Level3Top
Outreach Home | UHM Home
Search
Level3Top About Outreach College UHM Campus Map Contact Us Outreach College sitemap
Level3Top

Human Resource Management Programs

Noncredit Course

Essentials of Human Resource Management

Event ID: P08159
Info: May 13-20 • Sat • 9:00am-5:00pm • 2 mtgs • UHM Webster 104 • $350 (General), $325 (SHRM Member), includes materials • Brown bag lunch suggested
With: Karen Oshiro, Certified HR Professionals

This course is for entry-level human resource (HR) professionals, those exploring HR as a career field, and line managers who have HR responsibilities. It is also appropriate for HR professionals, such as staffing specialists whose experience has been in a single functional area. Six topic areas are covered, beginning with an overview of HR management. Through readings, lectures, class discussions, and application activities, participants also gain a thorough introduction to: employment law, staffing, compensation, human resource development, and performance management.

Course Outline
Module 1: Introduction to HR Management
Objectives. At the end of this module, participants are able to:
• Explain the importance and role of human resource management;
• Discuss how HR is changing in their organizations;
• Discuss how line managers impact the HR function.

Topics
The Human Resource Management Profession
• Definition of human resource management
• Key characteristics of the human resource profession
• Administrative, operational, and strategic functions of human resource management
• Dimensions of change in the human resource profession

Human Resource Planning
• Definition of human resource planning
• Outcomes of the planning process
• Steps in the planning process

Module 2: Employment Law
Objectives. At the end of this module, participants are able to:
• Explain the major legislation that affects human resource professionals;
• Practice interpreting the laws and applying them to work-related situations.

Topics
Civil Rights Legislation
• Title VII, Civil Rights Act of 1964
• Record keeping
• Civil Rights Act of 1991

EEO and Affirmative Action
• Role of the EEOC
• EEO investigations and how to respond to them
• Key definitions
• Reporting and record keeping
• The concept of affirmative action
• Who must have an affirmative action plan?
• Elements of an affirmative action plan

Pregnancy, Age, and Disability Legislation
• Pregnancy Discrimination Act
• Age Discrimination in Employment Act
• Americans with Disabilities Act

Additional Employee Protection Laws
• Immigration Reform and Control Act
• Family and Medical Leave Act of 1993
• Fair Credit Reporting Act
• Drug-free Workplace Act
• Polygraph Protection Act
• Occupational Safety and Health Act

Module 3: Staffing
Objectives. At the end of this module, participants are able to:
• Evaluate recruiting methods and their effectiveness;
• Explain the selection process and identify key selection tools;
• Recognize possible biases in the interview process;
• Practice evaluating resumes and applications and devising legal interview questions.

Topics
Recruiting
• Defining recruitment
• The line manager`s role versus HR`s role
• Internal recruitment methods
• External recruitment methods
• Yield ratios

The Selection Process
• Formulating a selection philosophy
• Importance of hiring correctly
• Steps in the selection process

Evaluating Applicants
• Examining resumes and applications for red flags
• Job-related and nondiscriminatory interview questions
• Interview biases
• Realistic job previews

Succession Planning Career Development
• Responsibility
• Process
• Outcomes

Training Objectives and Methods
• Purpose of objectives
• On-the-job training
• On-the-job development
• Off-the-job training
• Teaching new skills

Module 4: Compensation
Objectives. At the end of this module, participants are able to:
• Explain the basic elements of a total compensation system;
• Provide a basic framework for base pay, incentives, and differentials;
• Explain the common types of pay increases;
• Understand the difference between job analysis and documentation and the role each plays in compensation;
• Describe the purpose of job evaluation and the methods used.

Topics
Total Compensation
• Elements of a total compensation system
• Goals of a total compensation system
• Equity issues
• Pay strategies

Paying Employees
• Fair Labor Standards Act (FLSA)
• Base pay
• Incentives
• Differentials
• Increases to basic rates of pay

Job Analysis and Documentation
• Job Analysis
• Job Documentation

Job Evaluation
• Definition of job evaluation
• Nonquantitative (whole job) evaluation methods
• Quantitative evaluation methods
• Market-based evaluation
• Pay structure
• Setting pay ranges
• Compa-ratios

Module 5: Human Resources Development
Objectives. At the end of this module, participants are able to:
• Explain the differences between orientation, development, and training;
• Explain the characteristics that lead to effective adult learning;
• Develop effective training objectives;
• Explain the various types of on-the-job and off-the-job training;
• Identify key issues related to career development and succession planning;
• Explain the four levels of evaluation;
• Practice structuring an orientation and training experience.

Topics
Orientation and Training
• Definition of orientation
• Definition of training
• Adult education

Succession Planning Career Development
• Responsibility
• Process
• Outcomes

Training Objectives and Methods
• Purpose of objectives
• On-the-job training
• On-the-job development
• Off-the-job training
• Teaching new skills

Evaluating Training
• Goal of training
• Levels of evaluation

Module 6: Performance Management
Objectives. At the end of this module, participants are able to:
• Describe the purpose and process of performance management;
• Identify common performance management methods and their uses;
• Describe common appraisal errors;
• Explain the disciplinary process and the legal concepts that affect it;
• Explain the key guidelines for conducting a disciplinary meeting.

Topics
Performance Management
• The performance management process
• Purpose of performance appraisal

Appraisal Methods
• Category rating
• Comparative
• Narrative
• Special methods

Errors in Performance Appraisal
• Common appraisal errors

Disciplinary Action
• Disciplinary action
• Conducting a disciplinary session

For information about Society for Human Resource Management (SHRM) membership, contact Cindy Paguyo, (808) 735-7447, or go to www.shrmhawaii.org. For questions regarding exam eligibility or program content, contact Karen Oshiro, (808) 440-2625, email: Koshiro@mililanitown.org. For further information about University of Hawai`i arrangements, contact Paulette Feeney (808) 956-2037, email: pfeeney@hawaii.edu.

Karen Oshiro, MHRM, University of Hawai‘i, SPHR, serves as HR manager for Mililani Town Association.

Certified human resource professionals

back to top