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Certificate in Essentials of Human Resource ManagementSM Seminar

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Las Vegas, Nevada | October 17 - 21, 2016

Presented for more than 25 years, The Certificate in Essentials of Human Resource ManagementSM Seminar provides comprehensive and practical coverage of many important aspects of human resource work. The objective of the program is to help participants immediately become more effective on the job, while helping them prepare for greater responsibilities.

All instruction and reference materials are developed so they can be applied in the everyday workplace. Participants learn the essentials of employment law, compensation program design and planning, key training techniques to develop a performance based evaluation program, HR decision metrics, and HR strategies.

Employment Discrimination Law
  • Title VII of the 1964 Civil Rights Act (discrimination and retaliation)
  • The Age Discrimination in Employment Act
  • The Americans with Disabilities Act (including reasonable accommodation and undue hardship)
  • The 1991 Civil Rights Act
  • The Equal Pay Act
  • Executive Order 11246/Affirmative Action
  • The Rehabilitation Act
  • State discrimination laws

Kinds of Discrimination

  • Disparate treatment
  • Disparate impact
  • Harassment (including sexual harassment)

How Discrimination is Proven

  • Direct evidence ("smoking guns")
  • Circumstantial evidence
  • Statistical/numerical evidence

Specific Laws/Rules Regarding Employment Termination

  • "Employment at-will"
  • Public policy discharge
  • Implied contracts
  • Whistle-blower laws

Labor Standards Laws

  • Fair Labor Standard Act (wage-hour, overtime, child labor)
  • Occupational Safety & Health Act
  • Family & Medical Leave Act

Labor Law - The National Labor Relations Act


  • Worker's Compensation
  • WARN

Potential Personal/Individual Liability of the Manager/Supervisor

Safety and Security Issues in Today's Workplace

Employee Selection: Hiring and Interviewing Employees

  • How to avoid costly hiring mistakes
  • What to look for
  • What not to ask
  • Negligent hiring
  • Objective vs. subjective criteria
  • Workplace diversity issues
  • Employee orientation
  • Drug testing/medical evaluations

Managing, Training and Supervising Employees

  • What is/is not "harassment" on the job
  • The importance of good communication
  • Negligent retention/supervision
  • Job assignments/onerous work/overtime
  • Employee safety
  • Job accommodation/pregnancy/family-medical leaves
  • Employee privacy/electronic monitoring
  • Drug and alcohol policies/practice
  • Investigating/reporting employee complaints
  • The supervisor or manager who keeps notes, a diary, or a notebook about his/her employees

Evaluating/Appraising Employees

  • Importance of the evaluation in litigation/employee relations
  • The biggest obstacles to honest, accurate evaluations
  • How to correct performance/conduct problems
  • The self-appraisal as an important management tool
  • How to say what you mean on an evaluation

Employee Discharge and Discipline

  • A detailed checklist for supervisors and managers to reduce the likelihood of "wrongful discharge" and/or claims of discrimination
  • Unemployment claims
  • Requests for a job reference/defamation risks
Through a Strategic Planning Case Study, participants will learn to assist in the development of their own organization's Strategic Human Resources Plan through the use of systematic processes and HR metrics.

Strategic HR Management — is concerned with maintaining organizational competitiveness by achieving HR effectiveness through the use of HR measurement and HR technology. Through HR planning, managers must anticipate the future supply and demand for employees. An additional strategic HR concern is employee retention. Learn about what the HR Strategic Role entails and how to leverage them at your organization. We will review HR roles, competencies, and current challenges such as: The globalization of business; economic and technological changes; occupational shifts; workforce availability and demographics; and organizational costs. Learn the value of HR Effectiveness and Financial Performance by determining the ROI of all resources and expenditures. Learn about the HR scorecard, measurement and benchmarks and how to show value to your organization.

Equal Employment Opportunity (EEO) and Diversity — EEO laws and regulations require compliance that affects all other HR activities. The diversity of multicultural and global workforces has created more challenges. For instance, a company must have sufficient diversity to meet affirmative action requirements. In this section you will learn:

  • how to conduct an HR audit
  • what EEO record retention is
  • what an EEO reporting form is
  • what Applicant Flow Data means
  • what are executive orders
  • what types of diversity training are available.

Staffing and Retention — emphasizes the need to provide an adequate supply of qualified individuals to fill the jobs in an organization. Job analysis serves as the foundation for achieving this goal. Learn how to choose the proper job analysis strategy and the difference between job task analysis and competency based job analysis:

  • Learn what the steps of the job analysis process are.
  • Learn to develop proper job descriptions.
  • Understand that recruiting applicants and selection are required to procure a workforce.
  • Learn about the employee psychological contract; job satisfaction; individual performance factors; motivation strategies; retention interventions; and cost of employee turnover.
  • What is employment branding and how your organization should do it.
  • What are the internal and external recruiting sources you should tap?
  • How do you properly select and place candidates?
  • What is the selection process and should you test?

Talent Management, Performance Management and Development — encompasses:

  • Orientation of new employees
  • Training
  • HR development of all employees and managers to meet future challenges
  • Career planning
  • Performance management which focuses on how employees perform their jobs
  • Succession planning
  • Workforce realignment
  • Mergers and acquisitions
  • Types of training deliveries, assessments, and learning styles
  • Training metrics
  • Benchmarking
  • ROI analysis
  • Effective Performance Management Systems should do the following:
    • Clarify what the organization expects
    • Provide performance information to employees
    • Identify areas of success and needed development
    • Document performance for personnel records
    • Learn about the different types of performance appraisals and how to maximize them for your company

Compensation and Benefits — compensation in the form of pay, incentives, and benefits rewards people for performing organizational work. Employers must develop and refine compensation systems and may use variable pay programs. Because so many organizational funds are spent on total reward systems for employees, a number of important decisions must be made to achieve the following objectives:

  • Legal compliance with all appropriate laws and regulations
  • Cost effectiveness for the organization
  • Internal, external and individual equity for employees
  • Performance enhancement for the organization
  • Performance recognition and talent management for employees

Learn how to:

  • Job price
  • Make market comparisons
  • Pros and cons of job evaluations
  • Different pay structures
  • Compliance issues that should be evaluated.
  • Consider compensation trends, projections and strategies
  • Learn the Benefits Strategy, design and measurement for your organization
  • Learn about the different types of benefits such as government mandated, voluntary, security, retirement and health benefits.

Risk Management and Worker Protection — for decades, employers have been required to meet legal requirements and be responsive to concerns for workplace health and safety. In addition, workplace security has grown in importance along with disaster and recovery planning. Learn the nature of Health, Safety and Security. Learn the legal compliance organizations must adhere to such as OSHA, PPE, Blood-borne Pathogens, Ergonomics and Workplace Air Quality.


Block I - Legal Aspects of Human Resource Management
Gregg Jay Tucek, Esq., Attorney & Vice President at Bashas', Inc.
October 17-18, 2016
8:00 am - 4:00 pm

Block II - Human Resource Management
Di Ann Sanchez, PhD, SPHR, President of DAS HR Consulting, LLC
October October 19-20, 2016
8:00 am - 4:00 pm

October 21, 2016
8:00 am - 12:00 pm


*We reserve the right to change instructors when such changes are advisable for academic reasons or when circumstances are beyond our control.

Harrah's Oyster BarHarrah’s Las Vegas
3475 Las Vegas Blvd. S.
Las Vegas, Nevada 89109

Come out and play and stay at Harrah’s Las Vegas. It’s not just a Las Vegas Strip hotel – this resort is right at the heart of the most fabulous city on earth! Harrah’s Las Vegas accommodations include more than 2,500 beautiful hotel rooms and suites, 86,664 square feet of casino space, a sparkling outdoor swimming pool, a luxurious spa, state-of-the-art health club, a unique variety of retail options and, of course, the entertainment you would expect from a Vegas hotel destination such as Harrah’s. Looking for a bite to eat?  Try the unpretentious down-home cooking and laid back fun at Toby Keith’s I Love This Bar & Grill, enjoy a steak at Ruth's Chris Steak House or visit the Fulton Street Food Hall.  After (or before) dinner, drinks can be had at one of several bars.  Don't forget dessert at the Ice Pan.  Carnaval Court is a unique Harrah’s Las Vegas nightlife destination and much more, starting while the sun is high over the sky! Much more than a Las Vegas nightclub, Carnaval Court is an open-air street party at the center of the Strip.  Day and night, you can enjoy music from live bands and DJs who keep the lively, diverse crowds smiling and grooving. Charismatic flair bartenders dazzle as they prepare your drinks, and you can even test your luck at blackjack tables.  You can visit sister property, Rio Las Vegas, by using the free shuttle service. From the Rio, you can take the shuttle back to Harrah's, or visit other sister properties: Bally's and Paris!

IAML’s Discounted Group Rate is $85.00 + $29.00 Resort Fee + 12% tax per night
Group rate available until September 16, 2016 or when sold out*
Reservations by phone:  888-458-8471, reference Group Name:  SHERL6
Reservations online:  https://resweb.passkey.com/go/SHERL6


*Discounted rate for IAML seminar attendees only and is not valid for the general public

Credit hours (except CLE) are based on attendance in the full 4½ day seminar. For credit information for partial program attendance, or if you don’t see what you’re looking for, please contact Cara Adams at cara.adams@iaml.com or 949-760-1700.

HR Certification Institute (HRCI)
This program has been approved for 29.75 HR recertification credit hours toward PHR and SPHR recertification through the HR Certification Institute (HRCI).

International Foundation of Employee Benefit Plans (IFEBP)
Earn 35.0 Continuing Education Credits towards CEBS recertification through the International Foundation of Employee Benefit Plans (IFEBP) by attending this 4½-day program.

Society of Human Resource Management (SHRM)
The Institute for Applied Management & Law, Inc. is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. Earn 29.75 PDCs by attending this 4½ day seminar.

Association for Talent Development (ATD)
CPLPs can earn recertification credits by participating in continuing education activities that meet the ATD Certification Institute Recertification Guidelines.

Human Capital Institute (HCI)
This program is eligible for HCS, SWP and MHCS recertification credit.

American Staffing Association (ASA)
This 4½-day program is eligible for CSP, TSC and CSC recertification credit.

National Association of Personnel Services (NAPS)
This 4½-day program is eligible for CPC, CTS, PRC and CERS recertification credit.

This program has been submitted to WorldatWork for CCP, GRP, CBP and WLCP recertification credit.

American Society for Healthcare Human Resources Administration (ASHHRA)
This 4½-day program is eligible for CHHR recertification credit.

National Association of Legal Assistants
CP’s can receive credit for attending any IAML program that has been approved for Continuing Legal Education (see list below.)

National Federation of Paralegal Associations
PACE Registered Paralegals and CORE Registered Paralegals can receive credit for attending any IAML program that has been approved for Continuing Legal Education (see list below.)

American Alliance of Paralegals
AACP’s can receive credit for attending any IAML program that has been approved for Continuing Legal Education (see list below.)

Continuing Legal Education
(Additional fees for CLE application and/or reporting fees may apply.)

This activity (Block I only) has been approved for Minimum Continuing Legal Education credits by the State Bar of California in the amount of 13.0 credit hours. IAML certifies that this activity conforms to the standards for approved education activities prescribed by the rules and regulations of the State Bar of California governing minimum, continuing legal education.

Florida Bar members may claim credit for attendance at CLE programs offered in or from other jurisdictions if the program has been accredited by another MCLE jurisdiction (which includes California.) This program (Block I only) has been approved by the State Bar of California for 13.0 hours. Florida credits are based on a 50-minute hour, therefore this course is eligible for 16.0 MCLE credit hours.

Attorneys licensed in Hawaii who attend a course that has been approved for credit by a Hawaii State Bar approved jurisdiction (which includes California) may claim the CLE credits from the course or activity without seeking prior Board approval for the course or activity. This program (Block I only) has been approved by the State Bar of California for 13.0 hours. 

Maine attorneys are eligible to receive 13.0 credit hours for this program (Block I only) through Maine’s reciprocity provision that allows credit hours for courses or activities approved by another MCLE state (which includes California) and certified by that state’s CLE regulatory authority will be accepted for identical credit by the Board of Overseers of the Bar in Maine.

New Hampshire
NHMCLE does not approve or accredit CLE activities for the New Hampshire MCLE requirement. IAML believes this course (Block I only) meets the requirements of New Hampshire Supreme Court Rule 53 and may qualify for 780 minutes (13.0 hours) toward the annual NHMCLE requirement. New Hampshire attendees must self-determine whether a program is eligible for credit, and self-report their attendance.

New Jersey
Attorneys licensed in New Jersey who attend an out-of-state CLE course that has been approved for credit by a New Jersey State Bar approved jurisdiction (which includes California) may claim the CLE credits from the course or activity without seeking prior Board approval for the course or activity. Block I of this program has been approved by the State Bar of California for 13.0 hours. 

New York
An attorney completing an eligible Approved Jurisdiction course  (which includes California) may claim 13.0 hours of New York CLE credit in accordance with the requirements of the Program Rules, Regulations and Guidelines. Block I of this program has been approved by the State Bar of California.

This activity (Block I) has been approved for Minimum Continuing Legal Education credit by the State Bar of Pennsylvania in the amount of 13.0 credit hours. IAML certifies that this activity conforms to the standards for approved education activities prescribed by the rules and regulations of the State Bar of Pennsylvania governing minimum continuing legal education.

Other States
Contact us to ask about getting your state approved. IAML requests 45 days prior notification that you wish such credit.

The fee for the full 4½ day Certificate in Essentials of Human Resource ManagementSM Seminar is $2,125.00, which includes all seminar materials, coffee breaks and a reception the first day. (Breakfast/lunch/dinner are on your own.) Registration fees for those wishing to enroll in only portions of the program are:

  • Block I (Monday and Tuesday):
    $1,000.00 (2 days)
  • Block II (Wednesday, Thursday, Friday):
    $1,425.00 (2½ days)

Once an organization has registered a representative for any full 4½ day Certificate in Essentials of Human Resource ManagementSM Seminar in 2016, subsequent registrants from the same organization who attend the 2016 Certificate in Essentials of Human Resource ManagementSM Seminar are entitled to a discount for attendance. A $100.00 discount will be given for each subsequent 4½ day registrant. A $50.00 discount will be given for each subsequent partial registrant. Participants need not attend the same location or date, but must attend during the specified time period and discounts must be requested at the time of registration and other not combinable with other discount offers.

Very attractive discounts are available to organizations which send 5 or more participants to IAML seminars in any 12 month period. Participants do not necessarily need to attend the seminar at the same location or time.

A minimum of one half of the total fees due to IAML should accompany your registration, or a Purchase Order Number should be provided. The total fees payable should be received by IAML at least two weeks prior to the seminar. Arrangements such as deferred billing can be made to accommodate special circumstances by contacting us. IAML accepts payment by check, EFT or credit card (American Express, MasterCard, Discover, Visa.)

While registrations may be accepted within the two weeks prior to the beginning of the seminar, we suggest that you call IAML to confirm space availability.

Participants will receive a full refund if IAML receives written notification that they will be unable to attend at least two weeks prior to their program's starting date. Otherwise, participants are liable for the entire fee. Registrants requesting a transfer to another program within this two week period will be charged an additional fee of $150.00. You may substitute an associate at any time.

Registrants are responsible for making their own hotel reservations. IAML has made arrangements for participants to receive a special group rate at the hotels where the seminars will be held. To ensure that you will receive a room at the special group rate, please make your hotel reservations at least four weeks in advance of the seminar and mention that you are participating in an Institute for Applied Management & Law seminar.

Please note: If you experience any difficulty in making your hotel reservation, even within the four weeks prior to the seminar you wish to attend, please call IAML. Through IAML's contacts, there is a good possibility that we can help you secure a reservation at the seminar hotel.