Upcoming Training Dates

Click a date below for more info & to register

Continuing Education Credits:

• HRCI – 28 HR (General) Credits
• SHRM – 28 PDC’s

 

Schedule: 10:00 AM – 6:00 PM Eastern Time on Each Day

Join our HR Consultant Certificate Program to master the skills and strategies essential for success in today’s dynamic HR landscape. Whether you’re an aspiring consultant eager to build a strong foundation or an experienced professional seeking to sharpen your expertise, this program offers everything you need to excel. Through immersive and comprehensive learning, you’ll gain cutting-edge insights into HR best practices, legal compliance, talent management, and strategic planning–all critical for advising clients and solving complex organizational challenges. You will leave this program ready to launch a successful consulting practice or take your existing business to the next level.

Our comprehensive program not only equips you with the technical skills needed to be an effective HR consultant but also provides you with the roadmap to launch and grow a successful consulting business. From identifying your niche to creating a marketing plan and building a client base, you’ll gain practical, actionable strategies that will help you take your career to the next level.

As HR continues to evolve, staying current with trends, legal frameworks, and consulting practices is essential. This program ensures you are well-prepared to navigate these changes with confidence, providing high-value services to your clients. Upon completion, you’ll earn a recognized HR Consultant Certificate that will enhance your professional credibility and marketability.

Upon completion of this intensive 4-day training, you will receive an HR Consultant Certificate, signifying your expertise in the field. This certification will enhance your professional credibility, make you more marketable to potential clients, and boost your confidence in providing high-level HR consulting services. Our certificate program is the ideal tool for anyone looking to establish themselves as a leading HR consultant in today’s competitive marketplace.

Don’t miss this opportunity to invest in your future and become a leader in the HR consulting field.

Program Features

• Expert trainer with extensive HR experience and legal expertise
• Comprehensive coverage of essential HR topics and legal compliance requirements
• Interactive and engaging training format with practical examples and case studies
• Pre- and post-test to assess learning outcomes and measure program effectiveness
• Opportunity for Q&A and networking with peers and HR professionals
• Certificate of completion upon successful program completion

 

Why Attend This Training Program

• Understand Core HR Functions: Gain comprehensive knowledge of essential HR functions, including recruitment, talent management, compliance, and employee relations.
• Master HR Strategy Development: Learn how to create, implement, and assess HR strategies that align with business objectives.
• Navigate Legal and Compliance Issues: Understand the legal framework and compliance issues that impact HR consultants, including employment laws and regulations.
• Develop Change Management Skills: Learn how to manage organizational change and advise clients on workforce transitions effectively.
• Enhance Communication and Leadership Skills: Build essential soft skills, such as negotiation, leadership, and communication, that are crucial for consulting success.
• Client Management: Learn how to manage client relationships, set expectations, and deliver outstanding results.
• Data Analytics for HR: Understand how to use HR data analytics to drive decision-making and advise clients on improving HR processes.
• Build a Consulting Business: Learn the steps to start and scale an HR consulting business, from business planning to marketing and client acquisition.
• Ethics and Integrity: Understand the ethical challenges HR consultants face and how to maintain professional integrity in your practice.
• Technology and Innovation in HR: Stay up to date with the latest HR technologies, platforms, and innovations shaping the future of work.

 

Topics Covered

• Day 1: Foundations of Effective HR Consulting
• The role of an HR consultant
• Core HR functions and responsibilities
• Conducting an HR audit
• Employee relations and conflict resolution
• Talent acquisition strategies
• Performance management systems
• Workforce planning and succession planning
• Employee engagement and retention
• Onboarding best practices
• Designing effective employee training programs
• HR data analytics for decision-making
• Diversity, equity, and inclusion (DEI) strategies
• Compensation and benefits analysis
• Compliance with labor laws and regulations
• Anti-discrimination policies and practices
• Harassment prevention in the workplace
• Managing remote and hybrid teams
• Employee handbook development
• Health and safety regulations (OSHA)
• Designing and implementing wellness programs
• Managing leaves of absence (FMLA, ADA)
• Employee termination best practices
• HR technology and tools (HRIS, ATS)
• Workforce diversity and global HR issues
• Ethical challenges for HR consultants
• Day 2: Advanced HR Consulting Skills
• HR strategy alignment with business goals
• HR metrics and KPIs
• Managing organizational change
• Leadership development programs
• HR budgeting and cost management
• Crisis management in HR
• Talent development and succession planning
• Managing cross-cultural teams
• HR compliance audits
• Navigating employee grievances
• Conflict resolution and mediation
• Building a positive workplace culture
• Recruitment and hiring best practices
• Employee lifecycle management
• Coaching and mentoring as an HR consultant
• Career path development
• Managing global HR compliance
• Legal risks and HR consulting
• Employee classification and wage laws
• Protecting intellectual property and company data
• Workplace investigations and corrective actions
• Managing whistleblower cases
• Facilitating difficult conversations
• Data privacy and security in HR
• Leading HR innovation and transformation
• Day 3: HR Consultant Best Practices
• Evaluating HR systems and tools for clients
• Creating strategic partnerships with clients
• Negotiating HR service contracts
• Project management for HR consultants
• Building client trust and long-term relationships
• Ethical decision-making in HR consulting
• Creating effective HR policies and procedures
• Managing multiple clients and projects
• Best practices for client onboarding
• Strategic workforce planning
• Employer branding and talent attraction
• Client communication strategies
• Consulting in mergers and acquisitions
• Helping clients develop DEI programs
• HR audits and gap analysis
• Managing workplace investigations
• Facilitating employee feedback systems
• Performance improvement plans (PIPs)
• HR compliance with federal and state laws
• Legal aspects of workplace policies
• Benefits program analysis and restructuring
• HR cost-saving strategies
• Establishing a results-driven consulting approach
• Benchmarking HR practices
• Client satisfaction measurement and improvement
• Day 4: Starting and Scaling an HR Consulting Business
• Identifying your HR consulting niche
• Creating a business plan for your consulting firm
• Setting your consulting fees and pricing model
• Developing a marketing strategy for HR consulting
• Building a client acquisition pipeline
• Networking and referral strategies for consultants
• Crafting an effective elevator pitch
• Legal considerations when starting a business
• Choosing the right business structure (LLC, S-Corp)
• Setting up business accounting and taxes
• Developing a personal brand as an HR consultant
• Managing client contracts and service agreements
• Building your online presence (website, LinkedIn)
• Digital marketing and lead generation for consultants
• Content marketing and thought leadership
• Creating service packages for clients
• Time management for independent consultants
• Leveraging technology and automation tools
• Scaling your consulting business for growth
• Building a virtual team for your consulting firm
• Financial planning and business budgeting
• Client retention and satisfaction strategies
• Navigating difficult client relationships
• Continuous professional development and learning
• Exit strategies for HR consultants

 

Target Audience

• Aspiring HR Consultants: Individuals who are new to the HR consulting field and want to gain the skills and knowledge necessary to succeed.
• Seasoned HR Professionals: HR practitioners looking to transition into consulting or expand their expertise in HR consulting.
• Independent Consultants: Current HR consultants seeking to enhance their skills, build stronger client relationships, and grow their consulting business.
• Business Owners: Entrepreneurs who want to launch their own HR consulting firm and need guidance on starting, scaling, and sustaining a successful business.
• Corporate HR Leaders: HR managers, directors, and VPs looking to deepen their knowledge of consulting best practices, particularly in external advisory roles.
• Small Business Advisors: Professionals who provide business consulting services and want to offer HR consulting as an additional service to their clients.

 

Agenda

Day 1: Foundations of Effective HR Consulting

10:00 AM – 11:00 AM

• Introduction to the Role of an HR Consultant
• Core HR Functions and Responsibilities
• Conducting an HR Audit: Tools and Techniques
• Employee Relations and Conflict Resolution Strategies

 

11:00 AM – 12:00 PM

• Talent Acquisition Strategies for Success
• Performance Management Systems: Key Components
• Workforce Planning and Succession Planning
• Employee Engagement and Retention: Best Practices

 

12:00 PM – 12:15 PM

• Break (15 minutes)

 

12:15 PM – 2:00 PM

• Onboarding Best Practices for New Hires
• Designing Effective Employee Training Programs
• HR Data Analytics for Decision-Making
• Diversity, Equity, and Inclusion (DEI) Strategies
• Compensation and Benefits Analysis for Clients
• Compliance with Labor Laws and Regulations

 

2:00 PM – 2:30 PM

• Lunch (30 minutes)

2:30 PM – 4:00 PM

• Anti-Discrimination Policies and Practices
• Harassment Prevention in the Workplace
• Managing Remote and Hybrid Teams
• Employee Handbook Development: Key Considerations
• Health and Safety Regulations (OSHA) Compliance

 

4:00 PM – 6:00 PM

• Designing and Implementing Wellness Programs
• Managing Leaves of Absence (FMLA, ADA)
• Employee Termination Best Practices
• HR Technology and Tools (HRIS, ATS)
• Workforce Diversity and Global HR Issues
• Ethical Challenges for HR Consultants

 

Day 2: Advanced HR Consulting Skills

10:00 AM – 11:00 AM

• HR Strategy Alignment with Business Goals
• HR Metrics and KPIs: What to Measure and Why
• Managing Organizational Change Effectively
• Leadership Development Programs for Clients
• HR Budgeting and Cost Management

 

11:00 AM – 12:00 PM

• Crisis Management in HR Consulting
• Talent Development and Succession Planning
• Managing Cross-Cultural Teams in Global Organizations
• HR Compliance Audits: Steps and Processes
• Navigating Employee Grievances and Conflicts

 

12:00 PM – 12:15 PM

• Break (15 minutes)

 

12:15 PM – 2:00 PM

• Conflict Resolution and Mediation Techniques
• Building a Positive Workplace Culture for Clients
• Recruitment and Hiring Best Practices
• Employee Lifecycle Management: From Onboarding to Exit
• Coaching and Mentoring as an HR Consultant

 

2:00 PM – 2:30 PM

• Lunch (30 minutes)

2:30 PM – 4:00 PM

• Career Path Development for Employees
• Managing Global HR Compliance
• Legal Risks and HR Consulting: What You Need to Know
• Employee Classification and Wage Laws
• Protecting Intellectual Property and Company Data

 

4:00 PM – 6:00 PM

• Workplace Investigations: Conducting and Managing
• Managing Whistleblower Cases
• Facilitating Difficult Conversations in the Workplace
• Data Privacy and Security in HR Consulting
• Leading HR Innovation and Transformation

 

Day 3: HR Consultant Best Practices

10:00 AM – 11:00 AM

• Evaluating HR Systems and Tools for Clients
• Creating Strategic Partnerships with Clients
• Negotiating HR Service Contracts
• Project Management for HR Consultants
• Building Client Trust and Long-Term Relationships

 

11:00 AM – 12:00 PM

• Ethical Decision-Making in HR Consulting
• Creating Effective HR Policies and Procedures for Clients
• Managing Multiple Clients and Projects Simultaneously
• Best Practices for Client Onboarding
• Strategic Workforce Planning

 

12:00 PM – 12:15 PM

• Break (15 minutes)

 

12:15 PM – 2:00 PM

• Employer Branding and Talent Attraction Strategies
• Client Communication Strategies for Success
• Consulting in Mergers and Acquisitions: Key Considerations
• Helping Clients Develop DEI Programs
• Conducting HR Audits and Gap Analysis

 

2:00 PM – 2:30 PM

• Lunch (30 minutes)

 

2:30 PM – 4:00 PM

• Managing Workplace Investigations for Clients
• Facilitating Employee Feedback Systems
• Performance Improvement Plans (PIPs) and Best Practices
• HR Compliance with Federal and State Laws
• Legal Aspects of Workplace Policies

 

4:00 PM – 6:00 PM

• Benefits Program Analysis and Restructuring
• HR Cost-Saving Strategies for Clients
• Establishing a Results-Driven Consulting Approach
• Benchmarking HR Practices for Optimal Outcomes
• Client Satisfaction Measurement and Improvement Strategies

 

Day 4: Starting and Scaling an HR Consulting Business

10:00 AM – 11:00 AM

• Identifying Your HR Consulting Niche
• Creating a Business Plan for Your Consulting Firm
• Setting Your Consulting Fees and Pricing Model
• Developing a Marketing Strategy for HR Consulting
• Building a Client Acquisition Pipeline

 

11:00 AM – 12:00 PM

• Networking and Referral Strategies for Consultants
• Crafting an Effective Elevator Pitch
• Legal Considerations When Starting a Business
• Choosing the Right Business Structure (LLC, S-Corp)
• Setting Up Business Accounting and Taxes

 

12:00 PM – 12:15 PM

• Break (15 minutes)

 

12:15 PM – 2:00 PM

• Developing a Personal Brand as an HR Consultant
• Managing Client Contracts and Service Agreements
• Building Your Online Presence (Website, LinkedIn)
• Digital Marketing and Lead Generation for Consultants
• Content Marketing and Thought Leadership

 

2:00 PM – 2:30 PM

• Lunch (30 minutes)

 

2:30 PM – 4:00 PM

• Creating Service Packages for Clients
• Time Management for Independent Consultants
• Leveraging Technology and Automation Tools
• Scaling Your Consulting Business for Growth
• Building a Virtual Team for Your Consulting Firm

 

4:00 PM – 6:00 PM

• Financial Planning and Business Budgeting
• Client Retention and Satisfaction Strategies
• Navigating Difficult Client Relationships
• Continuous Professional Development and Learning
• Exit Strategies for HR Consultants

Upcoming Training Dates

Click a date below for more info & to register

Schedule: 10:00 AM – 6:00 PM Eastern Time on all three days (Detailed Agenda Below)

Join Elga Lejarza, aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP,GPHRfor our3-Day GPHR® Exam Prep Boot Campand prepare and pass the Global Professional in Human Resources (GPHR®) Certification Exam.

Did you know 96% of the world’s population and 76% of consumers are outside of the US? The Global Professional in Human Resources (GPHR®) certification will let the business world know you have the proficiency, knowledge, and skills needed to manage HR challenges in a global marketplace. The GPHR demonstrates your expertise in multinational HR responsibilities, including strategies of globalization development of HR policies and initiatives that support organizational global growth. This certification is a key program for HR professionals responsible for employees in more than one country.

Earning the GPHR credential has a significant impact on global HR career trajectories. The GPHR is the only certification on the market specifically for cross-border HR professionals. Having this credential can distinguish your career as organizations continue to expand globally, which consequently increases your career potential. The GPHR will give you confidence and will significantly help you grow your global HR career.

* In 2020 HRCI removed the global experience requirement to allow HR practitioners to experience and learn while engaging in cross-border HR practices.

Do you qualify for the GPHR Certification? (Requirements for obtaining the GPHR®)

• HR Professionals who have at least 2 years of experience in a professional-level HR position plus a Master’s Degree or higher

OR

• HR Professionals who have at least 3 years of experience in a professional-level HR position plus a Bachelor’s degree

OR

• HR Professionals that have at least 4 years of experience in a professional-level HR position plus a high school diploma

What’s Included

• 24 Hours of Live Instructor-Led Training
• Each session’s recording will be available within 24 hours after completion of each live daily session and will remain available to the participants for up to 6 months
• Two 1-on-1 Exam Prep Study Sessions with our instructor Elga Lejarza
• GPHR Study Guide

Bonus Re-Sit Policy

Any participant who does not pass their certification exam after taking this workshop is welcome to attend a future class free of charge within 12 months of the original program date.

What’s Covered

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Functional Area 01 | Strategic Global Human Resources (25%)

Combining an understanding of global business factors and the unique HR challenges faced by suchorganizations while serving as a strategic business partner.

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Responsibilities:

• Participate in the development and implementation of the HR strategy to align with the global business strategy (e.g., evaluate local labor market conditions, regulation requirements, costs, language, barriers to entry, PESTLE analysis)
• Implement workforce planning in alignment with the global business strategy (e.g., evaluate local labor market conditions, regulation requirements, costs, language, barriers to entry, PESTLE analysis, gap analysis output)
• Prepare and execute elements of workforce restructuring in a global environment (e.g., local laws, risks, international laws, market practices, reputational risk, cost, training capabilities, labor relations, workplace culture, morale, systems, benefits, methodologies)
• Design and execute a global HR delivery model (e.g., model – regional CoE, global CoE, business partnering, decentralized, local considerations – strategy, expertise, optimization, process improvement, cost savings, talent availability, language availability, time zone considerations – “follow the sun”)
• Create and manage a global organization design (e.g., local rules on local managers, compliance, cultural differences, time zones, span of control, technology platforms for communications, language)
• Describe the role, benefits, and limitations of outsourcing, offshoring, and shared services models (e.g., strategy, expertise, optimization, process improvement, cost savings, talent availability, language availability, time zone considerations – “follow the sun”)
• Use common HR metrics to evaluate HR contributions to the achievement of the organization’s strategic goals (e.g., recruiting, cost per hire, engagement, employee net promoter score (eNPS), time to fill, return-on-investment (ROI), turnover rate, employee overseas assignment ROI)
• Compare and contrast organic and inorganic (greenfield, brownfield, merger and acquisition) growth strategies from a global HR perspective
• Determine and manage the HR processes during a merger, acquisition, or divestiture in a global organization (e.g., legal compliance, employee selection, resources, employee welfare, communications, buyer and seller obligations to employees, labor relations)
• Apply various strategies for operating in countries with minimal headcount (e.g., PEO, use another country’s legal entity, purchase of an entity, partnership with local entity, establish a legal entity, representative office, joint venture)
• Describe the role, benefits, and limitations of using a Professional Employment Organization (PEO)

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Functional Area 02 | Global Talent Management (20%)

Using appropriate tools and metrics to ensure an organization is able to find, develop, engage and keep talent.

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Responsibilities:

• Evaluate the components of a talent management strategy (e.g., strategic employee planning, talent acquisition and retention, performance management, learning and motivating, total rewards, career development and succession planning)
• Evaluate different approaches to sourcing talent at a global level (e.g., build/buy/borrow, internal/ external recruiting, internal transfers, recruitment process outsourcing (RPO), consultants, employee referrals, social media strategy)
• Conduct and administer a global talent assessment (e.g., tools, methodology, assessor selection, cultural relevancy, unconscious bias, output, build/buy/borrow talent)
• Evaluate the differences among various alternate work arrangements (e.g., job sharing, flexible schedules, telecommuting, virtual/remote, cross border) for a global workforce (e.g., cost compliance, productivity, effectiveness, technology, cultural, laws, retention strategy, work-life balance)
• Identify the risks and benefits of leveraging nonemployees (independent contractors, consultants, third-party contractors) in a global organization (e.g., joint or co-employment, misclassification, financial risks such as owing backpay, legal risks)
• Design and implement learning and development programs for a global workforce (e.g., language, culture, delivery method, learning styles, gap assessment, time zones, costs, tools, connectivity, technology)
• Design and implement a performance management framework for a global workforce (e.g., goal setting, laws/regulations, strategy culture, systems/platforms, training, change management)
• Use diagnostic tools in global organizations to assess employee engagement (e.g., exit surveys, onboarding surveys, engagement surveys, employee net promoter score, stay interviews)
• Implement programs to improve employee engagement and retention in a global organization (e.g., peer recognition platforms, mentoring and coaching, communication or social platforms)
• Evaluate the impact of employee organizations (works councils and local unions) on employees, business strategy, and practices, globally and locally
• Evaluate the impact of the International Labour Organization (ILO), Organisation for Economic Cooperation and Development (OECD), and United Nations (UN) on employees, business strategy, and practice
• Implement, integrate, automate, and maintain global HR systems and tools (e.g., data privacy, reporting, user experience, regulatory, automation, applicability, and effectiveness)
• Manage employee data analytics and other emerging technologies in a global environment (e.g., different and relevant benchmarks, different countries, common definitions, different units of measurement, different industries, data privacy, selecting appropriate measures for outcomes)

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Functional Area 03 | Global Mobility (15%)

Determining when to send employees abroad and ensuring smooth transitions for those on expatriate assignments and upon return, while ensuring compliance with applicable laws and regulations.

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Responsibilities:

• Analyze the role, benefits, and limitations of the various types of expatriate assignments (e.g., local plus, hybrid, long-term, short-term)
• Compare and contrast the following employee types (e.g., host country national, parent country national, third country national, local national)
• Facilitate the expatriation of an employee going on an overseas assignment (e.g., planning, communication, culture and language training, logistical support, integration, family acclimation, visa and immigration)
• Assess and administer the demographic factors when selecting employees for an overseas assignment which may not normally be considered for a local position (e.g., religion, sexual orientation, family status, gender, gender identity, nationality, special needs, pets, cultural adaptability, and age)
• Apply the primary incremental variables included in a cost analysis for an overseas assignment (e.g., immigration, relocation expenses, housing, car allowance, education allowance, home leave allowance, travel allowance, air travel to and from assignment, COLA, consulting fees, and taxes)
• Recognize and articulate country-to-country differences (regulatory, statutory, and customary) in the hiring and onboarding process for expatriates (e.g., preemployment screening, personally identifiable information, preemployment health check, technological, benefits enrollment, offers vs employment agreements, orienting, immigration, visa, work permit requirements)
• Identify the most common types of visas applicable to employees and their families who are working or traveling outside their home country
• Identify the potential country-to-country differences (regulatory, statutory, and customary) in the offboarding process for expatriates (e.g., notice pay, removing from benefits, immigration,
• government notification, departure travel, return travel, labor organization notification, settlement agreements)
• Plan and execute the successful repatriation of an employee on an overseas assignment (e.g., planning, communication, having a new position, integration, family re-acclimation, visa, immigration)
• Describe the key considerations when localizing expatriates (e.g., housing, children’s education, compensation, visa and immigration requirements, migration to local salary and rewards, terms and conditions, portability)
• Evaluate the primary considerations for a repatriate or expatriate and his/her family when preparing to relocate

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Functional Area 04 | Workplace Culture (15%)

Maximizing organizational results by facilitating an inclusive workplace through cultural competence, corporate social responsibility and ethical behavior.

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Responsibilities:

• Describe the cultural dynamics that may impact strategy and behavior in a cross-border context (i.e., Trompenaars and Hofstede)
• Identify and apply the potential elements of cultural differences and norms when designing HR programs for a global workforce (i.e., Trompenaars and Hofstede)
• Evaluate the key considerations to mitigate the risks and identify the opportunities for promoting diversity and inclusion in a global workforce (e.g., cultural, religious, social, political, legal, and special needs considerations)
• Implement and maintain corporate social responsibility (CSR) and ethics program (e.g., employer branding and reputation, risk management, employee engagement, employee satisfaction, strategic partnerships/vendor requirements, cost, obligations, legal and statutory obligation, bribery and corrupt practices: US Foreign Corrupt Practices Act, Safe Harbor Privacy Principles, UK Bribery Act)

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Functional Area 05 | Total Rewards (15%)

Providing voluntary and required total rewards appropriate for the work location and circumstances of employment.

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Responsibilities:

• Identify the most common total reward strategies and complexities of statutory and market requirements for local employees and/or expatriates from the perspectives of both the organization and the employee (e.g., health and welfare benefits, compensation, retirement, payroll, equity compensation and taxation, cost analysis, double taxation, totalization agreements)
• Evaluate the key compensation philosophies of an expatriate package (e.g., host country, home country, Big Mac Index, COLA)
• Identify the components of supplemental pay (e.g., per diems, hazard pay, hardship allowance, stipends) for local or expatriate employees
• Identify the circumstances (e.g., political unrest, climate extremes, excessive crime, unusual work schedules) where supplemental pay may be required for local or expatriate employees
• Compare and contrast the two primary retirement plan types (defined benefit and defined contribution), considering both statutory and voluntary schemes

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Functional Area 06 | Risk Management and Compliance (10%)

Keeping an organization’s employees safe, secure and free of discrimination and harassment, while protecting privacy and ensuring compliance with applicable laws and regulations.

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Responsibilities:

• Determine the key considerations in developing and implementing a strategy to proactively manage physical safety and security risks for employees globally
• Describe the resources commonly used to assess, mitigate, and manage security risks, incidents, and evacuations (e.g., kidnap and ransom insurance, travel and medical services)
• Evaluate the types of controls in a global HR environment used to manage risk and maintain compliance (e.g., audits, segregation of duties, quality assurance, multi-level approvals, external accreditation, control or exception reporting)
• Implement and maintain global anti-discrimination, anti-bullying, and anti-harassment policies (e.g., laws, processes, reporting requirements, representation, outcome/consequences, education, language, cultural norms)
• Develop and execute a global employee investigation plan (e.g., investigator selection, laws, processes, timeline and reporting requirements, representation, outcome/consequences)
• Identify the key principles of the General Data Protection Regulation (GDPR) (e.g., lawfulness, fairness and transparency, purpose limitations, data minimization, accuracy, storage limitation, integrity and compliance, accountability and compliance)

Upcoming Training Dates

Click a date below for more info & to register

• 3-Day HR Department of One Certificate Program (Starts Feb 26 2025)

  February 26 @ 10:00 am - February 28 @ 6:00 pm EST

• 3-Day HR Department of One Certificate Program (Starts May 14 2025)

  May 14 @ 10:00 am - May 16 @ 6:00 pm EDT

• 3-Day HR Department of One Certificate Program (Starts Jul 23 2025)

  July 23 @ 10:00 am - July 25 @ 6:00 pm EDT

• 3-Day HR Department of One Certificate Program (Starts Sep 24 2025)

  September 24 @ 10:00 am - September 26 @ 6:00 pm EDT

• 3-Day HR Department of One Certificate Program (Starts Dec 17 2025)

  December 17 @ 10:00 am - December 19 @ 6:00 pm EST

Upcoming Training Dates

Click a date below for more info & to register

Continuing Education Credits:

• 14 HRCI – HR(General) Credits
• 14 SHRM – PDC’s

Schedule: 10:00 AM – 6:00 PM Eastern Time on Both Days (Detailed Agenda Below)

Attending our Comprehensive 2-Day Effective Management of Remote and Hybrid Teams Certificate Program is an invaluable opportunity for managers and HR professionals to navigate the complexities of modern workplace arrangements.

Establishing and Enforcing Remote Work Policies: Participants will learn how to develop clear and effective remote work policies that are both comprehensive and flexible. This training will cover how to draft policies that support productivity while also accommodating the diverse needs of remote and hybrid teams. Key elements include setting expectations for availability, defining measurable outputs, and creating guidelines for communication. Managers will be equipped with strategies to ensure these policies are consistently applied and adhered to, maintaining fairness and transparency across the organization.

Managing Compliance and Handling Internal Investigations: The program will delve into managing compliance with employment laws as they apply to remote and hybrid workers, such as FMLA, ADA, and workers’ compensation laws. It will provide managers with the tools to conduct thorough internal investigations remotely in cases of policy violations, including those involving reasonable suspicion of drug and alcohol use. Participants will learn techniques for conducting virtual interviews and gathering electronic evidence, ensuring that all investigations are carried out with integrity and in compliance with legal standards.

Supporting Mental Health and Well-being: As remote work can often exacerbate feelings of isolation and stress, this certificate program will focus on methods to support the mental health of remote employees. Training will include identifying signs of mental health struggles and implementing support systems that promote well-being. This includes creating access to mental health resources, facilitating flexible work arrangements, and developing a supportive corporate culture that prioritizes employee wellness.

Enhancing Employee Engagement and Performance Management: Maintaining high levels of employee engagement and effectively managing performance are critical challenges in remote settings. The program will provide strategies for boosting engagement through regular feedback, recognition programs, and career development opportunities tailored to remote workers. Additionally, participants will learn how to set and track performance metrics adapted to remote work, address performance issues constructively, and use digital tools to maintain team productivity and accountability.

Intellectual Property Protection and Data Security: With the increase in remote work, protecting sensitive company information and intellectual property becomes more challenging but no less critical. The training will cover best practices for securing data, implementing robust cybersecurity measures, and educating employees on the importance of protecting intellectual property. This includes understanding the technological solutions and legal measures that can help prevent unauthorized access and data breaches.

Navigating Return-to-Office Concerns: As companies begin to reintegrate employees back into office environments, resistance from staff who prefer remote work may arise. The program will explore strategies for managing this transition smoothly, addressing concerns through clear communication and offering flexible options where possible. Participants will also learn how to handle workers’ compensation claims in remote setups and strategies for reintegrating employees into physical workspaces post-injury or illness.

By the end of this certificate program, participants will be well-equipped with the knowledge and skills to effectively manage and lead remote and hybrid teams. They will be prepared to implement practical solutions that enhance productivity, ensure compliance with legal requirements, support employee health and well-being, and maintain company culture and security in a distributed work environment.

Objectives of the Training Program:

• Understand the dynamics of remote and hybrid work environments.
• Develop skills for effectively managing and evaluating remote employees.
• Navigate legal challenges related to remote work.
• Implement health and wellness programs suitable for remote workers.
• Foster a positive and productive virtual work culture.

Topics Covered

1. Defining Remote and Hybrid Work Models
2. Establishing Clear Remote Work Policies
3. Legal Compliance for Remote and Hybrid Teams
4. Drafting Effective Remote Work Agreements
5. Setting Expectations and Accountability Measures
6. Tools and Technologies for Remote Collaboration
7. Data Security Best Practices in a Remote Environment
8. Protecting Intellectual Property with a Remote Team
9. Implementing Robust Cybersecurity Protocols
10. Understanding Employment Laws Affecting Remote Work (FMLA, ADA)
11. Handling Internal Investigations Remotely
12. Conducting Virtual Interviews and Meetings
13. Techniques for Remote Performance Management
14. Setting and Tracking Performance Metrics for Remote Employees
15. Feedback Mechanisms for Remote Teams
16. Recognizing and Addressing Burnout in Remote Settings
17. Promoting Mental Health and Well-being
18. Supporting Employees with Mental Health Challenges
19. Managing Workers’ Compensation Claims in Remote Work
20. Onboarding New Employees Virtually
21. Developing an Effective Communication Strategy
22. Overcoming Time Zone Challenges
23. Fostering Team Collaboration Across Different Locations
24. Encouraging Innovation and Creativity in Remote Teams
25. Conflict Resolution Strategies for Virtual Teams
26. Enhancing Employee Engagement Remotely
27. Hosting Virtual Team-building Activities
28. Rewarding and Recognizing Remote Employees
29. Career Development Opportunities for Remote Workers
30. Succession Planning for Remote Teams
31. Cultivating Leadership in a Remote Environment
32. Implementing Continuous Learning and Development Programs
33. Utilizing AI and Automation in Managing Remote Teams
34. Environmental and Sustainability Considerations in Remote Work
35. Handling Salary and Compensation Challenges
36. Benefits Administration for Remote Teams
37. Creating Inclusive Work Environments Virtually
38. Addressing Diversity and Inclusion Remotely
39. Legal Risks and Ethical Considerations in Remote Work
40. Preparing for Return-to-Office Strategies
41. Managing Employee Resistance to Office Returns
42. Strategies for Phased Reintegration
43. Customizing Workspaces for Hybrid Models
44. Health and Safety Protocols for Hybrid Workplaces
45. Creating Emergency Response Plans for Remote Teams
46. Insurance and Liability for Remote Workers
47. Tax Implications of Remote Work
48. Record Keeping and Documentation for Remote Teams
49. Privacy Issues in Remote Work Settings
50. Establishing Remote Work as Part of Corporate Culture
51. Building Trust and Transparency in Remote Teams
52. Remote Team Dynamics and Interpersonal Relationships
53. Navigating Organizational Change with Remote Teams
54. Using Project Management Software Effectively
55. Choosing the Right Technology Stack for Remote Work
56. Managing IT Support for Remote Teams
57. Remote Access Solutions and VPNs
58. Cloud Computing Solutions for Remote Teams
59. Mobile Device Management in Remote Work
60. Email Management Strategies for Remote Teams
61. Effective Use of Collaborative Platforms (Slack, Teams, etc.)
62. Time Management Techniques for Remote Workers
63. Managing Overwork and Setting Boundaries
64. Scheduling and Calendar Management for Hybrid Teams
65. Remote Office Ergonomics and Setup
66. Home Office Stipends and Reimbursements
67. Handling Confidential Information in Remote Settings
68. Conducting Risk Assessments for Remote Operations
69. Crisis Management and Business Continuity Planning
70. Developing a Remote IT Contingency Plan
71. Mitigating Risks of Social Isolation in Remote Work
72. Addressing Communication Barriers and Misunderstandings
73. Language and Cultural Considerations in International Teams
74. Conducting Global Meetings with Multicultural Teams
75. Export Controls and Compliance in Remote Work
76. Implementing Effective Change Management Remotely
77. Role of HR in Supporting Remote Teams
78. Structuring HR Services for Remote Workers
79. Legal Aspects of Terminating Remote Employees
80. Handling Layoffs and Furloughs in Remote Teams
81. Remote Work Trends and Future Outlook
82. Impact of Remote Work on Urban and Rural Development
83. Remote Work and Corporate Social Responsibility
84. Measuring the Environmental Impact of Remote Work
85. Accessibility and Disability Support in Remote Work
86. Using Analytics and Data to Drive Remote Work Policies
87. Feedback Loops and Continuous Improvement Mechanisms
88. Adapting Company Events for Remote Participation
89. Managing Seasonal Affective Disorder in Remote Workers
90. Addressing Internet and Connectivity Issues for Remote Teams
91. Balancing Surveillance with Privacy in Remote Monitoring
92. Impact of Remote Work on Organizational Structure
93. Managing Supply Chain and Vendor Relations Remotely
94. Remote Sales Strategies and Customer Relationship Management
95. Remote Public Relations and Media Communication
96. Remote Lobbying and Advocacy Efforts
97. Financial Planning and Budgeting for Remote Operations
98. Tax Deductions and Incentives for Remote Workers
99. Strategic Planning Sessions via Virtual Workshops
100. Evaluating the Long-term Viability of Remote Work Models

 

These topics cover a broad spectrum of essential areas, ensuring that our participants leave the program equipped with a deep understanding and practical skills to manage remote and hybrid teams effectively.

Target Audience

HR Professionals and Managers

• Senior HR Managers and Directors: Those who oversee HR operations across multiple geographical locations and need to implement or refine remote work policies.
• HR Business Partners: Professionals who liaise between HR departments and other business units, requiring skills to manage and support remote or hybrid teams.
• HR Generalists: Individuals handling day-to-day HR tasks who must adapt to the challenges of remote workforce management including recruitment, onboarding, and compliance.

 

Team Leaders and Supervisors

• Project Managers: Managers who lead project-based work with teams that may be distributed globally and need to keep projects on track without face-to-face interactions.
• Team Supervisors: Front-line supervisors who directly manage remote or hybrid teams and need strategies to maintain productivity and team cohesion.
• Operations Managers: Those responsible for ensuring the smooth operation of business processes in a remote or hybrid setup, requiring effective remote team management skills.

 

C-Level Executives and Decision Makers

• CEOs and Founders: Top executives who design and direct remote work policies at a strategic level and must understand the impacts of these policies on business outcomes.
• Chief Human Resources Officers (CHROs): Senior leaders responsible for setting the overarching strategy for remote work and ensuring that HR policies align with business goals.
• Chief Operations Officers (COOs): Executives who oversee the company’s operational aspects and need to ensure that remote work setups are efficient and scalable.

 

IT Managers and Technical Leads

• IT Directors: Individuals overseeing IT infrastructure that supports remote work, including cybersecurity, data privacy, and communication tools.
• Technical Project Leads: Those managing technical teams remotely, who require effective strategies to coordinate development tasks and maintain high productivity levels.

 

Business Owners and Entrepreneurs

• Small Business Owners: Those who run small enterprises and are considering moving to a hybrid or fully remote setup as a long-term business strategy.
• Start-up Founders: Innovators who are building teams in a flexible work environment from the ground up, needing best practices for remote team management.

 

Educators and Corporate Trainers

• Training Managers: Professionals responsible for developing and delivering training to remote or hybrid teams.
• Educational Consultants: Experts who provide advice on creating effective remote learning environments and managing virtual classrooms.

 

Legal and Compliance Officers

• Compliance Managers: Individuals who ensure that remote work policies meet legal standards and protect the company from potential liabilities.
• Corporate Lawyers: Legal professionals advising companies on the implications of remote work regarding employment law, data protection laws, and workers’ compensation.

 

Health and Wellness Coordinators

• Wellness Program Directors: Those tasked with developing health and wellness initiatives tailored for remote workers to ensure their physical and mental well-being.

 

Non-Profit and NGO Leaders

• Program Directors: Managers at non-profits who increasingly operate in a virtual context and need to manage dispersed teams effectively across different regions or countries.

 

This elaborated target audience includes a wide range of professionals who either directly manage or support remote or hybrid teams. The program is designed to cater to those needing to enhance their knowledge and skills in managing such teams effectively, ensuring productivity, compliance, and worker satisfaction in a dispersed work environment.

Agenda

Day 1

• 10:00 AM – Introduction to Remote Work Dynamics
• 11:00 AM – Key Principles of Remote Team Management
• 12:00 PM – Performance Evaluation Techniques for Remote Workers
• 12:10 PM – Break (20 minutes)
• 12:30 PM – Tools and Technologies for Monitoring Remote Work
• 2:00 PM – Lunch (30 minutes)
• 2:30 PM – Legal Challenges in Remote Work (FMLA, ADA Compliance)
• 3:30 PM – Attendance Management Strategies for Remote Teams
• 4:15 PM – Break (15 minutes)
• 4:30 PM – Developing Remote Work Policies
• 5:30 PM – End of Day 1

 

Day 2

• 10:00 AM – Health and Wellness Initiatives for Remote Workers
• 11:00 AM – Addressing Mental Health in Remote Settings
• 12:00 PM – Creating Effective Employee Rewards Programs
• 12:10 PM – Break (20 minutes)
• 12:30 PM – Reasonable Suspicion Training for Managers
• 2:00 PM – Lunch (30 minutes)
• 2:30 PM – Conducting Remote Employee Training and Development
• 3:30 PM – Building and Sustaining Employee Engagement Virtually
• 4:15 PM – Break (15 minutes)
• 4:30 PM – Conducting Internal Investigations with a Virtual Workforce
• 5:30 PM – Best Practices from HR Leaders

 

Our training program stands out as an essential investment for businesses navigating the complexities of today’s work environment. Unlike other offerings, our program is meticulously designed by industry experts who bring real-world experience and up-to-date knowledge tailored to the unique challenges of managing remote and hybrid teams.

Firstly, the comprehensiveness of our curriculum sets us apart. We cover a spectrum of critical topics from setting up robust remote work policies to advanced data security, ensuring your management team is well-versed in every aspect of remote team leadership. Our curriculum is continuously updated to reflect the latest trends and best practices, keeping your organization at the forefront of the remote work revolution.

Moreover, we emphasize practical, hands-on learning experiences. Participants engage in real-life simulations, role-playing exercises, and interactive discussions that solidify learning and ensure they can apply their new skills immediately and effectively in their roles. This practical approach guarantees improvements in team productivity, collaboration, and employee satisfaction from the moment they return to work.

Another differentiator is our focus on customization and flexibility. We understand that no two businesses are the same, and our training can be tailored to address the specific challenges and goals of your organization. Whether you’re looking to enhance team cohesion, boost productivity, or streamline communication across time zones, our program can be adjusted to meet your needs.

Finally, investing in our training not only equips your leaders with the necessary skills to manage remote and hybrid teams but also demonstrates a commitment to employee well-being and corporate responsibility. This enhances your company’s reputation as a forward-thinking and supportive employer, helping attract and retain top talent in a competitive market.

By choosing our training, you are not just purchasing a service; you are investing in a partnership that will elevate your organization’s remote work practices to industry-leading standards, ensuring long-term success and sustainability in a digital-first world.

Upcoming Training Dates

Click a date below for more info & to register

Continuing Education Credits:

• HRCI – 14 HR(General) Credits
• SHRM – 14 PDC’s

Schedule: 10:00 AM – 6:00 PM Eastern Time (Detailed Agenda Below)

Summary

This program is designed to be a transformative experience for HR professionals and organizational leaders who recognize the critical importance of a well-crafted employee handbook. Investing your time and resources in this training is a strategic move towards elevating your professional capabilities and significantly enhancing your organization’s success.

Over the two days, you will delve deep into the intricacies of creating, implementing, and managing employee handbooks that are not only comprehensive and legally compliant but also strategically aligned with your company’s mission, vision, and values. Our sessions will provide you with the latest best practices, innovative strategies, and practical insights needed to develop handbooks that foster a positive workplace culture, ensure regulatory compliance, and support your business objectives.

This program is more than just a training session; it’s an opportunity to gain a competitive edge in your field.

By the end of this program, you’ll be empowered to create employee handbooks that serve as powerful tools for communication, risk management, and organizational development. Don’t miss out on this chance to invest in your professional growth and contribute to your organization’s long-term success. Let’s embark on this journey together to master the art and science of employee handbooks!

Why Attend This Training?

Comprehensive Understanding of Employee Handbooks: Employee handbooks are essential tools that set the foundation for a clear, consistent, and fair workplace. Our 2-Day certificate program offers an in-depth exploration of all aspects related to employee handbooks, ensuring participants leave with a robust understanding of how to create, implement, and manage them effectively. By attending this program, participants will gain valuable insights into the purpose and strategic importance of employee handbooks, making them indispensable assets to their organizations.

Expert-Led Training: The program is led by experienced HR professionals who bring a wealth of knowledge and real-world experience to the table. These experts will guide participants through best practices, legal requirements, and innovative strategies to develop comprehensive and effective employee handbooks. Attendees will benefit from the practical knowledge and firsthand insights of seasoned professionals, enabling them to tackle any handbook-related challenges with confidence.

Legal Compliance and Risk Management: In today’s litigious work environment, maintaining legal compliance is paramount. This program covers critical legal aspects such as non-discrimination policies, confidentiality agreements, and workplace safety regulations. Participants will learn how to incorporate these elements into their handbooks, thereby mitigating legal risks and ensuring their organizations are compliant with the latest laws and regulations. This knowledge is crucial for protecting both the company and its employees.

Enhanced Organizational Culture and Employee Relations: A well-crafted employee handbook reflects the organization’s values, culture, and commitment to its workforce. This program emphasizes the importance of aligning the handbook with the company’s mission, vision, and values. Participants will learn how to create a handbook that fosters a positive work environment, promotes diversity and inclusion, and strengthens employee relations. By attending this program, HR professionals will be equipped to enhance their organizational culture and build stronger relationships with employees.

Strategic HR Leadership: This program is designed to empower HR professionals with the skills and knowledge needed to become strategic leaders within their organizations. Participants will learn how to leverage the employee handbook as a strategic tool to drive business objectives, support employee development, and ensure operational efficiency. The comprehensive agenda covers all facets of handbook creation and management, enabling participants to contribute to their organization’s success at a higher level.

Networking and Collaboration Opportunities: Attending this 2-Day program provides valuable opportunities to network and collaborate with fellow HR professionals. Participants will engage in interactive discussions, group exercises, and case studies, allowing them to share experiences and learn from one another. Building a network of HR peers is invaluable for ongoing support, sharing best practices, and staying updated on the latest trends and challenges in the field.

Target Audience

• HR Professionals: HR managers, specialists, and generalists seeking to enhance their knowledge of employee handbooks and ensure compliance with legal standards.
• Business Owners and Executives: Leaders responsible for creating and implementing company policies to align with organizational goals and maintain legal compliance.
• Legal Professionals: Lawyers and legal advisors working with businesses to develop comprehensive and legally sound employee handbooks.
• Compliance Officers: Individuals tasked with ensuring that company policies adhere to regulatory requirements and mitigate legal risks.
• Organizational Development Practitioners: Professionals focused on improving company culture, employee engagement, and organizational effectiveness through clear and consistent policies.
• Employee Relations Specialists: Individuals dedicated to fostering positive employee relations and resolving workplace issues through well-defined policies and procedures.

Topics Covered

• Company Name
• Company Logo
• Welcome Letter
• Handbook Purpose
• Company Strategy
• Ideal Company Culture
• Corporate Social Responsibility
• Mission
• Vision
• Values
• Employee Relationship
• Employment at Will
• Probation Period
• Standard Workweek/Operating Hours
• Employee Classification
• Hourly Employees
• Salary Employees
• Remote Employees
• 1099 Contractors
• Assessment Process for Promotions and Raises
• Growth Opportunities
• Employee Developmental Plans
• Succession Planning Process
• Handling of Department Transfers
• Separation of Employment
• Labor Union Involvement
• Confidentiality
• Non-Disclosure Agreements
• Non-Solicitation Agreements
• Non-Compete Agreements
• Conflicts of Interest
• Handling of Confidential Information/Personnel Files
• Process of Keeping Personnel Files Current
• Outside Employment
• Non-Discrimination Policies
• Equal Employment Opportunity
• Commitment to Diversity
• Anti-Discrimination Policy
• Discrimination & Harassment-Free Workplace
• Supervisor/Manager Responsibilities
• Investigation Procedures
• Title VII of the Civil Rights Act
• Pregnancy Discrimination
• Americans with Disabilities Act Policy & Reasonable Accommodations
• Sexual Harassment
• Microaggression Harassment
• Other Types of Harassment
• Women’s Health & Cancer Rights Act of 1998
• Newborn’s & Mother’s Health Protection Act of 1996
• ERISA Rights and Protections
• The Affordable Care Act
• Lactation Breaks
• COBRA Rights
• GINA Rights
• CHIP Program
• Open-Door Communication Policy
• Grievance Process
• Whistleblower Protection Policy
• Retaliation Protection Policy
• Interference Protection Policy
• Workplace Safety/Ethics
• Commitment to Safety
• General Standards of Conduct & Safety Rules & Regulations
• Workplace Conduct
• Code of Conduct & Business Ethics
• Handling of Social Media
• Relationships with Vendors & Suppliers
• Gifts and Gratuities
• Protection and Proper Use of Company Assets
• Offenses Committed Outside the Workplace
• Drug-Free Workplace
• Smoke-Free Workplace
• Alcohol Consumption
• Background Checks
• Criminal Conviction Policy
• Pre-Employment Screening
• Employment Verification
• Handling Public Health Emergencies
• Reporting of Illegal or Unethical Behavior
• Safe & Weapon-Free Workplace Policy
• Workplace Violence Prevention
• Visitors
• Handling of COVID-19 Processes/Vaccinations
• Workplace Guidelines
• Dress & Grooming Code
• Cell Phone/Internet Use
• Communications with the Media/Social Media
• Searches of Personal Property
• Nepotism/Team Member Dating and Professional Conduct
• Transportation/Driving Personal Vehicles on Behalf of the Company
• Attendance
• Calling Out
• Job Abandonment
• Remote Work
• Employment of Relatives
• Progressive Discipline Process
• Compensation & Payroll
• Team Member Classification
• Employment Records/Time Cards
• Overtime
• Safe Harbor Policy for Exempt Team Members
• Payment of Wages
• Bonus/Incentives
• Meal & Breaks
• Time Off/Leave of Absence
• Holidays
• PTO/Vacation
• Internal Promotions/Anniversary Date
• Accrual Limits
• Requesting PTO
• Unscheduled Absences
• Time Off Without Pay
• Sick Pay
• Termination of Employment
• Deductions from Pay
• Eligibility/Schedule
• No Work on Leave
• Return to Work
• Retirement Leave
• Family & Medical Leave
• Intermittent Leave and Reduced Schedule
• USERRA/Military Leave
• Bereavement Leave
• Domestic Violence Leave
• Jury Duty/Court Leave
• Voting Leave
• Sabbatical/Personal Leave
• COVID Leave
• Paid Parental Leave
• Perks/Benefits
• Employee Appreciation/Recognition
• Employee Discounts/Rewards
• Flex-Time
• Wellness Program
• Gym Membership
• Office Perks
• Childcare Assistance
• Commuter Assistance
• Adoption Assistance
• Disaster Relief Assistance
• Diversity Program
• Engagement Committee
• Financial Assistance
• Legal Assistance
• Benefits Overview
• Eligibility
• Medical
• Dental
• Vision
• Life/AD&D
• Disability (Short/Long Term)
• Employee Assistance Program (EAP)
• Pharmacy
• Preventive Services (Children, Women, Men)
• Worker’s Compensation
• 401(k) Plan
• Health Savings Account
• Reimbursement Policy (Limits)
• Entertainment Allowance
• Business Meal Allowance
• Traveling Allowance
• House Rent Allowance
• Relocation Allowance
• Transportation Allowance
• Office Supplies Allowance
• Telephone Allowance
• Internet Allowance
• Personal Allowance
• Home Office Allowance
• Cost of Living Allowance
• Security
• Company Software, Systems, Network Security & Information Security
• Company Electronic Communications
• Work Product Ownership
• Employee Privacy
• SS Number Privacy & Personal Information Protection
• Time Records
• Release & Waiver of Liability
• Use of Company Property
• Arbitration Acknowledgment
• Receipt and Acknowledgment of Handbook
• Who to Call for What?
• Clause for Changing Information/Case by Case Review

Agenda

Day 1

10:00 AM – 10:30 AM: Introduction
10:30 AM – 11:00 AM: Company Name, Logo, and Welcome Letter
11:00 AM – 11:30 AM: Handbook Purpose and Company Strategy
11:30 AM – 12:00 PM: Ideal Company Culture and Corporate Social Responsibility
12:00 PM – 12:15 PM: Break
12:15 PM – 12:45 PM: Mission, Vision, and Values
12:45 PM – 1:30 PM: Employee Relationship and Employment at Will
1:30 PM – 2:00 PM: Probation Period and Standard Workweek/Operating Hours
2:00 PM – 2:30 PM: Lunch Break
2:30 PM – 3:00 PM: Employee Classification (Hourly, Salary, Remote, 1099 Contractors)
3:00 PM – 3:30 PM: Assessment Process for Promotions and Raises
3:30 PM – 4:00 PM: Growth Opportunities, Employee Developmental Plans, and Succession Planning
4:00 PM – 4:30 PM: Handling of Department Transfers and Separation of Employment
4:30 PM – 4:45 PM: Break
4:45 PM – 5:15 PM: Labor Union Involvement and Confidentiality
5:15 PM – 6:00 PM: Non-Disclosure, Non-Solicitation, and Non-Compete Agreements

Day 2

10:00 AM – 10:30 AM: Non-Discrimination and Equal Employment Opportunity
10:30 AM – 11:00 AM: Commitment to Diversity and Anti-Discrimination Policy
11:00 AM – 11:30 AM: Discrimination & Harassment-Free Workplace
11:30 AM – 12:00 PM: Supervisor/Manager Responsibilities and Investigations
12:00 PM – 12:15 PM: Break
12:15 PM – 12:45 PM: Title VII of the Civil Rights Act and Pregnancy Discrimination
12:45 PM – 1:30 PM: Americans with Disabilities Act Policy & Reasonable Accommodations
1:30 PM – 2:00 PM: Sexual Harassment and Microaggression Harassment
2:00 PM – 2:30 PM: Lunch Break
2:30 PM – 3:00 PM: Workplace Safety/Ethics and Commitment to Safety
3:00 PM – 3:30 PM: General Standards of Conduct & Safety Rules & Regulations
3:30 PM – 4:00 PM: Drug-Free Workplace, Smoke-Free Workplace, and Alcohol Consumption
4:00 PM – 4:30 PM: Background Checks, Criminal Conviction Policy, and Pre-Employment Screening
4:30 PM – 4:45 PM: Break
4:45 PM – 5:15 PM: Workplace Guidelines: Dress & Grooming Code, Cell Phone/Internet Use
5:15 PM – 6:00 PM: Compensation & Payroll: Team Member Classification, Overtime, Safe Harbor Policy

Attending our Comprehensive 2-Day Employee Handbook Design Certificate Program is an investment in your professional growth and your organization’s success. By mastering the creation and implementation of comprehensive, legally compliant, and strategically aligned employee handbooks, you will be equipped to enhance your organization’s culture, ensure legal compliance, and drive business objectives. Don’t miss this opportunity to gain valuable insights, network with peers, and become a strategic leader in HR. Register now to secure your spot and take the first step towards transforming your organization’s handbook into a powerful tool for success.

Upcoming Training Dates

Click a date below for more info & to register

Upcoming Training Dates

Click a date below for more info & to register

Continuing Education Credits:

• HRCI – 4 HR(General) Credits
• SHRM – 4 PDC’s

Schedule: 10:00 AM – 2:00 PM Eastern Time

This program is essential for HR professionals, managers, and supervisors seeking to enhance employee engagement, satisfaction, and retention within their organizations. Understanding the importance of employee recognition and its impact on company culture is crucial for fostering a motivated and productive workforce. This training offers a comprehensive introduction to various types of recognition programs and their roles in shaping a positive work environment, equipping attendees with the knowledge needed to implement effective recognition strategies.

The program delves into the nuances of designing effective recognition programs, including setting clear objectives and identifying key success metrics. Tailoring these programs to meet the diverse needs of the workforce ensures that all employees feel valued and appreciated. By learning best practices in employee recognition, attendees will be able to create a recognition-friendly environment, making appreciation timely, personalized, and meaningful. This is especially important in maintaining high morale and reducing turnover rates.

Moreover, the training emphasizes the importance of manager and leadership involvement in recognition efforts. Educating managers on effective recognition methods and encouraging leadership by example can significantly enhance the overall impact of recognition programs. By establishing a recognition task force, organizations can ensure continuous and focused efforts in maintaining a culture of appreciation. Addressing the unique recognition needs of different employee groups, such as frontline and remote workers, further ensures inclusivity and fairness.

Finally, the program provides practical tools and platforms for implementing recognition programs, along with strategies for overcoming common challenges. By celebrating milestones and achievements and continuously improving recognition practices based on feedback, organizations can maintain a dynamic and effective recognition program. Real-life case studies offer valuable insights, helping attendees understand what works and what doesn’t. The training concludes with the development of an action plan, enabling participants to immediately apply their new skills and knowledge within their organizations.

Program Features

• Expert trainer with extensive HR experience and legal expertise
• Comprehensive coverage of essential HR topics and legal compliance requirements
• Interactive and engaging training format with practical examples and case studies
• Pre- and post-test to assess learning outcomes and measure program effectiveness
• Opportunity for Q&A and networking with peers and HR professionals
• Certificate of completion upon successful program completion

Why Attend This Training Program

• Enhanced Employee Engagement and Satisfaction: Learn how to design and implement effective employee recognition programs that significantly boost morale, motivation, and job satisfaction, leading to a more engaged and productive workforce.
• Strategic Alignment and Organizational Goals: Develop the skills to align recognition programs with broader organizational goals and values, ensuring that your efforts support the overall mission and strategic direction of your company.
• Comprehensive Understanding of Recognition Programs: Gain a thorough understanding of various types of recognition programs, including formal, informal, peer-to-peer, and manager-driven, and how to effectively utilize each within your organization.
• Customized Recognition Strategies: Learn to tailor recognition programs to meet the diverse needs of your workforce, ensuring inclusivity and fairness across different roles, departments, and demographics.
• Professional Growth and Certification: Achieve a recognized certification that demonstrates your expertise and commitment to professional development in employee recognition, enhancing your credibility and career advancement prospects.

Topics Covered

• The Importance of Employee Recognition
• Types of Employee Recognition Programs
• The Role of Recognition in Company Culture
• Setting Clear Objectives
• Identifying Key Metrics for Success
• Tailoring Programs to Diverse Workforce Needs
• Timeliness and Frequency of Recognition
• Personalization and Specificity
• Creating a Recognition-Friendly Environment
• Digital Platforms for Employee Recognition
• Utilizing Social Media and Internal Channels
• Integrating Recognition with Existing Systems
• Training Managers to Recognize Effectively
• Leadership by Example
• Creating a Recognition Task Force
• Recognition for Frontline Employees
• Recognition for Remote Employees
• Recognition for High Performers
• Common Pitfalls and How to Avoid Them
• Addressing Bias and Fairness
• Maintaining Consistency Across Departments
• Service Awards and Anniversaries
• Project and Team Accomplishments
• Individual Achievements and Innovations
• Collecting and Analyzing Feedback
• Adjusting Programs Based on Feedback
• Staying Updated with Industry Trends
• Successful Recognition Programs
• Lessons Learned from Recognition Failures
• Creating an Action Plan

Target Audience

• Current HR Directors: Professionals already holding HR Director positions seeking to update their skills and stay abreast of the latest trends and practices in the field.
• Senior HR Managers: Experienced HR Managers looking to take the next step in their careers and prepare for roles at the director level.
• Aspiring HR Leaders: Individuals aiming to transition into senior HR roles, such as HR Directors or Vice Presidents of HR, and seeking the necessary skills and credentials.
• HR Business Partners: HR professionals who work closely with senior management and need to understand strategic HR management at a higher level.
• Talent Development Managers: Those responsible for employee development and succession planning who are looking to expand their strategic HR capabilities.
• Organizational Development Professionals: Individuals focused on organizational change and development, looking to enhance their understanding of strategic HR’s role in these processes.
• HR Consultants and Advisors: Independent consultants and advisors who provide strategic HR guidance to organizations and need to stay current with industry best practices.
• Small Business Owners/CEOs: Leaders of small to medium-sized businesses who often take on HR responsibilities and need a deeper understanding of strategic HR management.
• HR Professionals in Transition: Individuals between roles or looking to shift their career path within HR, aiming to increase their marketability and job prospects.
• HR Academics and Educators: Educators and researchers in the field of human resources or related fields looking to update their knowledge and incorporate current practices into their teaching and research.
• Non-HR Executives: Executives from other departments who collaborate closely with HR and need to understand the strategic importance and functions of HR within an organization.
• HR Generalists: Professionals handling a broad range of HR functions and seeking to deepen their knowledge and specialize in employee recognition programs.
• Employee Engagement Specialists: Those focused on improving employee engagement and looking for effective recognition strategies to enhance workforce motivation.
• Compensation and Benefits Managers: Individuals responsible for employee compensation and benefits, seeking to integrate recognition programs with overall reward strategies.
• HR Analysts: Professionals analyzing HR data and trends, interested in understanding how recognition impacts organizational metrics.
• Learning and Development Coordinators: Those planning and coordinating employee training programs, aiming to incorporate recognition as part of development initiatives.
• Employee Relations Managers: Individuals managing employee relations, looking to use recognition as a tool to improve workplace harmony and reduce conflicts.
• Performance Management Specialists: Those overseeing employee performance appraisals and reviews, seeking to link performance outcomes with recognition practices.
• Diversity and Inclusion Officers: Professionals dedicated to fostering diversity and inclusion, looking to ensure recognition programs are fair and inclusive.
• HR Technology Specialists: Individuals implementing and managing HR technology solutions, aiming to integrate and optimize digital tools for employee recognition programs.

Agenda

10:00 AM – 10:20 AM: Module 1 – Introduction to Employee Recognition

• The Importance of Employee Recognition
• Types of Employee Recognition Programs
• The Role of Recognition in Company Culture

10:20 AM – 10:40 AM: Module 2 – Designing an Effective Recognition Program

• Setting Clear Objectives
• Identifying Key Metrics for Success
• Tailoring Programs to Diverse Workforce Needs

10:40 AM – 11:00 AM: Module 3 – Best Practices in Employee Recognition

• Timeliness and Frequency of Recognition
• Personalization and Specificity
• Creating a Recognition-Friendly Environment

11:00 AM – 11:20 AM: Module 4 – Tools and Platforms for Recognition

• Digital Platforms for Employee Recognition
• Utilizing Social Media and Internal Channels
• Integrating Recognition with Existing Systems

11:20 AM – 11:40 AM: Module 5 – Manager and Leadership Involvement

• Training Managers to Recognize Effectively
• Leadership by Example
• Creating a Recognition Task Force

11:40 AM – 12:00 PM: Module 6 – Recognition Strategies for Different Levels

• Recognition for Frontline Employees
• Recognition for Remote Employees
• Recognition for High Performers

12:00 PM – 12:15 PM: Break

12:15 PM – 12:35 PM: Module 7 – Overcoming Challenges in Recognition Programs

• Common Pitfalls and How to Avoid Them
• Addressing Bias and Fairness
• Maintaining Consistency Across Departments

12:35 PM – 12:55 PM: Module 8 – Celebrating Milestones and Achievements

• Service Awards and Anniversaries
• Project and Team Accomplishments
• Individual Achievements and Innovations

12:55 PM – 1:15 PM: Module 9 – Continuous Improvement and Feedback

• Collecting and Analyzing Feedback
• Adjusting Programs Based on Feedback
• Staying Updated with Industry Trends

1:15 PM – 1:35 PM: Module 10 – Case Studies and Real-Life Examples

• Successful Recognition Programs
• Lessons Learned from Recognition Failures
• Creating an Action Plan

1:35 PM – 1:50 PM: Recap and Review

• Summarizing Key Takeaways
• Preparing for Implementation

1:50 PM – 2:00 PM: Q&A Session

• Open Floor for Questions and Discussions
• Closing Remarks

Upcoming Training Dates

Click a date below for more info & to register

Continuing Education Credits:

• HRCI – 7 HR(General) Credits
• SHRM – 7 PDC’s

Schedule: 10:00 AM – 6:00 PM Eastern Time

Effective communication is the cornerstone of successful HR practices, management, and leadership. Attending our 1-Day Effective Communication Skills for HR Professionals Certificate Program provides invaluable skills that enhance interpersonal interactions, streamline organizational processes, and improve overall workplace morale.

This comprehensive training covers essential topics, from foundational communication principles to advanced strategies for handling complex conversations, ensuring that participants leave with practical tools they can immediately apply in their roles.

HR professionals will particularly benefit from modules focused on written communication and crisis communication. These sessions delve into best practices for crafting clear emails, reports, and policy documents, as well as strategies for managing communication during organizational crises. By mastering these skills, HR practitioners can ensure transparency, build trust, and effectively manage employee relations during challenging times.

Managers and supervisors will find the training’s focus on interpersonal communication and employee engagement especially relevant. Learning to give and receive feedback constructively, manage conflicts, and build strong team dynamics are crucial skills for any leader. Additionally, the training offers insights into engaging employees, conducting meaningful surveys, and recognizing achievements, all of which are essential for fostering a motivated and productive workforce.

The program’s emphasis on digital communication skills is also timely and critical. With the increasing reliance on virtual meetings, social media, and internal communication platforms, understanding the nuances of digital etiquette and cybersecurity is essential. This knowledge helps ensure that all professional interactions are secure, effective, and professional, regardless of the medium.

Finally, the training provides a framework for measuring communication effectiveness through communication audits and key performance indicators (KPIs). By implementing these strategies, HR professionals and managers can continually assess and improve their communication tactics, ensuring that they remain responsive to the needs of their employees and the organization.

Program Features

• Expert trainer with extensive HR experience and legal expertise
• Comprehensive coverage of essential HR topics and legal compliance requirements
• Interactive and engaging training format with practical examples and case studies
• Pre- and post-test to assess learning outcomes and measure program effectiveness
• Opportunity for Q&A and networking with peers and HR professionals
• Certificate of completion upon successful program completion

Why Attend This Training Program

• Enhanced Communication Skills: Develop advanced communication skills tailored for HR professionals, managers, and supervisors, enabling you to foster better workplace relationships and effectively manage team dynamics.
• Comprehensive Knowledge Base: Gain in-depth insights into various aspects of communication, including verbal and non-verbal communication, written communication, and digital communication, ensuring you can apply a wide range of strategies in your workplace.
• Conflict Resolution and Feedback Mastery: Learn effective techniques for managing conflicts, giving and receiving feedback, and navigating difficult conversations, which are essential for maintaining a positive and productive work environment.
• Employee Engagement and Crisis Management: Understand the importance of engaging employees and managing communication during crises, equipping you with the skills to handle challenging situations and maintain organizational stability.
• Career Advancement and Professional Recognition: Earn a recognized certification that demonstrates your commitment to improving your communication skills, significantly enhancing your credibility and prospects for career advancement within your organization and the HR field.

Topics Covered

• Introduction to Effective Communication
• Communication Models and Theories
• Verbal vs. Non-Verbal Communication
• Active Listening Skills
• Barriers to Effective Communication
• Understanding Communication Styles
• Adapting Communication Styles
• Building Rapport and Trust
• Assertiveness in Communication
• Negotiation Skills
• Effective Email Communication
• Report Writing
• Crafting Policy Documents
• Writing Job Descriptions
• Internal Memos and Announcements
• Building Effective Work Relationships
• Influence and Persuasion
• Giving and Receiving Feedback
• Conflict Management
• Cross-Cultural Communication
• Interviewing Techniques
• Pre-Interview Communication
• Communicating Job Offers
• Rejecting Candidates
• Onboarding Communication
• Designing Training Materials
• Delivering Training Sessions
• Communicating Learning Objectives
• Feedback on Training
• Mentorship and Coaching
• Engaging Employees
• Conducting Surveys
• Town Hall Meetings
• Team Building Communication
• Celebrating Success
• Crisis Communication Planning
• Managing Rumors and Misinformation
• Communicating During Change
• Dealing with Difficult Conversations
• Post-Crisis Communication
• Virtual Meetings and Webinars
• Using Social Media
• Internal Communication Platforms
• Digital Etiquette
• Cybersecurity in Communication
• Communication Audits
• Key Performance Indicators (KPIs) for Communication
• Employee Feedback Systems
• Improving Communication Strategies
• Case Studies and Best Practices

Target Audience

• Current HR Directors: Professionals already holding HR Director positions seeking to update their skills and stay abreast of the latest trends and practices in the field.
• Senior HR Managers: Experienced HR Managers looking to take the next step in their careers and prepare for roles at the director level.
• Aspiring HR Leaders: Individuals aiming to transition into senior HR roles, such as HR Directors or Vice Presidents of HR, and seeking the necessary skills and credentials.
• HR Business Partners: HR professionals who work closely with senior management and need to understand strategic HR management at a higher level.
• Talent Development Managers: Those responsible for employee development and succession planning who are looking to expand their strategic HR capabilities.
• Organizational Development Professionals: Individuals focused on organizational change and development, looking to enhance their understanding of strategic HR’s role in these processes.
• HR Consultants and Advisors: Independent consultants and advisors who provide strategic HR guidance to organizations and need to stay current with industry best practices.
• Small Business Owners/CEOs: Leaders of small to medium-sized businesses who often take on HR responsibilities and need a deeper understanding of strategic HR management.
• HR Professionals in Transition: Individuals between roles or looking to shift their career path within HR, aiming to increase their marketability and job prospects.
• HR Academics and Educators: Educators and researchers in the field of human resources or related fields looking to update their knowledge and incorporate current practices into their teaching and research.
• Non-HR Executives: Executives from other departments who collaborate closely with HR and need to understand the strategic importance and functions of HR within an organization.
• Employee Relations Managers: Professionals responsible for managing employee relations and looking to improve their communication and conflict resolution skills.
• Compensation and Benefits Managers: Those overseeing employee compensation and benefits programs who want to enhance their communication strategies for explaining complex benefits packages.
• Diversity and Inclusion Officers: Individuals focused on promoting diversity and inclusion within their organizations, seeking effective communication strategies to support these initiatives.
• HR Generalists: Broad-based HR professionals who handle a variety of HR tasks and wish to deepen their expertise in effective communication.
• Learning and Development Specialists: Professionals responsible for training and development who need to improve their skills in delivering engaging and effective training sessions.
• Recruitment Specialists: Individuals in charge of recruiting and onboarding, aiming to improve their communication with candidates and new hires.
• Workplace Wellness Coordinators: Those managing employee wellness programs, looking to enhance their communication skills to better promote and manage wellness initiatives.
• Labor Relations Specialists: Professionals who interact with unions and manage labor relations, seeking advanced skills in negotiation and conflict resolution.
• Public Relations Officers in HR: Individuals responsible for managing the public image of the HR department and its initiatives, looking to enhance their communication and media relations skills.

Agenda

10:00 AM – 10:15 AM: Welcome and Introduction

• Overview of the day
• Objectives of the program

10:15 AM – 11:00 AM: Module 1: Foundations of Communication

• Introduction to Effective Communication
• Communication Models and Theories
• Verbal vs. Non-Verbal Communication

11:00 AM – 11:45 AM: Module 2: Communication Styles and Strategies

• Understanding Communication Styles
• Adapting Communication Styles
• Building Rapport and Trust

11:45 AM – 12:00 PM: Module 3: Written Communication Skills

• Effective Email Communication
• Report Writing

12:00 PM – 12:15 PM: Break

12:15 PM – 1:00 PM: Module 3: Written Communication Skills (continued)

• Crafting Policy Documents
• Writing Job Descriptions
• Internal Memos and Announcements

1:00 PM – 1:45 PM: Module 4: Interpersonal Communication

• Building Effective Work Relationships
• Influence and Persuasion
• Giving and Receiving Feedback

1:45 PM – 2:00 PM: Module 5: Communication in Recruitment and Selection

• Interviewing Techniques
• Pre-Interview Communication

2:00 PM – 2:30 PM: Lunch Break

2:30 PM – 3:15 PM: Module 5: Communication in Recruitment and Selection (continued)

• Communicating Job Offers
• Rejecting Candidates
• Onboarding Communication

3:15 PM – 4:00 PM: Module 6: Training and Development Communication

• Designing Training Materials
• Delivering Training Sessions
• Communicating Learning Objectives

4:00 PM – 4:15 PM: Break

4:15 PM – 5:00 PM: Module 7: Employee Engagement and Communication

• Engaging Employees
• Conducting Surveys
• Town Hall Meetings

5:00 PM – 5:45 PM: Module 8: Crisis Communication

• Crisis Communication Planning
• Managing Rumors and Misinformation
• Communicating During Change

5:45 PM – 6:00 PM: Q&A Session

• Addressing participant questions
• Summary and closing remarks

 

Upcoming Training Dates

Click a date below for more info & to register

Continuing Education Credits:

• HRCI – 4 HR(General) Credits
• SHRM – 4 PDC’s

Schedule: 10:00 AM – 2:00 PM Eastern Time

In today’s fast-paced business environment, staying ahead of technological advancements is crucial for HR professionals, managers, and supervisors. Our 4-Hour HR Technology and Digital Transformation Certificate Program offers a comprehensive overview of the latest trends, tools, and strategies in HR technology, ensuring that participants are well-equipped to lead their organizations into the future. By understanding the evolution of HR technology and the role of digital transformation, attendees will gain a competitive edge, enabling them to streamline processes, enhance efficiency, and drive organizational success.

The program covers essential topics such as HR Information Systems (HRIS), data analytics, and digital recruitment tools. These modules provide participants with practical knowledge and skills to select and implement the right HRIS, utilize data analytics for talent management, and leverage AI in recruitment. By mastering these areas, HR professionals can improve their decision-making processes, enhance talent acquisition strategies, and ultimately contribute to their organization’s growth and development.

Employee engagement and performance management are critical components of a successful HR strategy. This program delves into the latest technologies for measuring and improving employee engagement, managing performance, and providing continuous feedback and recognition. By adopting these digital solutions, managers and supervisors can create a more motivated and productive workforce, leading to higher employee satisfaction and retention rates.

Moreover, the training addresses the future of HR technology, preparing attendees for upcoming trends and challenges. With sessions on learning and development technologies, compensation and benefits management, and compliance and risk management, participants will gain a holistic understanding of how to navigate the digital transformation landscape. This knowledge will enable them to future-proof their HR strategies, ensuring long-term success for their organizations.

Program Features

• Expert trainer with extensive HR experience and legal expertise
• Comprehensive coverage of essential HR topics and legal compliance requirements
• Interactive and engaging training format with practical examples and case studies
• Pre- and post-test to assess learning outcomes and measure program effectiveness
• Opportunity for Q&A and networking with peers and HR professionals
• Certificate of completion upon successful program completion

Why Attend This Training Program

• Advanced HR Technology Skills: Develop sophisticated skills in using and managing HR technology, enabling you to streamline processes, enhance efficiency, and drive effective change within your organization.
• Cutting-Edge HR Knowledge: Gain up-to-date insights into the latest trends in HR technology and digital transformation, ensuring you stay ahead in a rapidly evolving field and can apply contemporary strategies in your workplace.
• Real-World Case Studies and Practical Workshops: Engage in practical workshops and case studies that provide hands-on experience in applying HR technology solutions to real-world challenges, enhancing your problem-solving skills.
• Networking Opportunities: Connect with other HR professionals and industry leaders, expanding your professional network and opening doors to new perspectives, mentorship, and career advancement opportunities.
• Career Advancement and Recognition: Achieve a recognized certification that demonstrates your commitment to professional growth and expertise in HR technology and digital transformation, significantly enhancing your credibility and prospects for career advancement.

Topics Covered

• Overview of HR Technology
• History and Evolution of HR Technology
• Key HR Technology Trends
• Defining Digital Transformation in HR
• The Role of HR in Digital Transformation
• Challenges and Opportunities
• Introduction to HRIS
• Selecting the Right HRIS
• HRIS Implementation Strategies
• HR Data Analytics
• Using Analytics for Talent Management
• Predictive Analytics in HR
• Digital Recruitment Tools
• AI in Recruitment
• Onboarding Software
• Employee Engagement Platforms
• Performance Management Systems
• Feedback and Recognition Tools
• Learning Management Systems (LMS)
• E-Learning and Mobile Learning
• Virtual and Augmented Reality in Training
• Compensation Management Software
• Benefits Administration Platforms
• Total Rewards Technology
• HR Compliance Software
• Risk Management in HR
• Data Security and Privacy
• Future Trends in HR Technology
• Preparing for the Future
• Case Studies and Best Practices

Target Audience

• Current HR Directors: Professionals already holding HR Director positions seeking to update their skills and stay abreast of the latest trends and practices in HR technology and digital transformation.
• Senior HR Managers: Experienced HR Managers looking to take the next step in their careers and prepare for roles at the director level.
• Aspiring HR Leaders: Individuals aiming to transition into senior HR roles, such as HR Directors or Vice Presidents of HR, and seeking the necessary skills and credentials.
• HR Business Partners: HR professionals who work closely with senior management and need to understand strategic HR management at a higher level.
• Talent Development Managers: Those responsible for employee development and succession planning who are looking to expand their strategic HR capabilities.
• Organizational Development Professionals: Individuals focused on organizational change and development, looking to enhance their understanding of strategic HR’s role in these processes.
• HR Consultants and Advisors: Independent consultants and advisors who provide strategic HR guidance to organizations and need to stay current with industry best practices.
• Small Business Owners/CEOs: Leaders of small to medium-sized businesses who often take on HR responsibilities and need a deeper understanding of strategic HR management.
• HR Professionals in Transition: Individuals between roles or looking to shift their career path within HR, aiming to increase their marketability and job prospects.
• HR Academics and Educators: Educators and researchers in the field of human resources or related fields looking to update their knowledge and incorporate current practices into their teaching and research.
• Non-HR Executives: Executives from other departments who collaborate closely with HR and need to understand the strategic importance and functions of HR within an organization.
• Compensation and Benefits Managers: Professionals managing compensation and benefits programs, seeking to leverage technology for more efficient and effective management.
• Employee Relations Specialists: Individuals responsible for managing employee relations who want to utilize digital tools to enhance communication and conflict resolution.
• Recruitment Managers: Professionals in charge of recruitment processes, looking to implement the latest recruitment technologies and strategies.
• HRIS Analysts: Specialists in HR Information Systems who need to stay updated on the latest developments and best practices in HRIS implementation and management.
• Diversity and Inclusion Officers: HR professionals focused on diversity and inclusion initiatives, seeking to use technology to support their goals.
• HR Generalists: Broad-based HR professionals looking to deepen their knowledge and skills in HR technology and digital transformation.
• Corporate Trainers: Trainers and learning and development professionals aiming to incorporate the latest learning technologies and methodologies into their programs.
• Change Management Professionals: Experts in managing organizational change who want to understand the role of HR technology in facilitating successful transformations.
• HR Coordinators and Assistants: Early-career HR professionals aspiring to expand their knowledge and advance their careers through a better understanding of HR technology and digital transformation.

Agenda

10:00 AM – 10:15 AM: Welcome and Introduction

• Overview of the Program
• Importance of HR Technology and Digital Transformation

10:15 AM – 10:35 AM: Module 1: Introduction to HR Technology

• Overview of HR Technology
• History and Evolution of HR Technology
• Key HR Technology Trends

10:35 AM – 10:55 AM: Module 2: Digital Transformation in HR

• Defining Digital Transformation in HR
• The Role of HR in Digital Transformation
• Challenges and Opportunities

10:55 AM – 11:15 AM: Module 3: HR Information Systems (HRIS)

• Introduction to HRIS
• Selecting the Right HRIS
• HRIS Implementation Strategies

11:15 AM – 11:35 AM: Module 4: Data Analytics in HR

• HR Data Analytics
• Using Analytics for Talent Management
• Predictive Analytics in HR

11:35 AM – 12:00 PM: Module 5: Recruitment and Onboarding Technologies

• Digital Recruitment Tools
• AI in Recruitment
• Onboarding Software

12:00 PM – 12:15 PM: Break

12:15 PM – 12:35 PM: Module 6: Employee Engagement and Performance Management

• Employee Engagement Platforms
• Performance Management Systems
• Feedback and Recognition Tools

12:35 PM – 12:55 PM: Module 7: Learning and Development Technologies

• Learning Management Systems (LMS)
• E-Learning and Mobile Learning
• Virtual and Augmented Reality in Training

12:55 PM – 1:15 PM: Module 8: Compensation and Benefits Management

• Compensation Management Software
• Benefits Administration Platforms
• Total Rewards Technology

1:15 PM – 1:35 PM: Module 9: Compliance and Risk Management

• HR Compliance Software
• Risk Management in HR
• Data Security and Privacy

1:35 PM – 1:50 PM: Module 10: Future of HR Technology

• Future Trends in HR Technology
• Preparing for the Future
• Case Studies and Best Practices

1:50 PM – 2:00 PM: Program Q&A

• Open Floor for Questions and Discussions
• Closing Remarks

 

Upcoming Training Dates

Click a date below for more info & to register

Continuing Education Credits:

• HRCI – 4 HR(General) Credits
• SHRM – 4 PDC’s

Schedule: 10:00 AM – 2:00 PM Eastern Time

In today’s dynamic workplace, conflicts are inevitable and can significantly impact team productivity and morale if not managed effectively. HR professionals, managers, and supervisors play a crucial role in addressing and resolving these conflicts. Attending a comprehensive training program on Conflict Resolution and Mediation equips them with the essential skills and knowledge to handle disputes professionally and constructively. This training covers a wide range of topics, from understanding the types and causes of workplace conflict to advanced mediation techniques, ensuring participants are well-prepared to foster a harmonious work environment.

Effective communication is the cornerstone of successful conflict resolution. This training emphasizes critical communication skills such as active listening, emotional intelligence, and cultural sensitivity. HR professionals will learn to identify early signs of conflict and use de-escalation techniques to manage tensions before they escalate. By mastering these skills, they can facilitate difficult conversations and build trust and rapport among employees, which is vital for maintaining a positive workplace culture.

Mediation is a valuable tool for resolving conflicts without resorting to formal disciplinary actions or legal proceedings. This program delves into the principles and process of mediation, the role of a mediator, and how to conduct role-playing exercises to simulate real-life scenarios. Participants will gain insights into negotiation strategies, managing personal biases, and maintaining confidentiality, ensuring they are equipped to handle even the most sensitive disputes. The training also covers legal considerations, documentation, and reporting, which are essential for protecting both the organization and its employees.

Beyond conflict resolution, this training provides HR professionals with the tools to develop and implement effective conflict resolution policies and training programs within their organizations. By measuring the effectiveness of these programs and conducting post-mediation follow-ups, HR can ensure continuous improvement and sustained harmony in the workplace. This training not only enhances the skill set of HR professionals but also contributes to a healthier, more productive work environment for all employees.

Program Features

• Expert trainer with extensive HR experience and legal expertise
• Comprehensive coverage of essential HR topics and legal compliance requirements
• Interactive and engaging training format with practical examples and case studies
• Pre- and post-test to assess learning outcomes and measure program effectiveness
• Opportunity for Q&A and networking with peers and HR professionals
• Certificate of completion upon successful program completion

Why Attend This Training Program

• Enhanced Conflict Resolution Skills: Develop advanced conflict resolution and mediation skills specifically tailored for HR professionals, managers, and supervisors.
• Comprehensive HR Knowledge: Gain in-depth knowledge of essential HR topics, including workplace conflict types and causes, legal compliance, and developing conflict resolution policies.
• Interactive and Engaging Learning Experience: Participate in an interactive training format featuring practical examples, real-world case studies, and role-playing exercises.
• Practical Application and Problem-Solving: Engage in practical workshops that enhance your problem-solving skills in conflict situations.
• Career Advancement and Recognition: Earn a certificate of completion upon successfully finishing the program, demonstrating your commitment to professional growth.

Topics Covered

• Introduction to Conflict Resolution
• Understanding Workplace Conflict: Types and Causes
• The Role of HR in Conflict Management
• Identifying Early Signs of Conflict
• Effective Communication Skills for Conflict Resolution
• Active Listening Techniques
• Emotional Intelligence in Conflict Resolution
• Cultural Sensitivity and Diversity in Conflict Resolution
• Negotiation Strategies for HR Professionals
• Mediation Fundamentals: Principles and Process
• The Role of a Mediator
• Building Trust and Rapport in Mediation
• Facilitating Difficult Conversations
• Managing Personal Bias in Conflict Resolution
• De-escalation Techniques
• Conflict Resolution Styles and When to Use Them
• Legal Considerations in Workplace Conflict
• Documentation and Reporting of Conflict and Mediation Outcomes
• Designing Conflict Resolution Policies
• Training Employees in Conflict Management
• Conflict Resolution in Remote and Hybrid Work Environments
• Case Studies in Conflict Resolution
• Role-Playing Exercises in Mediation
• Utilizing Third-Party Mediators: When and How
• Post-Mediation Follow-Up: Ensuring Compliance and Resolution
• Measuring the Effectiveness of Conflict Resolution Programs
• Handling High-Stakes Conflicts
• Maintaining Confidentiality in Conflict Resolution
• Ethics in Conflict Resolution and Mediation
• Developing a Continuous Improvement Plan for Conflict Resolution Skills

Target Audience

• Current HR Directors: Professionals already holding HR Director positions seeking to update their skills and stay abreast of the latest trends and practices in conflict resolution and mediation.
• Senior HR Managers: Experienced HR Managers looking to take the next step in their careers and prepare for roles at the director level by enhancing their conflict management skills.
• Aspiring HR Leaders: Individuals aiming to transition into senior HR roles, such as HR Directors or Vice Presidents of HR, and seeking the necessary skills and credentials in conflict resolution.
• HR Business Partners: HR professionals who work closely with senior management and need to understand strategic conflict resolution and mediation at a higher level.
• Talent Development Managers: Those responsible for employee development and succession planning who are looking to expand their capabilities in managing and resolving workplace conflicts.
• Organizational Development Professionals: Individuals focused on organizational change and development, looking to enhance their understanding of conflict resolution’s role in these processes.
• HR Consultants and Advisors: Independent consultants and advisors who provide strategic HR guidance to organizations and need to stay current with industry best practices in conflict resolution.
• Small Business Owners/CEOs: Leaders of small to medium-sized businesses who often take on HR responsibilities and need a deeper understanding of managing workplace conflicts.
• HR Professionals in Transition: Individuals between roles or looking to shift their career path within HR, aiming to increase their marketability and job prospects with conflict resolution expertise.
• HR Academics and Educators: Educators and researchers in the field of human resources or related fields looking to update their knowledge and incorporate current practices into their teaching and research.
• Non-HR Executives: Executives from other departments who collaborate closely with HR and need to understand the strategic importance and functions of conflict resolution within an organization.
• Employee Relations Specialists: Professionals focused on maintaining positive employee relations and resolving workplace issues seeking advanced skills in mediation and conflict resolution.
• Labor Relations Managers: Individuals dealing with union relations and labor disputes who require advanced conflict resolution and mediation techniques.
• Compliance Officers: Those responsible for ensuring organizational compliance with labor laws and regulations, aiming to improve their conflict resolution skills.
• Diversity and Inclusion Officers: Professionals tasked with promoting diversity and inclusion who need effective conflict resolution strategies to manage related issues.
• Workplace Investigators: Individuals conducting internal investigations of workplace conflicts and complaints, seeking to enhance their mediation skills.
• Team Leaders and Supervisors: Mid-level managers responsible for small teams, looking to improve their ability to handle and resolve conflicts within their teams.
• Learning and Development Coordinators: Professionals designing and delivering training programs, seeking to incorporate conflict resolution and mediation training into their curriculum.
• Corporate Trainers: Trainers responsible for employee development, aiming to enhance their conflict resolution training programs.
• Employee Assistance Program (EAP) Counselors: Professionals providing support to employees facing personal or work-related issues, looking to enhance their mediation and conflict resolution skills.

Agenda

10:00 AM – 10:15 AM: Introduction to the Program and Objectives

• Welcome and introduction of the expert trainer
• Overview of the program features and goals

10:15 AM – 10:30 AM: Understanding Workplace Conflict: Types and Causes

• Exploration of common workplace conflicts
• Discussion on the root causes of conflicts

10:30 AM – 10:45 AM: The Role of HR in Conflict Management

• The importance of HR in mitigating conflicts
• Best practices for HR involvement

10:45 AM – 11:00 AM: Identifying Early Signs of Conflict

• Techniques for early detection
• Preventative measures

11:00 AM – 11:15 AM: Effective Communication Skills for Conflict Resolution

• Key communication strategies
• Overcoming communication barriers

11:15 AM – 11:30 AM: Active Listening Techniques

• Importance of active listening
• Practical exercises

11:30 AM – 11:45 AM: Emotional Intelligence in Conflict Resolution

• Understanding emotional intelligence
• Application in conflict scenarios

11:45 AM – 12:00 PM: Cultural Sensitivity and Diversity in Conflict Resolution

• Addressing cultural differences
• Promoting inclusive conflict resolution practices

12:00 PM – 12:15 PM: Break

12:15 PM – 12:30 PM: Negotiation Strategies for HR Professionals

• Effective negotiation techniques
• Role-playing negotiation scenarios

12:30 PM – 12:45 PM: Mediation Fundamentals: Principles and Process

• Overview of mediation principles
• Step-by-step mediation process

12:45 PM – 1:00 PM: The Role of a Mediator

• Responsibilities of a mediator
• Building mediator skills

1:00 PM – 1:15 PM: Building Trust and Rapport in Mediation

• Strategies for trust-building
• Creating a supportive mediation environment

1:15 PM – 1:30 PM: Facilitating Difficult Conversations

• Techniques for managing tough conversations
• Handling high-stakes conflicts

1:30 PM – 1:45 PM: Managing Personal Bias in Conflict Resolution

• Identifying and addressing biases
• Ensuring fair conflict resolution

1:45 PM – 2:00 PM: Q&A Session and Wrap-Up

• Open Floor for Questions and Discussions
• Closing Remarks

Upcoming Training Dates

Click a date below for more info & to register