws and regulations related to compensation and benefits programs as well as applicable tax regulations. This course also provides instruction on how to budget and account for compensation and benefits programs. Instruction is also provided on common compensation and benefits strategies and how to perform compensation and benefits needs assessments in order to better understand what type of approach is best suited for the organization in question. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals, managers, and all individuals preparing for the PHR and SPHR certification examinations of Human Resource Certification Institute (HRCI); compensation and benefits analysts, administrators, staffing managers, and recruiters will also have interest in this certification path
DURATION
1.5 hours
OBJECTIVES

Compensation and Benefits: Regulations, Strategies, and Needs Assessment

  • describe federal laws and regulations related to compensation
  • identify key provisions in the FLSA
  • identify FLSA record-keeping requirements
  • recognize federal laws and regulations related to benefits
  • recognize key components of benefits regulations
  • recognize key benefits components of tax regulations
  • describe accounting practices for tracking and reporting on compensation policies and programs
  • identify the steps in the strategic compensation process
  • identify the steps in a benefits program needs assessment
  • identify common tools and methods used to gather data for a benefits program needs assessment


OVERVIEW
This course examines compensation policies, programs, and activities. Instruction is provided on job evaluations, pricing, and pay structures, as well as common organizational pay programs. Compensation policies and programs are also discussed, as well as how to manage payroll-related information. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals, managers, and all individuals preparing for the PHR and SPHR certification examinations of Human Resource Certification Institute (HRCI); compensation and benefits analysts, administrators, staffing managers, and recruiters will also have interest in this certification path
DURATION
0.5 hours
OBJECTIVES

Compensation and Benefits: Managing Policies, Programs, and Activities

  • describe job evaluation methods
  • describe the components of pay structures
  • describe various types of base-pay systems
  • identify examples of situations suited to differential pay
  • identify types of incentive pay plans
  • recognize FLSA requirements for payroll record-keeping
  • identify the components of employee master files
  • identify the key considerations for choosing a payroll system


OVERVIEW
This course examines noncash compensation methods such as equity programs and noncash rewards. It also discusses common benefits programs such as health coverage and employee assistance programs (EAPs). Fiduciary responsibilities related to compensation and benefits are also examined, particularly Social Security and Medicare. This course outlines the importance of effective and ongoing employee communications regarding organizational compensation and benefits programs, as well as employee self-service technologies. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals, managers, and all individuals preparing for the PHR and SPHR certification examinations of Human Resource Certification Institute (HRCI); compensation and benefits analysts, administrators, staffing managers, and recruiters will also have interest in this certification path
DURATION
1.0 hours
OBJECTIVES

Compensation and Benefits: Organizational Responsibilities

  • identify types of noncash compensation plans organizations can offer to employees
  • recognize how to implement various formulas used to calculate contributions to defined benefit plans
  • distinguish between various types of benefits programs
  • identify the common types of health care plans offered to employees
  • recognize fiduciary responsibilities related to compensation and benefits
  • identify techniques employers can use to communicate information about benefits and compensation programs to employees
  • identify what must be communicated to employees about benefits and compensation programs


OVERVIEW
This course focuses on the federal laws and regulations that affect employee and labor relations. It discusses individual employment rights, the Equal Employment Opportunity Commission (EEOC) complaint process, and the role HR plays in the employment litigation process. The course also identifies strategies for facilitating positive employee relations and employee involvement in an organization. Finally, the course outlines methods for evaluating employee relations and the effectiveness of employee relations programs in the organization. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals, managers, and all individuals preparing for the PHR and SPHR certification examinations of Human Resource Certification Institute (HRCI); compensation and benefits analysts, administrators, staffing managers, and recruiters will also have interest in this certification path
DURATION
1.5 hours
OBJECTIVES

Employee and Labor Relations: Employment Regulations and Organizational Programs

  • describe key provisions of employment legislation
  • recognize which employment common laws apply in various situations
  • sequence the steps in the EEOC complaint process
  • recognize tasks HR performs during the steps in the employment litigation process
  • identify strategies for building positive employee relations
  • identify strategies to ensure employment involvement
  • identify examples of employee involvement strategies
  • recognize methods for assessing employee relations in an organization
  • identify activities to evaluate the effectiveness of employee relations programs


OVERVIEW
Positive and constructive relations between employers, employees, and unions are important for the success and growth of any organization. However, it is not uncommon for organizations to come across employee related-behavioral and disciplinary issues that might threaten the positive and productive work environment. This course examines some of the problematic behavior and performance situations and how an organization can work to improve them. The course then presents a process to initiate disciplinary action aimed at giving erring employees a chance to improve and to avoid undesirable employment litigations. The course goes on to discuss the alternative dispute resolution approaches as a way to prevent the escalation of disciplinary actions and termination of employees into lawsuits. The course also discusses the importance and roles of organizational policies, procedures, and work rules and how managers and HR professionals can work to make sure that employees understand and follow them. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals, managers, and all individuals preparing for the PHR and SPHR certification examinations of Human Resource Certification Institute (HRCI); compensation and benefits analysts, administrators, staffing managers, and recruiters will also have interest in this certification path
DURATION
1.0 hours
OBJECTIVES

Employee and Labor Relations: Behavioral and Disciplinary Issues and Resolution

  • differentiate between policies, procedures, and work rules
  • identify the legal considerations associated with employee handbooks
  • identify examples of key workplace behavior issues
  • identify the roles of performance improvement plans
  • identify best practices for implementing effective discipline in the workplace
  • sequence the steps involved in a disciplinary process based on best practices
  • recognize how to conduct a termination meeting appropriately
  • match methods of alternative dispute resolutions with their descriptions
  • differentiate between mediation and arbitration


OVERVIEW
One of the key goals of a labor union is to gain official recognition so that it is entitled to conduct collective bargaining on behalf of its members in a particular bargaining unit. This course examines the unionization process laid out by the National Labor Relations Act. Labor regulations also identify unfair labor practices by employers, such as activities that inhibit employees' effort to unionize, or inhibit their employment rights and conditions of work. Certain unfair labor practices by unions and employees are identified too. The course goes on to discuss the process, subjects of, and approaches for collective bargaining between unions and employers. The course also presents strikes, picketing, and secondary boycotts as the legal means of protest by employees. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals, managers, and all individuals preparing for the PHR and SPHR certification examinations of Human Resource Certification Institute (HRCI); compensation and benefits analysts, administrators, staffing managers and recruiters will also have interest in this certification path
DURATION
1.5 hours
OBJECTIVES

Employee and Labor Relations: Unions and Collective Bargaining

  • sequence the steps of the unionization process
  • identify common requirements of a cooperation agreement between a union and employer
  • identify the rules for employers in the event that an election is granted
  • identify examples of unfair labor practices by employers
  • identify examples of unfair labor practices by unions
  • differentiate between types of collective bargaining strategies
  • identify contract negotiation approaches
  • categorize examples of labor protests
  • identify the rules for lockouts


OVERVIEW
HR professionals are closely involved with various aspects of organizational risk management, especially risks that concern people. These include risks related to business continuity, noncompliance with laws that relate to managing and protecting human capital, and employee safety, health, security, and workplace privacy risks. This course examines various steps in the risk management process and risk management strategies in terms of business continuity planning and liability insurance. The course also discusses arguably the most important employee health and safety regulation for HR professionals, the Occupational Safety and Health Act. The course also presents some other key regulations that HR professionals should be aware of for managing organizational risks and avoiding any noncompliance risks. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals, managers, and all individuals preparing for the PHR and SPHR Certification examinations of Human Resource Certification Institute (HRCI); compensation and benefits analysts, staffing managers, and recruiters will also have interest in this certification path
DURATION
1.5 hours
OBJECTIVES

Risk Management: Organizational Risk and Safety and Health Legislation

  • differentiate between types of organizational risks
  • sequence the steps in the risk management process
  • recognize the primary activities in each step of the risk management process
  • distinguish between the types of liability insurance
  • identify scenarios covered under the OSH Act
  • recognize employee and employer rights and responsibilities under the OSH Act
  • identify the key OSH Act standards
  • sequence the steps in the investigation procedure under OSHA
  • recognize how to comply with the Drug-Free Workplace Act
  • identify key characteristics of the Mine Safety and Health Act
  • describe key provisions in the USA PATRIOT Act and the Homeland Security Act


OVERVIEW
Safeguarding employees' safety, health, workplace security, and privacy is essential for an organization's continuation and success, and is of particular concern to HR professionals. This course explains various aspects of employee safety issues, programs, health hazards, and employee assistance and wellness programs that HR professionals should be aware of. It also outlines how security risk analysis and programs can be used to avoid future emergencies. Finally, this course examines workplace privacy issues, privacy policy, and concerns of employees and employers with regard to privacy. This course helps prepare individuals for the Human Resource Certification Institute's (HRCI) PHR and SPHR certification examinations.
TARGET AUDIENCE
Human resource professionals, managers, and all individuals preparing for the PHR and SPHR Certification examinations of Human Resource Certification Institute (HRCI); compensation and benefits analysts, staffing managers, and recruiters will also have interest in this certification path
DURATION
1.0 hours
OBJECTIVES

Risk Management: Workplace Safety, Security, and Privacy

  • sequence the steps for conducting a workplace risk assessment
  • differentiate between the strategic roles of management, HR, and safety committees
  • sequence the steps in the accident investigation procedure
  • identify and describe workplace illnesses and disorders
  • distinguish between infectious diseases
  • distinguish between the three types of health hazards
  • recognize when drug testing can be performed
  • identify the measures that can be implemented to protect an organization's assets
  • identify the steps in the risk analysis process
  • identify the elements of an emergency response plan
  • identify workplace security threats
  • identify employer monitoring and search practices
  • identify workplace privacy concerns


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