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Course Criteria
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3.00 Credits
The focus of this course is health, or welfare, benefits: what they are, how they are funded, what is mandated and what options exist. The course also explores other types of benefits, including flexible benefits and flexible spending accounts. Who Should Take This Course HR generalists who require a comprehensive overview of the benefits function, and individuals who have recently acquired responsibility for benefits administration and/or planning. Course Format This course contains the following modules: Group Welfare Plans Welfare benefits terms and concepts Effectively communicating the features of welfare benefits to employees Cost shifting options Flexible spending accounts Flexible Benefits and Trends Flexible benefits: what they are and how they work Future trends in the world of benefits Additional types of benefits that can help you serve a diverse workforce Effectively communicating the features of flexible benefits to employees Benefits to Learner Learners who complete this course will be able to: Identify general benefits terms related to health insurance Use a Benefits Manual, Summary Plan Description, or other internal and external resources to understand the benefit plans that an organization offers Describe and define welfare benefits terms and concepts Identify health benefit initiatives for your organization to consider Communicate (or assist in communicating) the features of health benefit plans to management and employees Begin to develop the skills needed to establish an ongoing relationship with employees, benefit experts, and service providers in order to help people understand their health benefits and make the right decisions Certificate Information This course can be applied to the following certificates: HR: Benefits and Compensation Human Resources Studies Sponsoring School Cornell University's School of Industrial and Labor Relations
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3.00 Credits
This course covers how to develop a strong employee relations program that inspires people to deliver maximum levels of performance, models the company culture, and carries out your corporate strategy. The course uses an interactive case study simulation to address many of these topics Who Should Take This Course HR professionals who have responsibility for employee relations in their organizations, and employees who have recently assumed this function in addition to other duties. Course Format This course contains the following modules: The World of Employee Relations The role of the HR practitioner with respect to employee relations Internal and external factors impacting employee relations Sources of employee relations issues and concerns Employee relations programs/strategies in your organization Organizational Culture Organizational culture and its connection to employee relations Strategies to resolve conflicts between personal values and organizational values The role of employee relations in addressing discrepancies between organizational and personal values Work/Life Balance The relationship between employee relations and work/life balance Factors driving the trend toward increased focus on work/life balance issues on the part of both employees and employers Implementing work/life balance programs Benefits to Learner Learners who complete this course will be able to: Identify and analyze factors within the organization--including behaviors, lack of harmony between organizational and personal values, and others-- that may give rise to employee relations issues and concerns Assess the impact of organizational culture on employee relations Identify and implement components of effective ER strategies and practices Certificate Information This course can be applied to the following certificates: HR: Employee Relations Systems and Processes in HR Human Resources Studies Sponsoring School Cornell University's School of Industrial and Labor Relations
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3.00 Credits
This course covers the relationship between effective communication and coaching and counseling to employee relations. The course uses an interactive case study simulation to address many of the topics. Learners will examine the ways communication occurs in an organization, communication styles, and techniques for gathering information. The second part of the course explores appropriate uses of coaching and counseling, and also addresses workplace violence, a related topic that must be addressed by HR professionals. Who Should Take This Course Human Resources professionals who have responsibility for employee relations in their organizations. Employees who have recently assumed this function in addition to other duties. Course Format This course contains the following modules: Communicating to Enhance Employee Relations Four basic communication styles, and the connection between communication styles and communication problems Using appropriate communication styles to address employee relations issues Effective communication techniques Methods of information gathering The relationship between communication practices and employee relations Coaching and Counseling for Improved Performance The steps involved in coaching and counseling Benefits of coaching and counseling from both an employee's and manager's perspective Coaching and counseling techniques for specific situations Benefits to Learner Learners who complete this course will be able to: Utilize effective communication strategies to evaluate and resolve employee concerns and issues Utilize effective coaching and counseling techniques and discipline strategies for improved performance Discuss measures for preventing violence in the workplace Certificate Information This course can be applied to the following certificates: HR: Employee Relations Human Resources Studies Sponsoring School Cornell University's School of Industrial and Labor Relations
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3.00 Credits
This course introduces the concept of Total Compensation and highlights the importance of aligning an organization's compensation plan to its strategic goals. The process of conducting an internal compensation analysis is explained, as well as the components of direct and indirect compensation, the most common methods of job evaluation, and the elements of job analysis for compensation. Who Should Take This Course Compensation practitioners, as well as HR professionals seeking to broaden their skill sets to incorporate compensation. Those new to compensation looking to maximize the day-to-day impact they can have on their organizations' compensationrelated programs. Course Format This course contains the following modules: Compensation: An Element of the Human Resource System Fundamental concepts and components of total compensation Conducting an effective compensation analysis in an organization Tying a compensation model to an organization's mission and culture Internally Consistent Compensation The role of communication relative to compensation programs Gathering internal information necessary to perform an internal compensation analysis at the structural level Legal considerations surrounding compensation (including issues related to FLSA, EEO, and ADEA) Benefits to Learner Learners who complete this course will be able to: Define the fundamental concepts and components of total compensation Recognize the value of aligning compensation to an organization's mission and culture Gather internal information necessary to perform an internal compensation analysis at the structural level Identify pertinent legal considerations surrounding compensation issues Certificate Information This course can be applied to the following certificates: HR: Benefits and Compensation Human Resources Studies Sponsoring School Cornell University's School of Industrial and Labor Relations
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3.00 Credits
This course covers the process of identifying staffing needs, conducting searches, and finding the best candidates. It will introduce a systematic approach that can be applied to most organizations. Who Should Take This Course HR professionals responsible for recruiting, screening, hiring, promoting, and outplacing employees. Line managers, supervisors, and team leaders who are involved in the recruiting process or in making promotion and succession decisions. Course Format This course contains the following modules: Do We Need to Hire Identifying the need, and when additional staffing is the best way to fill that need Elements of effective job descriptions and job postings Diversity as a strategic initiative within the organization Internal and external sources for recruiting new employees Sources to help diversify your workforce Whom Are We Going to Hire Developing effective selection criteria Evaluating resumes Structuring interviews, and developing effective, non-discriminatory interview questions Evaluating candidates with respect to the selection criteria you have established Addressing challenges associated with multicultural awareness Achieving diversity in the selection process Best practices related to giving and checking references Laws and legal issues surrounding the selection process The use of testing as a predictor of performance Benefits to Learner Learners who complete this course will be able to: Describe a systematic approach to selection and staffing issues Implement and integrate the selection techniques appropriate to your organization Evaluate candidates with respect to the selection criteria you have established Certificate Information This course can be applied to the following certificates: HR: Selection and Staffing Human Resources Studies Sponsoring School Cornell University's School of Industrial and Labor Relations
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3.00 Credits
The role of the HR professional is being transformed from that of the guardians or enforcer of an organization's policies and procedures into that of a strategic business partner. As demands on and expectations of HR professionals change, they must continually develop new skills to add value to the organization. Essential skills of the HR Professional as Business Partner are consulting skills. As an internal consultant, HR professionals act as a proactive advisor providing critical input into the strategic initiatives of the organization and become increasingly involved in the implementation of strategies. As HR professionals take on these additional responsibilities, our role changes and we are able to have a greater impact on the organization. Who Should Take This Course This course is designed for Human Resource professionals charged with making Human Resources a strategic partner in their organization and acting as an internal consultant. Course Format This course may also be taken in an in-person classroom setting at any of ILR's six locations around New York State: New York City, Ithaca, Albany, Rochester, Long Island and Buffalo. Please visit ILR's Management Programs page for more information. http://www.ilr.cornell.edu/mgmtprog Benefits to Learner Learners who complete this course will be able to: Redefine their role as proactive and advisory rather than reactive and authoritative Be an effective consultant Build and maintain credibility with their clients through intimate knowledge of their organization Implement the seven stages of the consulting process Certificate Information This course can be applied to the following certificates: Business Leadership Skills Systems and Processes in HR Sponsoring School Cornell University's School of Industrial and Labor Relations
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3.00 Credits
This course is based on the research and industry expertise of Patrick M. Wright, Ph.D., Professor and Director of the Center for Advanced Human Resources Studies (CAHRS) at Cornell University. It introduces Dr. Wright's SELF Model of Human Resources Leadership that defines the leadership and influencing competencies needed to balance the tradeoffs present in the formation of organizational strategy. The SELF Model focuses on HR's role in guiding strategy development to ensure that it will result in the expected Strategic, Ethical, Legal, and Financial outcomes for an organization. This course also introduces the Human Frailties framework, a tool for managing the interpersonal dynamics at the most senior levels of the organization in order to produce the most positive results. Who Should Take This Course This course is essential for HR professionals at the senior manager, director, and executive levels. Learners should have completed a Cornell University Certificate in Human Resources or hold a management or leadership position in the HR field. Course Format This course contains the following modules: How HR Leads HR Then and Now Strategy and the HR Professional Influencing Strategy Formulation Decision-making Perspectives The SELF Model Managing Strategy Formation The Human Frailties Framework The HR Director's Roles Benefits to Learner Learners who complete this course will be able to: Articulate HR's role in the formation of organizational strategy Evaluate HR's role in their organization Apply the SELF model to their organization Use the Human Frailties Model to identify enablers as well as opportunism & hubris Perform a self analysis regarding their role as an HR leader Certificate Information This course can be applied to the following certificate: Strategic Human Resources Management Sponsoring School Cornell University's School of Industrial and Labor Relations
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3.00 Credits
This course, based on the research and expertise of Christoper Collins, Ph.D., Associate Professor and Director of Executive Education for Cornell University's School of Industrial and Labor Relations, develops the skills needed to assess how organizations create value and to align the HR function to execute the organization's strategy. Learners analyze the Balanced Scorecard approach as a means of vertically aligning the HR system with organizational objectives. They learn how to create a verticalalignment strategy and use it to improve HR decision-making, people outcomes, processes, customer outcomes, and financial results. And they learn the skills required to plan and assess horizontal alignment of HR systems and practices. Finally, the course discusses best practices related to workforce partitioning, performance variability, value identification, and employee impact. Who Should Take This Course This course is essential for HR professionals at the senior manager, director, and executive levels. Learners should have completed a Cornell University Certificate in Human Resources or hold a management or leadership position in the HR field. Course Format This course contains the following modules Value Creation Creating Value Competency Vertical Alignment of HR The Balanced Scorecard Establishing a Need for HR Horizontal Alignment of HR What is Horizontal Alignment Assessing Horizontal Alignment Benefits to Learner Learners who complete this course will be able to: Define value and how organizations create value Define competency and evaluate how their organization develops competency Define the need for vertical alignment of HR in their organization Apply the balanced scorecard to improve HR decision making Define and assess the horizontal alignment of HR in their organization Certificate Information This course can be applied to the following certificate: Strategic Human Resources Management Sponsoring School Cornell University's School of Industrial and Labor Relations
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3.00 Credits
Employee engagement can be broadly defined as employees consistently acting in the best interests of the organization. Linked to critical outcomes including absenteeism, turnover, customer satisfaction, operational performance, and financial performance, employee engagement is a vital driver of an organization's bottom-line performance. This course focuses not only on why employee engagement is important and valuable, but also on how to foster and measure employee engagement and link it to key organizational metrics and outcomes. It examines the business case to pursue employee engagement as a strategic initiative and evolve beyond the transactional approach of traditional employee relations to a strategic approach focusing on relationship-oriented and emotional measurements of employee commitment. It also develops the competencies necessary to build employee engagement in your organization, the risks involved, and the implications for the HR professional in adopting this approach. Who Should Take This Course This course is essential for HR professionals at the senior manager, director, and executive levels. Learners should have completed a Cornell University Certificate in Human Resources or hold a management or leadership position in the HR field. Course Format This course contains the following modules: The Value of Engagement The Meaning of Engagement Measures of Engagement Engagement and the Bottom Line Creating Engagement How to Build Engagement The Risks Involved Implications for HR Benefits to Learner Define and measure the value of employee engagement Link employee engagement to organizational success Build a plan to create employee engagement at your organization Manage the risks associated with executing an employee engagement strategy Certificate Information This course can be applied to the following certificate: Strategic Human Resources Management Sponsoring School Cornell University's School of Industrial and Labor Relations
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3.00 Credits
Explore federal, state, and local employment laws and learn how to comply with Equal Employment Opportunity (EEO), Affirmative Action (AA) and Diversity issues. Learn to recognize and avoid potential legal risks in everyday workplace situations, and know when to seek in-house or outside counsel. Work within the law when interviewing, hiring, evaluating, and firing employees. Who Should Take This Course Shift supervisors, entry-level to mid-level managers, and members of revolving project teams with no direct reports Course Format This course contains the following modules: Legal Issues in the Workplace The scope of employment laws Equal Employment Opportunity laws, Affirmative Action, and Diversity Recognizing EEO legal risks Strategies for minimizing EEO legal risks Wage, safety, and other employment laws Assessing whether an FMLA, FLSA, OSHA, or state law situation represents a legal risk Benefits to Learner Learners who complete this course will be able to: Recognize employment-related laws and assess their impact on employment-related decisions Recognize how Equal Employment Opportunity, Affirmative Action, or Diversity applies to employment-related issues Categorize employment-related issues into legal or employee relations issues to enable you to assess legal risks associated with management decisions Recognize the difference between employee relations issues and potentially unlawful situations in the workplace Avoid potentially illegal behaviors when interviewing, evaluating, and disciplining employees Avoid potentially illegal behaviors in situations involving FMLA, FLSA, OSHA, or state laws Certificate Information This course can be applied to the following certificates: ME: Managing Performance ME: Interviewing and Selection Supervisory Skills Sponsoring School Cornell University's School of Industrial and Labor Relations
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