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Welcome to SBMC Home: Welcome Welcome to SBMC SBMC School of Human Resource is a unit of SHREE BALAJI MANAGEMENT CONSULTANTS (SBMC) Established in the year 2004, is engaged in providing services to various verticals in the industry by recruitment, corporate Training, Payroll and outsourcing of operations. Our services are governed by a strict code of ethics which ensures we provide timely, effective and economical solutions to our clients... More Job Placement SBMC is the pioneer of deputation services in India. We aid our clientele to supplement their organization with temporary and contract staff. HR Training & Internship The SBMC HR Training Program covers all the functions essayed by the HR department of an organization with practical and real time exposure Payroll Services Payroll outsourcing is a key service that SBMC provides for companies who are looking for a reliable HR partner that can work collaboratively with them. Digital Marketing Training The Certified Digital Marketing Programme is suitable for professionals of all levels and disciplines, and will prepare you to take up a more specialist role. HR Analytics Certification Analytical skills are becoming a crucial job requirement for HR as organizations strive to become more data-driven ​ Strategic HR Business Partner Certification A strategic business partner is a leader who is included in conversations about the future, mission, goals, and overall strategy of a company or organization. Total Rewards Certification Total rewards includes everything an employee perceives to be of value resulting from the employment relationship. AdvanceExcel Training The Certified Digital Marketing Programme is suitable for professionals of all levels and disciplines, and will prepare you to take up a more specialist role. LET US TOGETHER UNDERSTAND PEOPLE !! Clientele Trusted by the Biggest Names in the Market. To play, press and hold the enter key. To stop, release the enter key. WHAT PEOPLE SAY “ Dealing with SBMC Team has always been great. Well versed with the requirement of the financial services industry be it my dealing at the time of Insurance or today they have done a good job. ” — Mr Mukhrjee , Director, Sterling Lab

Get in touch Want to get in touch? We'd love to hear from you. Hear how you can reach us... Type your message here Send Registered Office : SBMC, 16 6638 152A Street, Highland Business Centre, Surrey , BC , V3S 5X5, Canada SBMC, 110, 24 Varsity Estates Cir,NW ,Calgary, Alberta, T3A2X8, Canada Corporate office : SBMC SCF- 44, 3rd Floor, Phase 3B2, Mohali, Sector 60, 160055, India ​ ​ Regional office: SBMC,205, Second Floor, Plot no. A7,Sector-10, Noida, Uttar Pradesh 201301, India Branch office: SBMC, Cabin no 12, Second Floor, Sco no.40, Sector 11, Panchkula, Haryana 134109,India Whatsapp or Call Now: +1-289-622-0971 +91-9781027900 +91-9878967677

Corporate Trainings ​ Have you ever heard the famous Benjamin Franklin quote that “An investment in knowledge pays the best interest”? He definitely got it spot on. Many organizations support this idea today and consider corporate training an essential part of a company's investment and growth strategy. ​ What Is Corporate Training? ​ Corporate training is a means of providing learners with the knowledge and skills they need to perform their jobs at a high level. This is typically the responsibility of the Learning and Development / Talent teams in larger companies and the Human Resources department in smaller organizations. They’re responsible for identifying training needs, developing training programs, and making it available for employees. Advantages of Corporate Training ​ Corporate training is critical to the success of any business. Your employees are the powerhouse behind what you do, so helping them increase their knowledge and improve their professional skills will only boost your business. Here are at least four reasons why you should care about this. Increased efficiency Well-designed training that meets employees’ needs makes your workforce more productive and efficient. Over time, these improvements will make your company more profitable. Increased motivation Training programs help individuals, teams, and departments unite as a single organizational structure. Employees who know how their job role supports the overall mission and goals of their company can draw a line between “my work” and “my company’s success.” Reduced turnover Surveys have shown that today’s young professionals want more than just a paycheck. Millennials (aged 22-37 years old) particularly value employers that offer flexibility, professional development opportunities, and a sense of purpose. They are likely to change jobs if they are unhappy with their current role. The tendency to job hop can be expensive for employers. A recent Gallup study found that the cost of replacing workers is at least one-half of an employee’s annual salary. Turnover is preventable, so corporations have a financial incentive to keep workers engaged and productive. Building corporate culture High-quality training aligns corporate values and strategy. Going beyond the basics shows that an organization is willing to invest in its staff over the long term. For employees, robust learning sends the message that “You matter to us.” Types of Corporate Training Programs Various companies may have several different training programs, depending on their size, diversity, and the specifics of their business. Here’s a list of the most common types of corporate training programs: 1. Onboarding and orientation This kind of training is hosted right after a newly hired employee comes to the workplace and continues until they are able to work independently. Its main aim is to streamline the new employee adaptation process – help them feel comfortable and become productive faster. The onboarding training program is quite flexible but is typically broken down into two main parts: Training for all new hires. It provides the general information about the company, its history, mission, vision, and values, as well as corporate policies and regulations. Specific training for a particular role. This is focused on developing basic knowledge and skills that are necessary for a new hire to acquire for a certain position. New Employee Onboarding 101 – Set New Hires Up for Success from Day 1 → 2. Compliance training Compliance training is often a part of new hire onboarding and has a mandatory nature. It is typically a formal program that is focused on company policies or rules that enable employees and employers to prevent both problems in the workplace and violations of the law. These policies and procedures are usually job or industry-specific. Location can also influence what staff should be compliant in and what kind of training is required. For example, compliance training can include anti-harassment and diversity training programs, business ethics, workplace safety, and data protection and privacy training. 3. Hard skills training No matter how professional your staff members are, there’s always room for improvement. Hard skills are a core of employee development because this kind of training helps employees to improve the skills they need in their role to become even better professionals. For example, a graphic designer who has mastered Photoshop can go further by learning how to work in other design applications, or a programmer who is great at coding in CSS and JavaScript, can undergo further training to learn to program in Python. Employees need to train on a regular basis to stay current with the latest developments. 4. Soft skills training How your employees behave is equally important to what they know – that’s why soft skill training should not be overlooked. Studies have shown that by mastering soft skills, employees can positively affect the company’s success and increase ROI. Soft skills relate to interpersonal relationships and involve things like communication, problem-solving, and decision-making. They help employees to interact effectively and harmoniously with their colleagues and customers. They are important for bringing new clients, improving customer service, and building a solid team. 5. Product knowledge training Product knowledge is a skill where your team members fully understand and can confidently speak with customers about what you offer: its features, benefits, uses, and costs. This training is often included in the onboarding program for new hires. It also can be useful for employees who need to refresh their knowledge on the company’s products and services, and is conducted when a new feature or a new product is introduced so that the staff is always up to date. Good product knowledge training is a sure way to improve both sales and customer satisfaction metrics in the company. How to Organize Corporate Training So, how can an employer create a high-quality learning program that works for all employees? The best corporate training meets the learner at their point of need. Corporate learning should be available on demand and delivered in a variety of ways. Here are four common types of corporate training you can use in your company. Let’s look at how they differ and what benefits and drawbacks they each have. 1. Instructor-led classroom training Traditional classroom-based training is the very definition of “old school” learning. And it’s not going away any time soon. A 2018 survey by Training magazine found that 32% of organizations use it for almost one-third of their overall training. Pros Familiar to all participants Relatively easy to deliver Easy to customize Supports a variety of assessment types Easy to create and maintain Cons Higher cost-per-learner than other methods Requires dedicated space and instructors No standardized learning experience Quality can vary depending on instructor Limited number of learners per session 2. Virtual instructor-led classroom training (VILT) ​ VILT puts a 21st-century spin on traditional learning by moving the classroom online. VILT software allows instructors to deliver lectures, show videos, conduct break-out sessions, lead discussions, and observe learner performance. Virtual sessions can be recorded and accessed for review at a later date. Pros Eliminates need for classroom space Builds on familiar learning experience Makes learning accessible to participants regardless of location Supports a variety of activity types Can be recorded for future review Less costly over time Cons Users may feel disengaged Requires experience with technology Requires a dependable high-speed internet connection Tech glitches can kick out learners Instructors may need upskilling Higher up-front costs to create ​ 3. Online learning Online learning has become the “new norm” for corporate training. Between 2002-2018, corporate use of online learning grew by 900%. The term “online learning” can include any number of learning products, including eLearning or microlearning modules, games, assessments, learning activities, videos, and discussion boards Supporting materials, such as job aids and learning documents, can be saved in a .pdf format to create content that is both digital and accessible to learners. Pros Globally scalable and accessible Standardizes a common learning experience for all participants Accommodates unlimited learners Meet learners at point of need Preferred learning method by many younger professionals Cons May take longer to develop than ILT May require ID to upskill the technology and content development process Bandwidth can affect access to content Lack of face-to-face interactions May intimidate learners who are not technologically adept ​ 4. Blended learning A blended learning approach combines classroom-based training and online learning into one curriculum. Bringing these two methods together can create a learning experience that captures the best of each method. Pros Globally scalable and accessible Greater opportunities for learner collaboration and connection Increased accessibility to learning Flexibility for participants to complete assignments Can increase engagement and interest for many learners Cons Requires a solid technology infrastructure May challenge learners who are not technologically inclined Instructors and IDs may need upskilling Less motivated learners may struggle to complete work without instructor support Assess your existing training to see if you are using the best training methods for your organization. Better workplace learning is more in demand than ever. According to a survey conducted by LinkedIn , 94% of employees stated that they would commit to staying at a company longer if the company invested in their development. Complimenting this statistic is the fact that 90% of top management also believe that investing in their employees’ career development is a positive requirement for the growth of the company. SBMC is one of the most admired talent transformation organisations, enabling sustainable business & social impact through technology enabled solutions. An ISO 9001:2015 certified company, its mission is to provide training that impacts business productivity. SBMC, with over 20 learning and development specialists and their domain expertise in 10+ industry verticals, has trained more than 3k people globally.

Advance Excel Training Advanced Excel Course - Overview of the Basics of Excel ~ Customizing common options in Excel ~ Absolute and relative cells ~ Protecting and un-protecting worksheets and cells Advanced Excel Course - Working with Functions ~ Writing conditional expressions (using IF) ~ Using logical functions (AND, OR, NOT) ~ Using lookup and reference functions (VLOOKUP, HLOOKUP, MATCH, INDEX) ~ VlookUP with Exact Match, Approximate Match ~ Nested VlookUP with Exact Match ~ VlookUP with Tables, Dynamic Ranges ~ Nested VlookUP with Exact Match ~ Using VLookUP to consolidate Data from Multiple Sheets Advanced Excel Course - Data Validations ~ Specifying a valid range of values for a cell ~ Specifying a list of valid values for a cell ~ Specifying custom validations based on formula for a cell Advanced Excel Course - Working with Templates ~ Designing the structure of a template ~ Using templates for standardization of worksheets Advanced Excel Course - Sorting and Filtering Data ~ Sorting tables ~ Using multiple-level sorting ~ Using custom sorting ~ Filtering data for selected view (AutoFilter) ~ Using advanced filter options Advanced Excel Course - Working with Reports ~ Creating subtotals ~ Multiple-level subtotals ~ Creating Pivot tables ~ Formatting and customizing Pivot tables ~ Using advanced options of Pivot tables ~ Pivot charts ~ Consolidating data from multiple sheets and files using Pivot tables ~ Using external data sources ~ Using data consolidation feature to consolidate data ~ Show Value As ( % of Row, % of Column, Running Total, Compare with Specific Field) ~ Viewing Subtotal under Pivot Advanced Excel Course - More Functions ~ Date and time functions ~ Text functions ~ Database functions ~ Power Functions (CountIf, CountIFS, SumIF, SumIfS) ​ Advanced Excel Course - Formatting ~ Using auto formatting option for worksheets ~ Using conditional formatting option for rows, columns and cells Advanced Excel Course - Macros ~ Relative & Absolute Macros ~ Editing Macro's Advanced Excel Course - WhatIf Analysis ~ Goal Seek ~ Data Tables ~ Scenario Manager Advanced Excel Course - Charts ~ Using Charts ~ Formatting Charts ~ Using 3D Graphs ~ Using Bar and Line Chart together ~ Using Secondary Axis in Graphs ~ Sharing Charts with PowerPoint / MS Word, Dynamically ~ (Data Modified in Excel, Chart would automatically get updated) Advanced Excel Course - New Features Of Excel ~ Sparklines, Inline Charts, data Charts ~ Overview of all the new features Advanced Excel Course - Final Assignment ~ The Final Assignment would test contains questions to be solved at the end of the Course

List of HR Courses accredited by CPHR BC & YK ​ ​ Short term Courses Certificate Program in HR Generalist (120 hrs) Certificate Program in Recruitment & Selection ( 30-60 hr) Certificate Program in Payroll Management (45-90 hrs) Certificate Program in Organizational Development (15-30 hrs) Certificate Program in Employment Law (20-30 hrs) Certificate Program in Learning and Development (15 -20 hrs) Certificate Program in Employee Relations (20 hr) Certificate Program in Performance Management (15 -20 hrs) Certificate Program in Compensation Analytics (45 hrs) Certificate Program in Strategic HR ( 35-50hrs) Certificate Program in HR Analytics ( 20 hrs) Certificate Program in Total Rewards ( 30hr) Internship in Human resource (6 week to 24 week) Certificate Program in Excel and Advance Excel & its application in HR ( 16-25 hrs) Certificate Program in HR Business Partner (35 hr) Certificate Program in Industrial Relations (25 hr) Certificate Program in HR Transformation ( 30 hr) Certified Program in Advanced Compensation Analytics ( 22-30 hrs) ​ Long duration programs Post Graduate Program in Human Resource Management - 9 months This program is designed for 9 Months of training covering courses that encompass Fundamentals of Human Resource Training & Development Recruiting Strategy Performance Management Compensation and Benefits ​ ​ Certificate Program in Human Resource Management - one year This program is designed for 12 Months of training covering courses that encompass Fundamentals of Human Resource Training & Development Research Methods and Statistics Human Resource Planning Executive Compensation Performance Management Recruitment & Selection Managerial Counselling ​ ​ Advance Certificate Program in Human Resource Management - one year This program is designed for 12 Months of training covering courses that encompass : Functional HR Competencies. Strategic Human Resource Management Analytical problem solving and decision making. Emerging HR challenges and how they are impacting organizations. Learning modern concepts, practices, and techniques in HR Management.

Clients To play, press and hold the enter key. To stop, release the enter key. The main focus of the organization is to provide comprehensive manpower solutions to its clients spread over a wide spectrum of industries and covering the entire range of positions in each industry. We provide cutting-edge search capabilities for the industries listed below. Telecom Banking NBFC Insurance ( Life & General) & Broking Retail FMCG Agriculture Travel & Tourism Pharmaceuticals & Health care Consumer Durables Products and Services Automobile/ Manufacturing Real Estate Logistics IT & BPO, KPO Electricals & Electronics Power Sector

National Knowledge Exam ​ The National Knowledge Exam® (NKE) assesses one’s comprehension of the academic knowledge related to professional competencies across nine functional areas of human resources as outlined in the CPHRTM Competency Framework . Find out more about the NKE content and structure . As of January 2021, CPHR BC & Yukon will be adding a new educational requirement that must be completed prior to writing the National Knowledge Exam. This requirement is applicable unless the individual is covered by another eligible path (Pathways 3-5 ). You will also need to prove that you meet the educational requirements in order to write the NKE; therefore, if you plan to enroll in the June 2021 NKE, please ensure that you have successfully completed all nine accredited HR courses offered by Captus Press. ​ These courses are: Accounting and Financial Management Human Resources Management Industrial Relations Organizational Behaviour Occupational Health and Safety Recruitment and Selection Strategic Compensation Strategic Human Resources Planning Training and Development ​ ​ If you have successfully completed any courses that are equivalent to any of the listed courses offered, you may be able to transfer credits. Captus Press has created a PLAR equivalency database that lists courses from post-secondary institutions across BC and Canada that are equivalent to the CPHR Canada required courses. You can access this database to self-assess. If your coursework is not in the pre-approved database you would need to apply for a Prior Learning Assessment (PLAR) through Captus Press. There are fees associated with this assessment and you can contact Captus Press directly for more details. Once Captus Press performs your assessment then you need to notify CPHR BC & Yukon of the results. Exam Dates and Locations ​ Exam DateRegistration Deadline ​ May 26 or 27, 2021April 2, 2021 November 3 or 4, 2021September 10, 2021 Registration and Fees ​ To register for the National Knowledge Exam you must be a member of CPHR BC & Yukon. For more info on how to become a member, visit our membership page . If you are already a member, and have completed the course requirements you can register for the exam ONLINE. Online is the quickest and easiest way to register for the exam. If you are unable to register online than you can submit the manual forms that can be found below to cphr@cphrbc.ca for processing. CPHR Application Form CPHR Exam Registration Form Registration includes: $60 CPHR Application Fee $525 NKE Registration Fee ​ Please note: CPHR BC & Yukon fees such as the NKE registration fee are non-refundable. See below for information on exam deferral. ​ Exam Centre & FAQs If you are looking for resources to support you to prepare for the NKE, visit the Exam Centre . If you have further questions, start with the CPHR FAQ . Exam Accommodation ​ Do you require an accommodation to complete the exam? If yes, please complete the NKE Accommodation Request Form and submit to cphr@cphrbc.ca at the time of exam registration. Please download the NKE Accommodation handbook for more details. Exam Day Permissible and Non-Permissible Items A scan of each writers’ workspace and surrounding area will be conducted by the proctor prior to the start of your exam to ensure none of the following non-permitted items are present. This may be conducted with a cell phone with a front facing camera. The cell phone will be required to be removed from the testing area once the scan is complete. ​ Permitted items *Government issued photo identification *Computer or laptop *Mirror or reflective surface to show the proctor your monitor to ensure there are no notes or writing attached to the monitor. Water in a clear, unmarked container *Required items Non-permitted items “scrap paper” Writing utensils Notebooks, textbooks or other reference materials Electronics (besides computer being used to write exam; this includes items such as cell phones, tablets, watches (any kind), headphones) Bags, purses Food Visitors ​ Exam Deferrals Registrants may defer writing the exam to the next sitting. Please note the deferral policy before you submit a CPHR Exam Deferral Form . Exam Attempts Candidates who fail the NKE three times are required to wait a full year before attempting the NKE for a fourth, and final, time. A fifth attempt may be permitted following a review process by your provincial HR association. Exam Results Exam results are emailed approximately eight weeks after each exam session. It also allows time for the results to be reviewed and the quality of the exam verified. Overall scores are reported as scaled scores to ensure consistent reporting of scores between different versions of the NKE. It is achieved through mathematically converting raw scores into scaled scores with the passing scaled score always equal to 500. Find out more about exam scoring . Exam Exemption Depending on your educational credentials, you may be eligible for an exemption from writing the exam. Please refer to The CPHR Path for more information. Upon successful completion of the NKE, you have 10 years to complete the remaining steps if you are following Pathway 1 or 15 years to complete the remaining steps if you are following Pathway 2 of The CPHR Paths in order to earn the CPHR designation: Degree Requirement Experience Requirement

Certified HR ANALYTICS Professional (CHRAP) OVERVIEW AND COURSES ​ HR has consistently been about individuals, and this remaining part genuine today. Nonetheless, given the quick advanced change in the present associations, the requirement for information driven dynamic has gotten fundamental. There is both a deficiency of explanatory ability inside HR and an expanding interest for these kinds of aptitudes. Right now, you will figure out how to source, break down, and imagine HR information to illuminate choices and suggestions. You will fortify your diagnostic keenness to settle on choices through examination and narrating. Through the utilization of information examination, you will be situated to inspect normal HR challenges around contracting top ability, drawing in the workforce, overseeing maintenance, and assessing workforce assorted variety all the more thoroughly. You will likewise apply a cost-based way to deal with decide the business effect and degree of profitability related with HR activities. Before the finish of this program, you will have built up the vital and deliberate estimates important to exceed expectations in HR analytics. ​ Essentials Of Analytics Analytical skills are becoming a crucial job requirement for HR as organizations strive to become more data-driven. Unfortunately, there is a shortage of analytical talent to meet this need. Less than 20% of companies identify as having a strong HR analytics function in their business, and over 75% of HR professionals reported difficulty recruiting for essential data analysis positions. To remain competitive, organizations need to rapidly upskill their HR talent. HR Analytics Framework ​ Applied Predictive Analytics in HR As organizations strive to succeed in a continuously evolving world, talent must be continuously assessed and evaluated to ensure alignment with strategic goals. It is no longer acceptable to serve in a consultant capacity on problems that arise or to offer strategic advice based solely on experience and policy. Today, HR teams must partner with senior leadership in driving effective and efficient change based on solid data and analysis. Predictive analytics help organizations anticipate and plan appropriately for the future. In this course, learners will apply rigorous measurement and analysis techniques to common HR areas involving hiring top talent, evaluating workforce diversity, engaging the workforce, and managing retention. Through activities and assignments, learners will explore foundational frameworks that are relevant to analyses ranging from basic descriptions to more advanced predictive models that involve machine learning, artificial intelligence, or big data. As learners examine key inputs and data sources, they will use data to predict patterns and trends in areas such as diversity, engagement, and performance. Ultimately, students will use metrics and analytics to assess the current talent landscape of an organization and outline recommendations as they create a presentation for senior leadership. This course assumes a basic comfort level in working with HR data and analysis. It is designed to equip students with the concepts, tools, and language specific to key areas within HR analytics. The course provides examples using Excel. Other data analytics software will not be presented, although the information shared is transferable for those fluent in other programs.

HR Trainings Importance of Human Resources Training According to a survey conducted by Mckinsey in 2018, 48% of HR professionals consider training and developing employees their greatest staffing concern. Of course, companies that manage to train and develop their employees win the jackpot. Training programs boost employee satisfaction and improve employee retention Employees appreciate being able to build new skills, improve their job performance and potentially evolve towards more challenging roles. It is interesting to note that ongoing education is valued by employees from all age groups as key to staying relevant in the job market. Even more importantly, supporting and providing ongoing training opportunities show a company’s commitment to its employees’ growth. Employees feel their value to a company where employee education is promoted. Finally, ongoing training opportunities can be publicized since they are an important perk in a company’s compensation programs. However, and unlike many other perks, ongoing education can cost very little. The Human Resources team can in many ways be the glue that keeps an ever-changing business up and running. In today's tight labor market, policies and practices that support, engage and develop employees can be a truly competitive advantage. In fact: 94% of employees would stay at a company longer if it invested in their career 83% of employers see attracting and retaining talent as key challenges for business success 92% of employees say greater empathy from employers is important to boosting retention Effective employee development can increase performance by up to 25% One in four high-potential employees will leave their organizations if not engaged properly ​ While businesses are increasingly relying on HR to support and engage employees, the quality of human resources training often goes unattended to. Unlocking the true value of HR requires a comprehensive approach to ongoing human resources training. Investing in cutting-edge HR training courses can play a critical role in ensuring the human resources department is a true strategic partner for business leaders. Successful human resources management is easier said than done. Whether your company’s HR department is comprised of generalists, specialists, or both, there are a host of skills necessary for advocating for employees and the employer simultaneously. But human resource training can’t focus on individual skills alone. There are external forces that cause challenges for human resources management that can be addressed by HR training courses. Compliance and Regulatory Change Adapting to Business Change Evolution of Recruiting Measuring HR Effectiveness Surviving Management Change HR departments everywhere have evolved from only handling transactional work such as payroll and hiring to playing a strategic role in the overall function of businesses around the world. As a result, HR managers are no longer able to rest on the laurels of their past experience. Rather, they must stay abreast of ongoing changes to federal and state laws; best practices for compensation and benefits; and ways to keep employees safe, engaged, and productive in the workplace. sbmc offers instruction across a variety of courses that help you better understand the employment and labor law requirements. Further, these courses cover key HR practices and processes for not only staying in compliance with state and federal laws, but proactively managing the HR functions of your organization. ​ What Types of Training Do HR Professionals Need? HR professionals are responsible for completing a wide range of tasks - from hiring and firing employees to ensuring company compliance with state and federal employment laws. As a result, people who work in HR need to understand many principles and best practices to do their jobs. This knowledge takes years to develop through trial and error. Training accelerates the process by covering all the fundamentals and allowing you to learn from others' experiences. Many employers require their HR staff members to hold bachelor's degrees in Human Resources, Business or related topics. All additional HR training is voluntary. This means you do not need to receive a certification to begin your career. Although there are no formal educational requirements for HR professionals, you can still benefit from training. To advance your career and feel more confident in your role, seek out training in a variety of HR topics, especially those that align with your goals. For example, if you hope to specialize in payroll, you might attend a training on payroll law or payroll audits. Why Complete Training on Multiple Topics? HR training gives you several advantages in the workplace. It shows your dedication to the HR field and demonstrates your competency to future employers. It can also make you more likely to receive a promotion. When you receive training in multiple HR topics, you will have the skills necessary to take advantage of more varied job opportunities. Plus, you can increase the value you provide to your organization and employees. ​ Options For Online And In-Person Learning At SBMC, we offer courses on a variety of HR training topics online and in person. Our in-person seminars, courses, and workshops occur in cities across the United States. Our online courses provide the same course content in a video conference format for increased flexibility. ​ Course Materials Kept Accurate Employment laws and regulations change often. To remain in compliance, HR professionals need to keep track of the changes and adjust their policies accordingly. At SBMC, we update our course materials with accurate, up-to-date information every time an HR rule changes. This ensures you bring useful information back to your department, no matter when or where you attend training. Training for All Organizations and Experience Levels Since 2004, we have provided training on HR and management training topics for thousands of companies, from small businesses to well-known corporations. Our knowledgeable instructors deliver course content in language that's easy for anyone to understand, regardless of experience level. Opportunities for questions and interaction make our courses valuable to longtime HR professionals and those just starting out. ​ Where to Start with Human Resources Training? With so many different responsibilities in the HR department, establishing a continuous learning program can be a real challenge. Sending out an email that tells HR professionals that they now have access to a library of on-demand courses won’t be enough to increase performance. Instead, you need to provide a guided approach to human resources training that employees can tap into on a regular basis. SBMC has HR training courses bundled into specific learning paths, such as: • Becoming an HR Business Partner: At the top of the HR org chart, there are business partners responsible for driving operational and strategic change across the organization. This set of courses focuses on building onboarding programs, setting up pay systems, and managing a diverse workforce. • Finding and Retaining Talent: Talent recruitment/management is one of the most important roles of human resources. But it’s also one of the most challenging. There’s more competition than ever vying for limited talent. This learning path discusses how to attract new talent, develop its potential, and effectively manage performance along the way. • Become a Corporate Recruiter: If your company’s HR department is built with highly-specialized roles, corporate recruiter will be one of the most important. Use HR courses to teach employees how to master the hiring process—from screening and interviewing to finding the best candidates

Chartered Professional in HR (CPHR- CANADA) SBMC Respresent CPHR in Asia Region WHY SEEK HR CERTIFICATION? Winning your CP-HR qualification makes you a perceived master furthermore, pioneer in the HR field—and a significant resource for your association, keeping you and your association more focused in the present economy. This expert refinement separates you from your associates, demonstrating your abnormal state of learning what's more, aptitudes. ​ COMPETENCY - BASED The HR profession is not any more pretty much what you know—raw numbers—but instead how you viably actualize that learning in the working environment every day. HR accreditation gives you the chance to demonstrate what you know as well as how you can apply that knowledge at work. ​ RELEVANT HR accreditations straight forwardly connection to at work situations and practical work circumstances. Seventy-three percent of examinees say the CP-HR and SCP-HR exams are HR work pertinent. ​ UNIVERSALLY APPLICABLE HR certification is applicable across industries, geographic borders, job responsibilities and career levels. ​ FOCUSED ON ADVANCEMENT More than 5,000 Employers are looking for HR qualification holders consistently. The CP-HR certifications depend on the present HR scene, concentrating on the skills and information HR experts need to lead in the present business group. Lift your certainty to make that next stride in your HR profession or to separate yourself in a pursuit of employment. ​ STRATEGIC In view of inside and out research concentrated on—and supported by—worldwide employers and business pioneers, the CP-HR and SCP-HR qualifications reflect what HR professionals need to know to be pioneers in in profession & their associations. ​ ​ ​ ​ ​ ​ Become a CPHR SBMC Respresent CPHR in Asia Region ​ The Chartered Professional in Human Resources (CPHR) assignment is a broadly perceived level of accomplishment inside the field of HR. It mirrors a conviction that the expert routine with regards to HR administration can protect the interests of managers, representatives and the business group. The assignment speaks to proceeding with acknowledgment of the carrier's polished skill. There are many professional benefits to attaining your CPHR. But the best evidence of the value CPHRs bring is clear. CPHRs earn more than non-designated HR professionals. ​ Some of the advantages to attaining your CPHR designation: Proven Expertise: HR experts who seek after the CPHR must meet all prerequisites set out by their commonplace HR affiliation, which expect to gauge their skill and experience as HR experts. By seeking after the CPHR assignment, you'll demonstrate your capacity to handle all parts of HR and exhibit to managers and partners alike that you are a genuine HR expert. Continual Learning: To keep up your assignment, you will be tested to constantly refresh your insight and aptitudes in HR. As a CPHR, you'll pick up mastery and driving edge information to enable you to oversee mind boggling and dynamic HR issues and, at last, turn into a vital advisor. Demonstrated Commitment: CPHRs must experience thorough investigations, far reaching exam(s) and progressing learning. They are, to put it plainly, dedicated to the calling over the long haul. By seeking after your CPHR, you show your sense of duty regarding always refreshing your HR abilities and featuring your long haul energy for the calling. You join the class of HR experts that employers search out. Knowledge Community: As a CPHR, you are a piece of an elite, across the nation group of HR specialists. Through uncommon occasions, gatherings, distributions and sites, you can interface with other HR experts from crosswise over Canada. This capable system demonstrates significant as HR experts search for arrangements, thoughts and the capacity to associate with others in the field. Ethical Behavior: CPHRs submit themselves to exclusive expectations of moral conduct. They are held to the CPHR Canada National Code of Ethics that covers a scope of imperative expert issues including classification, irreconcilable situation, proficient development and that's just the beginning. You pick up certainty from your boss, associates and companions with the learning that you are focused on a Code of Ethics that requests the most noteworthy guidelines for the calling. ​ ​ ​ ​