Human Resource Management Certification Program. Human Resource Management: An Overview Day 1. Course Description. Irine Onciano, MBA

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1 Human Resource Management Certification Program Human Resource Management: An Overview Day 1 Facilitator: Irine Onciano, MBA September 11 & 18, 2013 Irine Onciano, MBA Founder & Lead Learning & Development Consultant, Onciano Consulting, Walnut Creek, CA Senior Consultant, Resource Development Associates, Oakland, CA Training Consultant, CPS HR Consulting, Sacramento, CA West Coast Regional Director of Human Resources, GES Exposition Svcs, Las Vegas, NV Administrative Manager, Economic Development, Airports Administration, Development & Urban Planning, City of Fresno, California Adjunct Faculty, Public & Nonprofit Management, Masagung Graduate School of Management, University of San Francisco Certified DiSC Solution Provider, Inscape Publishing a Wiley brand. Client list includes numerous state and local government agencies and private enterprises, including CA Dept. of Fish and Wildlife, CA Health Care Services, CA Alcohol and Drug Programs, CA Dept. of Transportation, CA Metropolitan Transportation Commission, CA DMV, Parent Care Inc., to name a few. Member of American Society for Public Administration (ASPA), American Society for Training & Development (ASTD), and Bay Area Organization Development Network (BAODN). Course Description This is an introduction to various functions within the human resource management field. The course provides a overview of important categories of HR activities, including staffing, employee relations, compensation, benefits and information systems, EEO/ADA/diversity, labor relations, organizational development, interpersonal communication, and training and management development. 1

2 Learning Objectives By the end of this 2-day workshop you should be able to: Provide an overview of HR Management in organizations and specific functions Discuss the HR environment, internal and external to the organization Identify the key competencies needed by HR professionals and why certification is important Provide an overview of six challenges facing HR today. Explain the key competencies needed by HR professionals and why certification is important. Agenda Day 1 Welcome Introductions Review and Discuss An overview of Human Resource Management Organizational culture and the HR environment, internal and external to the organization Challenges facing HR and HR Executives HR Certifications Key Competencies and Importance of Certification Strategic Human Resource Management activities and importance Agenda Day 2 Review and Discuss Overview of HR Functions Staffing EEO/ADA/Diversity and Inclusion Compensation and Benefits Employee Relations Labor Relations Organizational Development Legal Considerations Workforce Composition Race, gender and ethnicity Job Analysis and Descriptions 2

3 Introductions Introduce yourself, giving your Name Current/Desired Employer & Role What area of Human Resources are you most interested in? Why did you decide to enroll in the HRM Certificate Program at California State University, Sacramento? Legal Disclaimer The information presented in this class is a summary of human resources functions, practices, and a brief overview of selected laws and regulations related to human resources. It is offered neither as comprehensive, nor as legal advice. Please consult with an attorney for legal advice. Legal Advice HR Management Functions Strategic HRM Equal Employment Opportunity Staffing Talent Management Total Rewards Risk Management & Worker Protection Employee & Labor Relations Figure 1-2 (pg. 6) 3

4 HR Competencies Human Resource Expertise Relationship Management Consultation Leadership and Navigation Communication Diversity and Inclusion Ethical Practice Critical Evaluation Business Acumen SHRM 2012 The Contemporary HR Practitioner The days of simply maintaining personnel files and advising on hiring, firing and compensation are long gone for HR professionals. Today they fulfill a variety of roles that require knowledge and competencies in areas that were foreign to them in the past. Salvatore et al. (2005) Salvatore, P., Weitzman, A., & Halem, D. (2005). How the law changed HR. HR Magazine, 13, 50,

5 HR Transformation Figure 1-9, pg. 26 Strategic HRM Definitions Strategic HRM generally Refers to the use of employees to gain or maintain a competitive advantage. more specifically (Mathis and Jackson, p. 40) Can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that fosters innovation, flexibility and competitive advantage Traditional HR vs. Strategic HR 5

6 Organizational Culture and Effectiveness Organizational culture - The shared values and beliefs in an organization - The climate of an organization - Strategy and cultured must be compatible and aligned for the organization to be effective - Culture affects recruitment and retention of employees - Culture can enhance or constrain organizational performance Challenges Facing HR Executives Over Next 10 Years SHRM Workplace Forecast May 2013 Ethics and HR Ethical Scenarios Exercise (Refer to Participant Guide) 1) Review the ethical scenario that your group has been given. 2) Consider what actions you would take. 3) Be able to support your actions. (Reference company policies, laws, etc. ) 6

7 Labor Challenges - Economic As a group discuss the scenario presented and formulate your recommendations. You will need to balance business, ethics, productivity, and long-term retention when effectively addressing the scenario s proposed issues. Staffing Challenges Describe your organization s staffing strategy (to the best of your knowledge). What is most effective about the current staffing strategy? Where, in your opinion, is the current staffing strategy (or its implementation) not producing effective/favorable results? What recommendation do you have to improve the strategy? Technology in HR Human Resource Management System (HRMS) -- An integrated system providing information used by HR management in decision making. Purposes of HRMS Data Collection -- Administrative and operational efficiency in Automation of payroll and benefit activities EEO/affirmative action tracking Web-based communication with employees -- Availability of data for HR strategic planning 7

8 Certifications Figure 1-10 HR Certifications at a Glance References Lawler, E. E., III (2005). From Resource Management to Organizational Effectiveness. Human Resource Management, Summer Mathis, Robert L. and Jackson, John H. Human Resource Management (13 th Edition) (Cengage Publications, 2011). SHRM ELEMENTS for HR SUCCESS Competency Model. Society for Human Resource management Q & A 8

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