In this workshop, we will look at the changing role of Human Resources - from an administrative function concerned primarily with hiring and firing to what is often now an integrated function in the organization's strategic planning process.
Explore the various skills required of an HR professional while examining compliance topics and HR functions including:
- Recruiting and Selecting Employees;
- Employee Onboarding;
- Training & Development;
- Performance Management;
- Compensation & Benefits;
- Culture;
- DEI (Diversity, Equity & Inclusion)
This dynamic workshop is for both new HR professionals as well as experienced practitioners who want a refresher on the key building blocks to success.
This course has been approved for SHRM PDCs
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Thu Mar 6, 2025
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9:00AM - 3:30PM
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Portsmouth - 230 Commerce Way
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| 299.00 Tuition | |
| 6 | |
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USNH Tuition Benefit Discount
10% Alumni Discount
Military Discount
New to NH Discount
UNHOCE Discount
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| 0.6 | |
| PDT-BusHR-04 | |
| 224543 |
Human resource management (HRM) encompasses those activities designed to provide for and coordinate the human resources of an organization. The human resources (HR) of an organization represents one of its largest investments. In fact government reports show that approximately 70 percent of national income is used to compensate employees. The value of an organization’s human resources frequently becomes evident when the organization is sold. Often, the purchase price is greater than the total value of the physical and financial assets. This difference sometimes called goodwill, partially reflects the value of an organization’s human resources. In addition to wages and salaries, organizations often make other sizable investments in their human resources. Recruiting, hiring, and training represent some of the more obvious examples.
Human resource management is today, the term for what has traditionally been referred to as personnel administration or personnel management. However, as the introductory quote indicates, some authors view human resource management as being somewhat different from traditional personnel management. They see personnel management as much narrower and more clerically oriented than human resource management.
