Business Seminars for HR TRAINING PROFESSIONALS Seminars for HR TRAINING ... Human Resource Certification Institute (HRCI). ... •HR as a strategic business partner

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<ul><li><p>www.amanet.org</p><p>Business Seminars for</p><p>HR &amp;TRAININGPROFESSIONALS</p><p>O C T O B E R 2 0 1 4 M A R C H 2 0 1 5</p><p>Check out AM</p><p>As NE</p><p>W</p><p>1-Day Workshops and</p><p>Expr</p><p>ess Skills Series</p><p>See p</p><p>g 7 fo</p><p>r deta</p><p>ils</p></li><li><p>TABLE OF CONTENTS</p><p>Building Better Work Relationships: New Techniques for Results-Oriented Communication . . . . . . . 13</p><p>Communicating Up, Down and Across the Organization . . . . . . . . . . . . . . . . . . . . . . . . 14</p><p>Coaching and Counseling for Outstanding Job Performance . . . . . . . . . . . . . . . . . . . . . . . . . . 14</p><p>Create a Respectful Workplace: Improve Morale, Increase Productivity and Achieve Business Goals . . 15</p><p>AMA Membership . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15</p><p>The Psychology of Management: Why People Do What They Do . . . . . . . . . . . . . . . . . . . . . . . . . 16</p><p>Leadership Skills for Supervisors . . . . . . . . . . . . . . . . . 16</p><p>Successfully Managing People . . . . . . . . . . . . . . . . 17</p><p>The 7 Habits of Highly Effective People </p><p>Signature Edition 4.0 . . . . . . . . . . . . . . . . . . . . . . . 18</p><p>Developing Your Emotional Intelligence . . . . . . . . 19</p><p>The 8th Habit: Unleashing the Greatness in Yourself and Others . . . . . . . . . . . . . . . . . . . . . . . . 19</p><p>What Got You Here Wont Get You There . . . . . . . . . 20</p><p>Analytical Thinking and Problem Solving . . . . . . . . . . 20</p><p>The 5 Choices to Extraordinary ProductivityTM . . . . 21</p><p>C</p><p>C</p><p>C</p><p>C</p><p>C</p><p>C</p><p>C</p><p>C L</p><p>C L</p><p>C L</p><p>C L</p><p>C L</p><p>LC</p><p>Keep Your HR Career Strong with New Skills from AMA</p><p>Annual PassOne full year of unlimited access to most AMA ClassroomSeminars and all Classroom 1-Day Workshops, and 3 LiveOnline Seminars or 1-Day Workshops for $3,995!Call 1-800-262-9699 for more information. Mention offer code LH9M.Restrictions apply, see below for details.</p><p>Premium Annual PassOne full year of unlimited access to ALL AMA ClassroomSeminars and all Classroom 1-Day Workshops, and 3 LiveOnline Seminars or 1-Day Workshops!Call 1-800-262-9699 for more information. Mention offer code LH9M. Restrictions apply, see below for details.</p><p>TERMS &amp; CONDITIONS: *Annual Pass purchasers may choose from all AMA U.S. Classroom and LiveOnline Seminars and 1- Day Workshops with a member price of $2,395 or less, or nonmember price of $2,645or less. Mention offer code LH9M. **Premium Annual Pass purchasers may choose from all AMA U.S.Classroom and Live Online Seminars and 1-Day Workshops. Mention offer code LH9M. You may attend a maxi-mum of 3 programs offered in our Live Online format. Annual Pass and Premium Annual Pass fees are nonre-fundable, regardless of attendance. Express Skills Series, AMA Webinars, and third party-delivered programsavailable through AMA are excluded from both Annual Pass and Premium Annual Pass redemption. Past pur-chases and other promotional offers are excluded from both Annual Pass and Premium Annual Pass redemption.Past purchases and other promotional offers are excluded.</p><p>Your pass will be activated on the start date of the first seminar you register for using the pass and will expireone year later. The pass may only be used by the person designated on the pass and may not be sold, trans-ferred or assigned in any manner. All attendance must be completed by the pass expiration date. If left entirelyunused, the pass will expire 12 months from the purchase date. Photo identification will be required whenattending a seminar. Prices and schedules are subject to change without notice. This is a call-in offer only.</p><p>Unlimited</p><p>Training!Build essential skills fast and </p><p>affordably with AMAs Annual Pass.</p><p>ONEYEAR. ONE PRICE. UNLIMITED TRAINING</p><p>HRCI. AMA is an HRCIapproved provider. Many ofour seminars have beenapproved for recertificationcredit hours toward PHR,</p><p>SPHR and GPHR recertification through theHuman Resource Certifi cation Institute (HRCI).</p><p>AMA Blended Learninga dynamic and effective blendof live training, online tools,resources and events that provides the foundation for</p><p>greater subject mastery and measurable per-formance metrics to back it up.</p><p>All seminars are on General Services Administration Schedule</p><p>Schedule 69 (GS-02F-0092R)</p><p>AMAs Most PopularSeminars</p><p>Attendance at seminars in this catalog contributes to the requirements for earn-ing an AMA Certificatea recognized symbol of achievement in the business</p><p>world. For information on how to qualify for an AMA Certificate, as well as specialdiscount pricing, visit www.amanet.org/certificates or call 1-800-262-9699.</p><p>AMA Cert i f icate Programs</p><p>AMA is registered with the National Association of State Boards of Accountancy(NASBA) as a sponsor of continuing professional education on the National Registryof CPE Sponsors. State boards of accountancy have final authority on the acceptanceof individual courses for CPE credit. Complaints regarding registered sponsors may besubmitted to the National Registry of CPE Sponsors through its website:</p><p>www.learningmarket.org. For additional information or for more information regarding administrativepolicies such as complaints and refunds, please contact Martha Leon at 212-903-8173.</p><p>HR SkillsFundamentals of Human Resources </p><p>Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3</p><p>Recruiting, Interviewing and Selecting Employees . . . 4</p><p>AMAs Employment Law Course: Avoiding the Legal Pitfalls of EEO, FMLA and ADA . . . . . . . . . . . 5</p><p>Succession Planning: Developing Leaders from Within . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6</p><p>1-Day Workshops and Express Skills Series. . . . . . . . . . . . 7</p><p>Training SkillsTraining the Trainer . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8</p><p>Instructional Design for Trainers . . . . . . . . . . . . . . . . . . 9</p><p>Advanced Training Strategies and Techniques . . . . . . . 9</p><p>NEW! The Virtual Trainer: Success Strategies for Facilitating Live Online Training . . . . . . . . . . . . . . . . . . 10</p><p>Enhancement Skills for HR ProfessionalsStrategies for Developing Effective </p><p>Presentation Skills . . . . . . . . . . . . . . . . . . . . . . . . . 11</p><p>How to Turn Data Into Compelling Visual Presentations . . . . . . . . . . . . . . . . . . . . . . . . 11</p><p>Responding to Conflict: Strategies for Improved Communication . . . . . . . . . . . . . . . . 12</p><p>C L</p><p>C</p><p>C</p><p>C</p><p>C</p><p>C</p><p>C</p><p>L</p><p>C</p><p>C</p><p>LC</p><p>ClassroomC Live OnlineL</p></li><li><p>HR SKILLS</p><p>This intensive, hands-on seminar will give you a solidoverview of all aspects of HR.</p><p>Quickly learn the essentials of key HR functions and gain the confidence and know-how you need to succeed. Youll see how to develop a ready-to-use action plan toput to work in your own organization.</p><p>HOW YOU WILL BENEFIT Understand HRs role as a vitalcontributor to your organizations success </p><p> Discover strategies to attract and retaintop talent</p><p> Examine best practices for managingperformance and creating compensation,training and benefit systems that drivebottom-line results</p><p> Identify and deal with potentially explosiveissues with an eye to both legal require-ments and the needs of your business</p><p> Analyze HR issues and develop action plansyou can implement in your organization</p><p>WHAT YOU WILL COVERThe Changing Role of HR A useful historical review of personnel/HR HRs role in todays workplace and beyond HR as a strategic business partner Organizational and external trends andchallenges</p><p>The HR Function Key functional HR tasks in any organization HR functional responsibilities in small,mid-size and large organizations</p><p> How HR relates to non-HR functions HR, non-HR and shared employee-relatedfunctional activities</p><p> HR trends and challenges</p><p>Legal Responsibilities HR and managerial legal responsibilities Employment-related federal legislation Select legal terms and their impact Questions and categories to avoid duringthe employment process</p><p> Workplace sexual harassment Legal trends and challenges</p><p>The Employment Process Key issues of employment concern for HR practitioners</p><p> Matching applicants with jobrequirements and responsibilities</p><p> Selection criteria, questioning techniquesand background research</p><p> Orientation and assimilation Current employment-related trends and challenges</p><p> Critical learning points</p><p>Information Processing Employee handbooks Policies and procedures manuals Human Resources Information Systems(HRIS)</p><p> Information processing trends andchallenges</p><p> Maximum HRIS utilization</p><p>Compensation Characteristics of an effectivecompensation system</p><p> Job evaluations Salary surveys Traditional and dynamic compensationprograms</p><p> Compensation trends and challenges</p><p>Performance Management Objectives of performance managementsystems</p><p> Coaching and counseling Performance management components and guidelines</p><p> Respective roles among HR, managers and employees</p><p> Performance management meetings:preparation, action plan, pitfalls</p><p> Varied approaches to performancemanagement</p><p> Emerging performance management trends</p><p>Benefits Mandated and voluntary benefits Typical/popular offerings Maintaining a cost-effective emphasis Current trends: rising costs, nextgeneration, global impact, the next wave</p><p>Organizational and Employee Development Respective responsibilities Types of employee training</p><p>FACULTY SPOTLIGHT*</p><p>Michael J. Simpson is arecognized expert in organi-zational development andprogressive human resourcemanagement. He is a strongleader in business planning,employee development andfacilitation skills and trans-forming corporate HR divi-sions. Michael has publishedmany articles in his field.</p><p>*This seminar is also taught by other HR experts.</p><p>3</p><p> Career development Succession planning Employee retention strategies Trends and challenges in organizationaland employee development</p><p>Final Activity Putting it together: understanding andimplementing your role in the organization;creating your action plan</p><p>WHO SHOULD ATTENDHR novices with fewer than three years of experience or long-time professionals lookingfor an HR management refresher.</p><p>Note: Session will cover employment lawand employee benefits.</p><p>Classroom Schedule</p><p>Oct. 20-22 . . . . New York, NY . . . . . . 8506-GDH-00875Dec. 3-5 . . . . . . San Francisco, CA . . . 8506-GDH-00874Jan. 7-9. . . . . . . New York, NY . . . . . . 8506-GDH-00877Jan. 21-23. . . . . Arlington, VA . . . . . . 8506-GDH-00876March 2-4. . . . . New York, NY . . . . . . 8506-GDH-00887March 18-20. . . Chicago, IL . . . . . . . . 8506-GDH-00880</p><p>3 days/1.8 CEUs/18 PHR/SPHR$2,345/AMA Members $2,095AMA Members save $250</p><p>Fundamentals of Human Resources Management SEMINAR #8506C L</p><p>www.amanet.org/8506</p><p>LIVE ONLINE 1.2 CEUs 12 PHR/SPHR$2,345/AMA Members $2,095</p><p>Thursday 2-5pm ET 4 LessonsOct. 30-Nov. 20 . . . . . . . 8506-GDH-00878February 5-26 . . . . . . . . 8506-GDH-00872</p><p>This program has been approved for 18 recertificationcredit hours toward PHR, SPHR and GPHR recertificationthrough the Human Resource Certification Institute (HRCI).For more information about certification or recertification,please visit the HRCI homepage at www.hrci.org</p><p>AMA seminars and workshops are GSA approved and all AMA programs can be delivered onsite 1-800-262-9699 www.amanet.org</p></li><li><p>Recruiting, Interviewing and Selecting Employees SEMINAR #8266C</p><p>Everything you need to know before you say youre hired.</p><p>When youre recruiting, you can spend up to 60%80% of your efforts onadministrative taskshours you need to apply to recruitment and selection. Learntechniques that will get you out of the time trap so you can focus on the crucialintricacies of the recruitment process. This workshop emphasizes an integratedapproach that provides extensive opportunities for participants to practice whatthey learn from the onset. </p><p>Start with recruitment. This step-by-step process will help you: Adapt to the needs of our changingworkforce</p><p> Identify a wide range of possiblerecruitment methods</p><p> Use the Internet, advertising and otherreferral techniques</p><p> Create job-specific profiles</p><p>Prepare to interview by actuallyinterviewing. You and your colleagues,under the careful monitoring of yourseminar leader, will practice until you gain the confidence and skills you need.</p><p>HOW YOU WILL BENEFIT Effectively review a candidatesapplication and rsum</p><p> Filter out the wrong applicants early Understand a job description, even if youknow little about the position</p><p> Ask the right questions to stay out oflegal trouble</p><p> Build your questioning and listening skills Read the interviewees body language Get all the information Document the interviewing process Perform reference checks Ensure your new employee is a good fit Handle salary and other compensation andbenefits issues</p><p>WHAT YOU WILL COVERRecruitment Challenges Fluctuating economy Variable skill levels Loyalty and commitment Outsourcing Applicant expectations</p><p>Recruitment Basics Factors to consider Proactive and reactive recruitment</p><p> Traditional and creative sources Electronic recruitment</p><p>Interview Preparation Job descriptions Applications and rsums Time and place Basic questions Stages of the interview</p><p>Legal Factors Federal legislation Recordkeeping and retentionrequirements</p><p> Questions to avoid Handling discrimination charges</p><p>Interview Questioning Techniques Competency Open-ended Hypothetical Probing Closed-ended</p><p>Types of Employment Interviews Face-to-face exploratory Telephone Video Human resources Departmental Team</p><p>Interview Components Format Active listening Body language Balancing asking questions and providinginformation</p><p>Documentation Purpose and uses Objective language Job-related facts Guidelines Effective notes</p><p>FACULTY SPOTLIGHT*</p><p>Diane Arthur is a trainerand consultant whose workinvolves all aspects of HR, including recruiting,interviewing and selection, policies and procedures,performance appraisals,salary administration, equalemployment opportunity,sexual harassment,employer/employee relations,communication skills and coaching and counseling. She is the author of several AMACOM books.</p><p>*This seminar is also taught by other HR experts.</p><p>Classroom Schedule</p><p>Oct. 15-17 . . . . Chicago, IL . . . . . . . . 8266-GDH-00580Oct. 20-22 . . . . Arlington, VA . . . . . . 8266-GDH-00576Dec. 17-19 . . . . New York, NY . . . . . . 8266-GDH-00581Jan. 12-14. . . . . Atlanta, GA. . . . . . . . 8266-GDH-00579Feb. 4-6 . . . . . . Chicago, IL . . . . . . . . 8266-GDH-00584March 9-11. . . . New York, NY . . . . . . 8266-GDH-00577</p><p>3 days/1.8 CEUs/18 PHR/SPHR$2,345/AMA Members $2,095AMA Members save $250</p><p>References and Background Checks Defamation of character Negligent hiring and retention Reference-check options Releasing and obtaining referenceinformation</p><p> Background checks: compliance andprocedures</p><p>Selection Testing Selection guidelines</p><p>WHO SHOULD ATTENDProfessionals with two years or less of experi-ence in hiring, including newly hired HR pro-fessionals, HR practitioners who lack formaltraining, non-HR specialists who recruit, interview and/or hire as part of their jobs and long-time HR practitioners who want to reinforce or update their skills.</p><p>HR SKILLS</p><p>www.amanet.org/8266</p><p>This program has been approved for 18 recertificationcredit hours toward PHR, SPHR and GPHR recertificationthrough the Human Resource Certification Institute (H...</p></li></ul>

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