Certificate Series. Human Resources Level 1 Human Resources Level 2 ASSOCIATED INDUSTRIES OF MASSACHUSETTS

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1 ASSOCIATED INDUSTRIES OF MASSACHUSETTS Certificate Series Human Resources Level 1 Human Resources Level 2 Ten half-day modules, over five weeks. Take one course or take all ten. Workforce Training Grant Eligible Workforce Training Fund Program Grant Eligible AIM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP SM or SHRM-SCPSM Register Online: aimnet.org/education-training aimnet.org/education-training call

2 Certificate Series Human Resources Level 1 & Level 2 The most successful companies in Massachusetts trust AIM to train their employees. Why not join them? AIM s Level 1 and Level 2 Human Resource Certificate Series offer your HR staff the skills they need to handle an increasingly complex world. Participants learn practical skills that help your company s bottom line immediately from an overview of HR fundamentals to advanced sessions on workplace incident investigations. AIM employs professional HR instructors with more than 300 years of combined experience who deliver high-quality, cost-effective programs to fit any business small, medium or large. The HR 1 and HR 2 series: Are each completed in five days (10 half-day modules, one day per week for five weeks) Are flexible participants can take one or two modules, or all 10 Provide a practical, real-world approach to HR not academic or theoretical Focus on the myriad issues HR professionals face on a day-to-day basis Certification Participants who complete at least eight modules within the same level will receive a certificate of completion as a means of demonstrating professional competence. Completion of HR Level 1 is not required to enroll in HR Level 2. Continuing Education Credits Many of the classes in these series have been approved for PHR and SPHR recertification through the Human Resources Certification Institute (HRCI). For more information regarding HRCI credits, contact Carrie Stowe: cstowe@aimnet.org or Workforce Training Fund Program Grants Massachusetts Workforce Training Fund Program Grants (WTFP) can help offset the cost of educating your team. Contact our expert, Bill Baldino for more information: wbaldino@aimnet.org or Locations Bridgewater AIM Office, One Lakeshore Center Burlington AIM Office, 54 Third Ave Fitchburg Great Wolf Lodge, 150 Great Wolf Lodge Dr Holyoke*: AIM Office, 330 Whitney Ave., Ste. 720 Marlborough AIM Office, 290 Donald J. Lynch Blvd Costs AIM Member / entire series: $1390 AIM Member / individual class: $150 Non-Member / entire series: $1925 Non-Member / individual class: $205 Continental breakfast and lunch is provided for full-day attendees. Times Morning classes: 8:00 AM 11:30 AM Afternoon classes: Noon 3:30 PM *Holyoke sessions: 8:30 AM Noon and 12:30 PM 4:00 PM The role of the human resources professional is consistently evolving for every organization. Education with regard to the core basics and advanced strategy is essential to organizational success. Gary MacDonald Executive Vice President, Employer s Resource Group

3 Human Resources Certificate Series Level 1 Bridgewater Burlington Fitchburg Holyoke* Gain a comprehensive overview of the myriad issues HR professionals face on a day-to-day basis. This five-day series covers the entire human resource function, from employment law to benefits to performance management. This program is designed for individuals new to HR, specialists seeking to broaden their knowledge, and generalists who need a refresher or training in specific areas. The Role of Human Resources Class 1 MORN The evolution of human resources as a business partner Explore the multi-dimensional world of HR Align the efforts of HR with the goals of the organization Find and keep the best people Understand organizational culture and the implications for HR Foresee barriers to success Examine the real cost of turnover Employee Selection Process Class 2 AFT Perform an effective and structured HR interview Control the interview environment Conduct effective reference checks Assess hiring costs across the range of applicant sources Develop and manage an efficient process Managing Employee Leaves Class 3 MORN Leave laws and who they apply to Requirements of recordkeeping and documentation Family Medical Leave Act, ADA, workers compensation and anti-discrimination Discretionary leaves vacation, sick, holidays, personal time Legal issues commonly associated with time off Employment Law HR s Responsibility Class 4 AFT Concept of employment-at-will State and federal employment laws Impact of case law and company practices Employee privacy Required forms and policies Personnel Records and Employee Handbooks Class 5 MORN Why proper recordkeeping is essential Legal requirements of personnel, medical and other records Learn to write effective policies Provides the nuts and bolts of drafting a handbook Strategies for implementation Threat Management HR s Role Class 6 AFT Drugs and alcohol the importance of well-developed policies Workplace violence including preventive measures and effective response Workers Compensation responding correctly to workplace injuries OSHA overview Data Security the law and HR s role Compensation Basics Class 7 MORN The importance of compensation management Compensation terminology Establish the company s pay philosophy as a first step Know the building blocks of a compensation program, including job analysis, job description, and job evaluation Learn to create a base-pay program, including a compensation structure Explore other compensation strategies Employee Benefits Programs Class 8 AFT Understand the importance of total compensation Distinguish between mandatory and optional benefits Appreciate the history and evolution of benefits Understand regulatory issues Review health and welfare plans Managing Difficult Discussions Class 9 MORN Understand the true meaning of performance management Effectively utilize the performance appraisal process Use a corrective action approach as opposed to discipline Recognize the critical importance of written documentation Objectively examine the discharge process Learn to deal with the aftermath, such as privacy issues Developing an Effective HR Style Class 10 AFT Define your personal style Learn to recognize the strengths and weaknesses of various styles Flex your style for greater success Recognize how people respond differently under stress Increase versatility and polish your personal approach

4 Human Resources Certificate Series Level 2 Bridgewater Burlington Holyoke* Marlborough Today s HR practitioner is a strategic business partner supporting an organization s peoplerelated initiatives. AIM s Human Resources Certificate Series Level 2 provides an in-depth and strategic review of human resource topics designed to empower the HR practitioner in his or her critical role as change agent, problem solver, and relationship builder. This program is designed for individuals who have two or more years of HR experience or who have completed our Level 1 program. It is also recommended for the more senior generalist who wants a refresher or in-depth knowledge of a specific topic area. Developing Effective Relationships Class 1 MORN The value of collaborative relationships (to your organization/to you) Exploring the barriers to partnerships Understanding influencing strategies Building organizational trust The delicate HR balancing act Effective Employee Communication Class 2 AFT Understanding the impact that effective communications can make on business results Understanding the unique role that HR can play Applying four key elements to any employee communication program A sharing of best practices regarding programs such as suggestion systems, recognition awards, surveys, company newsletters, surveys and orientations Compensation Design Class 3 - MORN Linking compensation strategy to business strategy Compensation system components Compensation system comparisons (ranking, point factor, etc.) Developing the program Compensation program trends Health Care Compliance and Cost-Control Strategies Class 4 AFT Review of the Affordable Care Act affordability, shared responsibility and reporting requirements Review of some key strategies in maximizing broker/carrier relationship Identify wellness incentives, cost sharing, plan design and other cost-control strategies Explore effective employee communications Performance Appraisal Programs Class 5 MORN Defining goals Elements of a sound performance management system Purpose of performance appraisal Management s responsibility Appraisal tools and techniques Making the system work Emerging trends traditional versus cutting-edge HR s Role in Managing Change Class 6 AFT Understanding the factors that derail organizational change efforts Recognizing and managing through resistance Practicing techniques for leading transitions Developing a personal plan for thriving during change Employee Training and Development Class 7 MORN Obtaining management support for development initiatives Role of the HR/training coordinator Tools for determining training needs Training proposal/grant applications Do s and dont s of training Public seminars Workforce Reductions and Terminations Class 8 AFT Definitions layoff vs. termination Alternatives to layoffs Developing and defending selection criteria WARN Act considerations Separation/severance agreements Legal requirements (wages, benefits, FMLA, etc.) Communicating the layoff Dealing with the aftermath Workplace Incident Investigations Class 9 MORN Defining a workplace incident Why investigations are a critical employer issue The step-by-step investigation process Confidentiality and privacy issues Critical documentation Harassment and discrimination complaints a closer look Problem Solving Human Resources Role Class 10 AFT The real problem getting to the bottom of the issue Identifying the best solution Conflict it s not always a bad thing

5 HR Level 1 Certificate Series Holyoke* Fitchburg Bridgewater Burlington The Role of Human Resources 3/24 4/7 4/29 6/3 Employee Selection Process 3/24 4/7 4/29 6/3 Managing Employee Leaves 3/31 4/14 5/6 6/10 Employment Law HR s Responsibility 3/31 4/14 5/6 6/10 Personnel Records and Employee Handbooks 4/7 4/28 5/13 6/17 Threat Management HR s Role 4/7 4/28 5/13 6/17 Compensation Basics 4/14 5/5 5/20 6/24 Employee Benefits Programs 4/14 5/5 5/20 6/24 Managing Difficult Discussions 4/28 5/12 5/27 7/1 Developing an Effective HR Style 4/28 5/12 5/27 7/1 HR Level 2 Certificate Series Marlborough Burlington Bridgewater Holyoke* Developing Effective Relationships 2/18 7/30 9/2 10/15 Effective Employee Communication 2/18 7/30 9/2 10/15 Compensation Design 2/25 8/6 9/9 10/22 Health Care Compliance and Cost-Control Strategies 2/25 8/6 9/9 10/22 Performance Appraisal Programs 3/4 8/13 9/16 10/29 HR s Role in Managing Change 3/4 8/13 9/16 10/29 Employee Training and Development 3/11 8/20 9/23 11/5 Workforce Reductions and Terminations 3/11 8/20 9/23 11/5 Workplace Incident Investigations 3/18 8/27 9/30 11/12 Problem Solving Human Resources Role 3/18 8/27 9/30 11/ HR Roundtables Become a human resource thought leader. Join fellow HR professionals and expert guests at one of seven locations throughout Massachusetts to discuss topics and issues, industry trends, and developments affecting human resources. Billerica 1/20, 2/24, 3/24, 4/14, 5/26, 6/30, 7/21, 8/25, 9/22, 10/20, 11/17, 12/15 8:00-10:00 am Tuesdays Berkshires 1/22, 3/26, 5/21, 9/24, 11/19 Noon-2:00 pm Wednesdays Newburyport 1/20, 2/24, 3/24, 4/14, 5/26, 6/30, 7/21, 8/25, 9/22, 10/20, 11/17, 12/15 8:00-10:00 am Tuesdays Pioneer Valley 1/21, 2/11, 3/18, 4/8, 5/20, 6/17, 7/15, 8/19, 9/16, 10/21, 11/18, 12/16 8:00-10:00 am Wednesdays Taunton 1/22, 2/26, 3/26, 4/16, 5/21, 6/25, 7/23, 8/20, 9/24, 10/22, 11/19, 12/17 Noon-2:00 pm Thursdays Woburn 1/14, 2/11, 3/18, 4/15, 5/13, 6/17, 7/15, 8/19, 9/16, 10/14, 11/18, 12/16 8:00-10:00 am Wednesdays Worcester 1/22, 2/26, 3/26, 4/16, 5/21, 6/25, 7/23, 8/20, 9/24, 10/22, 11/19, 12/17 8:00-10:00 am Thursdays