Prep To Pass The HR Certification Exam

After this lecture, you will be able to:

• Understand the process of developing the talent acquisition strategy

• Recognize the different growth strategies that impact the organization's talent acquisition

• Identify the four different global orientations and their impact on talent acquisition in global organizations

• Understand the importance and the process of developing an employer branding

• Understand the elements and the importance of job descriptions

After this lecture, you will:

• Understand the difference between sourcing and recruiting

• Recognize the difference between internal and external sourcing

• Identify the pros and cons of internal and external sourcing

• Calculate the cost of hiring and the different recruitment ratios

• Understand the factors impacting the days to fill open vacancies

After this lecture, you will be able to:

• Understand the selection process

• Recognize the importance of the screening phase and areas of focus.

• Be able to select the correct type of interview.

• Recognize the different pre-employment assessments and the purpose of each one

• Recognize the importance of orientation and onboarding and how to develop an effective program

After this lecture, you will be able to:

• Articulate the purpose of a total reward strategy

• Recognize the importance of the compensation philosophy

• Recognize the monetary and non-monetary components of total reward

• Understand the different steps of developing a total reward strategy

• Recognize the importance of total reward communication.

After this lecture, you will be able to:

• Identify the different components of a compensation system design

• Recognize the importance of job analysis and the various methods to conduct it

• Understand the internal and external ways to evaluate a job

• Define compa-ration and broadbanding of pay grades

• Articulate the possible reasons and vehicles to adjust employees' pays

Organizations should consider certain factors when deciding on a benefits program, including:

• The legal factor and the benefits that are required by law

• The competition factors and benefits would help them maintain a competitive edge.

• The Cost factors and which benefits fit within the organization’s budget.

• Employees’ preference, which benefits employees prefer and will utilize.

After this lecture, you will be able to:

• Recognize the strategic importance of training and development.

• Understand the difference between training and development.

• Discuss adults learning concepts and principles.

• Develop and facilitate effective adults oriented learning and training opportunities.

• Recognize the different adults learning styles.

After this lecture, you will be able to:

• Explain the different stages of the ADDIE model

• Identify the various activities involved in the various stages of the ADDIE model

• Discuss effective delivery and implementation of training programs

• Evaluate a training program using Kirkpatrick's evaluation model

• Understand the types of career development tools

Workforce development plays a significant role in sustaining organizational success; companies can’t stay competitive without a talented and developed workforce.

Workforce development is not only an opportunity for organizations but also for employees because it helps them become aware of their strengths and weaknesses.

Understanding the changing employment laws and regulations is a critical competency that HR professionals need to acquire to keep their employers safe and avoid any liability that could cost the organization money and reputation.

According to the EEOC, it is a type of discrimination and violates several laws, including Title 7 and ADA. Harassment creates an unpleasant environment where an employee has to endure offensive behavior at work because otherwise, they could be terminated.

As much as the employment laws in the United States regulate both employees' and employers' behavior to ensure a fair and equitable workplace, legislatures have put together several important laws that guarantee this intent to ensure equity extends beyond behavior to include compensation, which is an integral part of the employment contract. Compensation is why we all work every day, so the compensation system must be fair and equitable. Several compensation laws ensure employees are paid and treated relatively regarding total rewards. Key compensation legislation and cases include the Fair Labor Standards Act (FLSA) of 1938, the Employee Retirement Income Security Act (ERISA) of 1974, the Sarbanes-Oxley Act (SOX) of 2002, and Ledbetter v. Goodyear Tire & Rubber Co. and the Lilly Ledbetter Fair Pay Act.

The laws aim at protecting employees' rights at work; in this lecture, you will learn about the National Labor Relations Act and its amendments, as well as the unfair labor practices of either unions or employers.

Employee engagement aims at increasing employee retention, creating a culture where the relationship between the employee and the organization is solid, and increasing employees' motivation to achieve optimal performance.

Employee engagement is a status where employees feel they are heard and belong to the organization through a mutually beneficial relationship.

Employee engagement is above and beyond satisfaction with the employment conditions such as salary and benefits or even position; it is about demonstrating passion and commitment, the willingness to invest in oneself, and applying discretionary effort to help the team and the company achieve its goals.

It is not possible to engage and retain employees without understanding what motivates them to be involved and stay with the company. Theorists agree that motivation is very subjective, and there is size fits all solution to motivate people because while some individuals thrive in an environment where recognition and reward are tools to appreciate their efforts, others are looking for career growth or an increase in their compensation as a means of rewarding their efforts.

What will you be able to learn at the end of this lesson? After you’ve completed this lesson, you will be able to:

· Become an influencer to promote the role of HR as a business partner

· Identify the roles HR can play to demonstrate leadership skills.

· Develop the ability to understand relationships within the organization.

· Demonstrate the behavior of an effective leader.

· Work with other leaders to remove obstacles and achieve results.

· Motivate teams to achieve results

Some organizations have high-performing leaders who drive bottom-line results through their teams. Others have ineffective leaders who hurt morale, employee engagement, and bottom-line results. Often, organizations have a mix of high-performing and ineffective leaders. The HR role is to act as advisors and trusted resources; they develop a deep understanding of the organization. Influential leaders affect change, and they need support for their decisions and actions, and this is what HR does to ensure leaders are coached toward success.

A strong understanding of leadership theories allows us to analyze why some leaders are influential and the aspects that define successful leaders. Given leaders' significant impact on organizations, studies on leadership have grown and developed into theories that aim to explain why certain people become great leaders from characteristics and behavior standpoints. Early studies argued that certain people are born leaders with innate traits; however, these studies evolved to focus on behavior and situations that make great leaders. There are different theories and styles of leadership, and understanding them helps identify your style and those you work with and be able to adapt your style and work effectively with others.

Motivation is a core leadership competency that leaders must possess and demonstrate. With more focus on talents and engagement, leaders need to develop an awareness of what energizes their employees and results in the desired behavior toward sustainable performance.

At the end of this lecture, you will:

• Develop skills to maintain personal and professional integrity

• Apply ethical principles in decision-making.

• Understand conflict of interest and identify potential conflicts.

• Demonstrate the behavior of an ethical leader and act as a role model.

• Apply knowledge to make decisions on disclosing confidential information.

• Use the knowledge to establish a credible and trustworthy team.

HR professionals must broaden their focus to include global and forward-thinking considerations. HR provides a valuable perspective on the human factors inherent in any strategic decision. HR's complex roles include administrative and operational tasks and more strategically oriented activities.

HR's role evolved from a transactional one into a strategic one. HR professionals have become strategic partners who provide consultation and advice to other business partners. They have become change agents who impact the success of their organization and improve its workforce.