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About CPHR Welcome to the home of today’s HR ​ Every day, the Chartered Professionals in Human Resources of British Columbia and Yukon (CPHR BC & Yukon) propels the HR profession forward by supporting its members with education and advocacy. We are the Voice of the HR Profession. History and our members. Founded in 1942, CPHR BC & Yukon has grown to include more than 6,800 members encompassing CEOs, VPs, directors of HR, HR generalists, HR advisors, consultants, educators, students and small-business owners in BC and the Yukon. View our membership demographics . We are all Human Resources. CPHR BC & Yukon offers professional development and networking opportunities as well as resources for every stage of your career. The national designation of the HR profession. The association is the grantor of the Chartered Professional in Human Resources (CPHRTM) designation in BC and the Yukon. As a member of CPHR Canada, CPHR BC & Yukon contributes to setting and upholding the national standards for the CPHR. Vision Recognized as ‘The Place’ for Leading People Practices Mission Keep people first in the decisions of leaders Mandate Promote and enhance the profession and advance member value ​ ​ Read On Whether you’re looking for a research paper, article or blog, CPHR BC & Yukon has what you need: PeopleTalk magazine , PeopleTalk Online and the Knowledge Centre . Plus, connect with us on LinkedIn , Twitter and Facebook . Or, subscribe to our newsletters. ​ Is HR your true calling? Find out more about the profession in this video . Watch this video for more information on the value of CPHR BC & Yukon membership and the CPHR designation.

US Staffing Recruiting Process Training OBJECTIVE OF PROGRAM This training program will develop understanding and skills required to perform the recruitment process that will help professionals to implement the concepts effectively in the organization. Each participant will gain understanding and knowledge of the recruitment program so that he/she is able to: Assist professionals in the cost effective hiring process Understand and know all the steps to be followed in an effective recruitment process. Understand the importance of US requirement analysis. Develop the skills required to screen an application, conduct the interview, filtering and proper selection and negotiation. OVERVIEW US IT Staffing as a career would be one of the best decision one can make to excel in a fast pacing world, It gives you an opportunity to work with the best of the best system integrator, consulting and end clients. Many of recruitment professionals who are in staffing industry specially in US IT sector have started their career because of no other option or they didn't find any other job for themselves and they landed up in US IT staffing job by a referral or with someone's recommendation. ​ In this post I will be discussing the career roadmap to understand the career development of a recruitment professional that would enable one to understand staffing world with bit more clarity. Many of the recruitment professionals I talk to or in the industry that were recruiters and are still recruiters as they won’t get a way to move on in the career or lack of interest of staffing agencies to promote them to a lead or a managerial role. One of the thing that I always emphasis when I talk about growth is education, training and empowerment where these three thing wont exists one should decide to leave that organization or agency at any level. As a recruiter/manager in the US IT staffing industry one must be able to adapt, change and implement transformation in his work approach otherwise he/she will be facing career growth issues. ​ The beginning... A) IT Recruiter / Trainee IT Recruiter: You will be joining in a staffing firm / in house recruiter. At this stage of time you will be more focused on training yourself on end to end recruitment process where in your employer will invest on your training and facilitating you with a computer/laptop and etc. You will learn how search for people in different industries through various channels like job boards, social sites, database and etc. At this point of time you must be very careful about picking the role you want to get into as we have "US IT Staffing" divided into recruiting and bench sales. ​ Note: At this point of career beginning very few of the leaders talks to the employees about the two divisions in the staffing vertical, sadly many of them are self centered so they look at their worth not your career or growth but anyways .. In the beginning of your career in the "US IT Staffing" industry you will have two options either to recruit people for the job or place people on the jobs so in other words "recruiting people for the job" is called recruiter and "placing candidates on jobs" is called bench sales. So if you have passion for talking to people and connecting with them on call or via email or any medium recruiting is good for you but if you do not like it but rather you like selling or talking about things then you can chose your career in bench sales where in you will working closely with the candidates to place him on the job. ​ If your actions inspire others to dream more, learn more, do more and become more, you are a leader. - John Quincy Adams ​ Senior US IT Recruiter : After gaining sufficient experience and exposure to technologies you will be able to understand job roles, domains and verticals by function you become mature enough to differentiate between important and priority in other words a focus recruitment professional who can close positions on priority or on demand. In this role you will be able to guide fresh recruiters on sourcing practices and different approaches to recruitment. There is not much different between a lead and a senior US IT recruiter as a senior professional you take care of your work and stuff but as a lead you take not only care of your stuff but also helps other colleagues perform the same in same or different capacity. There is where one realizes the leadership qualities in oneself that how is one able to educate, train and mentor people to perform and produce results. ​ Note: Many of the organizations push senior professionals due to their performance to a lead position without realizing the impact of that decision meaning a productive individual recruiter might lose his/her productivity by taking a role of a lead recruiter. It is the responsibility of an organization to identity people who have these leadership qualities then promoting them to a lead role which will benefit everyone. Remember the end goal of making someone a lead should be doubling the productivity of himself through different heads that he/she trains. Account Manager: As you train, mentor and groom your fellow colleagues a times comes for you when you leave your billing seat and seat on the business side of the business that is driving delivery and client servicing role. In many of the organization we have this role but in some organization this role is divided into two part mainly delivery and client servicing. ​ i) Delivery Manager: A DM is someone who seats with the recruiters and work closely to ensure resume submissions/delivery on the client requirements (jobs). He/she works closely with the TL (Lead Recruiters) to ensure quality, quantity and timely delivery of the resumes on the jobs received from the clients. An additional responsibility of a DM could be mentoring leads who are good enough to understand urgency priorities and delivery of various technologies for making them future delivery managers. Unfortunately very few would like to grow , mentor and groom their colleagues. ​ ii) Client Service Manager / Client Partner / Client Engagement Manager: At this level an individual is already been through lot of recruitment's, hiring’s, experiences and exposures with delivery then he seats on the chair of client servicing role where in one interacts daily with the clients for discussing requirements , priorities, traction, interviews, closures and many other client focus things. He/she fosters the relationship with the client to make sure whatever DM have submitted or presented to him/her is been sent to the client for review, screening, selection and rejection. A client partner works closely with the hiring managers to understand the priority requirements and future projects for building strong relationship which leads to higher profits and more business. ​ Note: As said above most of the organizations have single role where in a single point of contact is managing recruiters for delivery of resumes and as well managing clients relationships. This spreading into two is mostly done because of large accounts and more hiring managers where in we need to provide assistance on bulk hiring which leads to lot of interviews and closures or so on that is why organization keep AM into two different roles i.e DM & CP. An additional responsibility of a CP is to mentor DM on client servicing activities and relationship building. Business Development & Sales : This is very exciting role and front seat of the business within US IT Staffing where in an individual who have been through all the phases of staffing such as end to end recruitment, sourcing, delivery, client services which gives him/her an edge and grip of entire business. Now as an individual one see and feel not recruitment life cycle but rather see and focus on business life cycle. At this level the individual is not concerned with the delivery or client services but rather on acquiring new clients and business of which the ultimate goal would be business conversions. ​ Note: Many organizations hire people directly for the role of BDM or consider previous experience as BD person and thinks things will work for them. Some time yes but many times as an individual who are not aware of insights of the business will faces challenges when interacting with clients or pitching in or would be able to answer questions asked by the clients. Ultimately, leadership is not about glorious crowning acts. It's about keeping your team focused on a goal and motivated to do their best to achieve it, especially when the stakes are high and the consequences really matter. It is about laying the groundwork for others' success, and then standing back and letting them shine. - Chris Hadfield ​ Director/ Head of Staffing Business: This individual is responsible for overall development of a staffing business like blue printing the business goals and executing plans through the year with the teams and groups. At this level an individual is more focused towards creating the COE center of excellence, quality control, training, mentoring, nurturing accounts, managing relationship, change agent and etc. usually this people also take care of hiring people in the organization and take responsibility of profit and loss, revenue and expenditure, escalation and problem solving kind of activities. They are the ones who heads the organization and manage both client relations from business point of view as well internal teams in terms of motivation , inspiration and role modeling. ​ A leader is one who knows the way, goes the way, and shows the way. John C. Maxwell Note: This seats define your success in the industry by how you manage teams, inspire and lead them to become successful. This role comes with diplomacy two side roles that one play between stake holders and work force to keep the equilibrium. At this position many of the heads or directors or we call them as leaders create their follower base and become influencer and make careers of many people by guiding them for their inspiration As of today over 3000+ US IT staffing agencies operating from India for which either they are into consulting, software development or a part of their business is IT Staffing. I have compiled the entire list on our website for the benefit of Indian IT Recruiters to get more visibility and job applications. ​ The SBMC is one of the growing technical staffing community in the United States & in India. Our platform connects agencies with recruiting talent through smart search, relatable insights and artificial intelligence to map profiles with agencies and vice versa. Our detailed profiling helps connect right professionals with right agencies. Contact SBMC to be a part of one of its kind technical recruitment community that connects US staffing and recruiting talent with India US staffing and recruiting talent. We are on a mission to unite and connect agencies with staffing talent to bridge the gap and to provide a platform where recruiting talent can search identify best staffing agency to work with and likewise agencies finding best recruiting talent to hire. ​ Become a part of revolution and evolve with us to ensure better future and career! ​ Program Framework Part 1: End to End Recruitment Process Part 2 : Explanation of Salary, Benefits, Relocation Expenses, Per Diem, Billing Rate per hour Part 3: Visas – H-1B Visa, TN-1 (Canadian Visa), TN-2 (Mexican Visa), E-3 Visa, H1B1 (Chile) & H1B1 (Singapore) Part 4: H4 EAD, L2 EAD, E3EAD, CPT, OPT EAD, STEM EAD Part 5: Tax Terms (W2 (Full Time & Hourly), 1099, C2C Part 6: Explanation of Resume and Job Description Part 7: Explanation of SDLC and different Technology Part 8 & 9: Explanation of different Technology Part 10 & 11: Different methods to source resumes (Job Boards, LinkedIn, Groups, Head Hunting, Referrals etc.) Part 12: Verification of Resume and Visas (Different Scenarios) Part 13: MSA, SOW, NDA, NSA, NIA, NCA, RTR Part 14: Posting and Boolean Search in Job Boards, Mock Calls Duration : 25 Hrs

Clientele Trusted by the Biggest Names in the Market. To play, press and hold the enter key. To stop, release the enter key. ABOUT SBMC Dedicated to bridging the gap between the requirements in various organizations ​ In an era of technological, social and economic change, statistical offices are facing several challenges to further develop their key role as provider of high-quality information on economic, social and environmental phenomena. These include the need to meet both current and future demands of the users of statistics and to develop production processes that increase efficiency of work and reduce costs. In this context, human resources are the most important asset of organization . Appropriate and skilled human resources are essential to ensure the production of high quality work standards and to implement more efficient and effective processes based on new technologies. Shree Balaji Management Consultants (SBMC ) established in 2004, advises and assists clients globally with key HR projects and strategic initiatives to enhance business value. SBMC has been working together with its clients to find effective solutions to their challenges, and SBMC expert advisors are an integral part of local business community. At SBMC , we connect people from an extraordinarily diverse range of backgrounds and locations. We strive to make a product that makes a difference, and one that helps build a just, equitable future for us all. we are proud of the business relationships we have developed and our track record of consistently delivering excellent results. This is evidenced by a major percentage of our work being exclusive, meaning our clients recognize the excellent quality of work and the exceptional quality of candidates placed with them. Whether you are seeking a specialist to find your next team member, or are seeking specialized career information and industry insights, you can rely on SBMC. ​ We Are Unique At SBMC, we are fortunate to have a vibrant and innovative staff from diverse backgrounds. Believing in People. We're building technology to connect people and build better work experiences for everyone. Managing Human resources is a people business, and we keep the human element in everything we create. Our team is on a mission to open doors for people. We do this the best way we know-how instead of connecting people to jobs, we connect people to people. SBMC Presence SBMC School of Human resource has its HQ at Canada, and corporate offiace at India with a network of Associates Offices spread throughout the country that enables us to attract and recruit the best available professionals, and suitable candidates.. We as a company understand the intricacies of human resource management and are dedicated to bridging the gap between the requirements in various organizations and the career aspirations of individuals. We seek to establish a lasting relationship between the employer and the job seeker. We specialize in identification, evaluation and placement of suitable candidates across various industries. Our executive search consultants are highly skilled professionals with specialization in their respective fields. SBMC Modus operandi SHREE BALAJI MANAGEMENT CONSULTANTS has developed various methods and profiling processes for recruiting top talent from around the country. We retain a panel of industry experts from various trade and industry in order to ensure that our client gets manpower that is efficient, educated, experienced and as per their exact requirement. Our success is firmly entrenched in our philosophy to form partnerships, collaborations and long-term relationships with clients who take advantage of our bouquet of manifold specialized services.

SHRM CERTIFICATION PATHWAY ​ The Society for Human Resource Management (SHRM-USA) and the Chartered Professionals in Human Resources (CPHR-Canada) signed a Memorandum of Understanding (MOU) on June 18, 2018 in Chicago, Illinois-USA. Effective July 1, 2018, this agreement allows SHRM and CPHR to establish a Certification Pathway. For a period beginning July 1, 2018 and continuing through December 31, 2018 (inclusive), SHRM will offer a SHRM certification pathway (the "SHRM Pathway") to individuals holding a valid CPHR professional certification (CPHR) in good standing at the time of application; and CPHR Canada will offer a CPHR certification pathway (the "CPHR Pathway") to individuals holding a valid SHRM certification (SHRM­ CP®, SHRM-SCP®) at the time of application (collectively, the "Pathways"). The program details shall be as follows: ​ SHRM Pathway Process Pathway applicants will be required to create a SHRM account and complete the following steps: Certify their Canadian certification is in good standing, and submit a copy electronically; Sign the SHRM Code of Ethics and agree to the SHRM Privacy Policy and Terms of Use; and Complete SHRM's online HR competency tutorial. i. Pathway applicants will be subject to random audit by SHRM to confirm possession of the Canadian certification is in good standing. ii. Applicants who complete the above process, hold a CPHR certification, and have a minimum of 3 years of Professional HR experience, will receive the SHRM-CP® credential. iii. Applicants who complete the above process, hold a CPHR certification, and who have a minimum of 6 years Professional HR experience, will receive the SHRM-SCP® credential. Fees 1. The SHRM Pathway and CPHR Pathway will be free of charge to all individuals holding a valid, Canadian Human Resources professional certification in good standing, (CPHR), or a valid SHRM-CP or SHRM-SCP designation, respectively. 11. Standard SHRM or CPHR recertification fees, as applicable, will apply to individuals who wish to renew their SHRM or CPHR credential on or before their credential expiration date. SHRM credentials expire during the month of the credential holder's birthday, with the first expiration occurring during the birthday month which is between three (3) and four (4) years from the date of initial credential receipt. CPHR credentials do not expire but members must prove that they are meeting the Continuous Development requirements.

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According to the Associated Press, some 17 million people work for companies as temps, contract workers, consultants, freelancers, seasonal workers and interns. While the last recession and resulting economic uncertainty initially swelled the ranks of temporary workers, their inherent flexibility keeps them in the forefront of staffing solutions. By any other name, temporary employees offer small business owners a variety of benefits, including: A cost-effective way to replace employees who go out on family leave, maternity leave, vacation and sabbaticals. Depending on the type of job, temporary workers may demand higher or lower compensation. However, they don’t usually get company-paid health insurance and other “soft” benefits offered to regular employees. (Some temp agencies offer benefits to longer-tenured employees.) The flexibility to keep staffing levels optimal as your business needs change. Temporary workers help reduce overall staffing costs, because their presence can keep your regular employees fully productive, but not overworked. The ability to “try out” potential future hires. Some companies hire so-called temp-to-hire workers for a trial period to learn if they have the skills and personality a job demands. Temporary agencies usually charge an additional fee when you permanently hire their workers. Even so, some companies prefer this evaluation method to blindly hiring the wrong job candidates. Your company may not possess experience and expertise. Luckily, nowadays, companies hire computer specialists, creative people and even senior executives on a temporary basis to fill short-term needs. Well-trained and prescreened capabilities when their staffing agency trains and prescreens them. You can also find the right employee outside of agencies. Highly qualified retirees, for instance, sometimes look for short-term assignments. ​ Benefits of SBMC in Temp Staffing ? Today’s changing business environment warrants innovative solutions for meeting your staffing requirements. SBMC offers Resource Management Services (Temporary staffing services in India), where we help clients place their staff on our payroll and we completely administer the employee benefit plans for such staff. We also manage the necessary statutory data for these employees on temporary services. We can also provide industry standard benefits customized to clients requirements for ensuring parity in employee benefits between company’s staff and temp staff. While offering these temporary staffing services, SBMC works across several industry verticals, catering to requirements of leading names in BFSI, Consumer Durables, Retail, Telecom, Chemical, Manufacturing, e-commerce, Pharmaceuticals and healthcare sectors. A combination of the right people, proven processes & the right investment in technology enables us to enhance business productivity for our clients. They outsource their temporary staffing in India requirements to us (we are not a recruitment firm) and this allows them to focus better on their operations and growing their core businesses. ​ Process Enabling our clients to outsource their temporary staffing requirements ​ ​ ​ Services We Offer ​ Enabling our clients to outsource their temporary staffing requirements Highlights Of Temporary Staffing Services From SBMC Temporary employees who will stay on SBMC rolls We will manage all standard contractual procedures Payroll and Personnel Administration Statutory compliance, remittance of statutory payments and other related administration. Employee registration under ESIC & EPF Schemes Benefits Here are standard benefits offered while offering Temporary Staffing Services Standard Benefits Offered While Offering Temporary Staffing Services Include Client Staff Taken On Temporary Staffing Would Have The Benefits Similar To Other Staff Like All employee HR benefits administration taken care of by SBMC Leave Policy Temp staff eligible for same benefits as permanent staff, but without the admin hassles Retiral benefits Policy Reimbursements and Claims policy Reports That We Provide To Client CTC based Salary statement for each employee Compliance confirmation report for each month with supporting challans / returns Details of retained amounts per employee Loans and Advances Register for employees Details of Salary register Retrials liability for provisioning and payment Full and Final settlement in case of separated employees ​ Structured Staffing Solutions or Third Party Payroll Services The way we have structured our staffing solutions, all you have to do is to give us a green signal, and you will find your productivity increasing overnight. Our proven recruitment, payroll and compliance practices scale with your business and deliver benchmarked staffing solutions for you. • Easily understandable processes and simple SLAs that make it easy for you to come onboard. • Seasoned recruitment team that can quickly source, evaluate, select, and form a team for you • Large and specialized staffing database for FMCG, FMCD, Retail, Telecom and Finance. We have your staff waiting for you. • An error-free, highly secured, and flexible payroll management system that pays employees on time. • Powerful and proven computerized system that includes self-service portals, query management system, help desks, and MIS for your management. • Complete compliance management that takes care of minimum wages, PF, ESIC, and labor laws. You are protected 100% all the time. • Complete and proven associate management that keeps our staff who work for you happy.

WHY SEEK SHRM CERTIFICATION? ​ Earning your SHRM-CP or SHRM-SCP credential makes you a recognized expert and leader in the HR field—and a valuable asset to your organization, keeping you and your organization more competitive in today's economy. This professional distinction sets you apart from your colleagues, proving your high level of knowledge and skills. ​ ​COMPETENCY-BASED The profession is no longer just about what you know—facts and figures—but rather how you effectively implement that knowledge in the workplace each and every day. SHRM certification provides you the opportunity to prove not only what you know but also how you can apply that knowledge on the job. RELEVANT SHRM certifications directly link to on-the-job scenarios and realistic work situations. Seventy-three percent of examinees say the SHRM-CP and SHRM-SCP exams are HR job-relevant. UNIVERSALLY APPLICABLE Built upon one comprehensive SHRM Body of Competency and Knowledge™ (SHRM BoCK™), SHRM certification is applicable across industries, geographic borders, job responsibilities and career levels FOCUSED ON ADVANCEMENT More than 5,000 employers are seeking SHRM credential-holders every month. The SHRM-CP and SHRM-SCP credentials are based on the current HR landscape, focusing on the competencies and knowledge HR professionals need to lead in today's business community. Boost your confidence to take that next step in your HR career or to distinguish yourself in a job search. STRATEGIC Based on in-depth research focused on—and backed by—global employers and business leaders, the SHRM-CP and SHRM-SCP credentials reflect what HR practitioners need to know to be leaders in their organizations and in the profession. ACCREDITED The SHRM-CP and SHRM-SCP exams are accredited by the Buros Center for Testing, asserting that the HR credentials meet the highest standards in testing. BACKED BY SHRM SHRM certification is the only HR certification offered by the world's largest HR membership organization. As the industry leader in HR professional development, SHRM has supported more than 100,000 employers representing 115 million employees worldwide.

Our Core Values Our Vision The provision of high level services for filling the needs and the expectations of our clients with professional expertise. Our Mission To deliver to our clients, the best type of personnel in the market matching them with their needs, using a team approach that embraces the values of integrity, honesty, trust, respect and professionalism. Our Objectives The Objective of SBMC is to be recognized as one of the leading company globally in the field of HR Services and to discover the best candidates in the market for every available job. Commitment The company recognizes the need for consultant staff to excel, obtain satisfaction from his employment, develop his professional abilities and receive proper financial rewards and security. SBMC selects outstanding individuals, provides them to client for challenging work and increased responsibility based on a record of achievement and demonstrated potential for further progress. We promise To adhere to the strict norms of the client’s work culture & their code of ethics. To execute every assignment diligently and ethically. To thoroughly check short listed candidates diligence. To treat every candidate respectfully.

In this section you will find the following : SBMC Terms and Conditions Privacy Policy Refund Policy SBMC Terms and Conditions ​ Please read these terms and conditions ("terms and conditions", "terms") carefully before using www.sbmc.co.in ] website (“website”, "service") operated by sbmc ("us", 'we", "our"). ​ Conditions of use By using this website, you certify that you have read and reviewed this Agreement and that you agree to comply with its terms. If you do not want to be bound by the terms of this Agreement, you are advised to leave the website accordingly. Shree Balaji Management consultants or sbmc school of human resource referred as “sbmc” only grants use and access of this website, its products, and its services to those who have accepted its terms. ​ Privacy policy Before you continue using our website, we advise you to read our privacy policy regarding our user data collection. 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If you are entitled to a replacement or refund, we will replace the services or refund the purchase price, using the original method of payment. 3. Exceptions Some items are non-refundable and non-exchangeable. These include: Global certifications/ international certifications 4. Shipping: To return the item you purchased, please mail it to: hr@sbmc.co.in

Recruitment & Selection Work on live project i.e recruiting for MNC MODULE A - Recruitment ​ Manpower Planning Job Description Job Postings- Mass mailing Job Portals- Naukri, Indeed, Monster Screening of Candidates Interview Scheduling Salary Negotiation Offer letter / Appraisal letter - Designing Joining /Exit Formalities forms MIS -reporting HR jargons Payroll & Statutory Compliance Learn Salary Sheet , Online PF , ESI challans upload. Module B- Labour Laws & Statutory Compliance ​ Code on Wages 2019 The Industrial Relations Code, 2020 The Code On Social Security, 2020 The Occupational Safety, Health and Working Conditions Code, 2020 ​ ​ ​ Payroll & Statutory Compliance Learn Salary Sheet , Online PF , ESI challans upload. Module C - Payroll ​ Salary Breakup/ Salary Slips Salary Sheet/ Muster Roll Types of leaves LTA,TA, Medical , Education Allowances OT, Increment, incentives, Loan, Bonus Act PF, ESI, online challans, & Returns Income Tax, Professional Tax, Form 16 Gratuity Calculations & forms Full& final Settlement Mail merge, salary slips Attendance Record, & biometric attendance Advance Excel - vllokup,hlookup, datedif, index, goal Compensation Management & Benefits Tax planning, Payroll Software ​ ​ ​ ​ ​ ​ Performance Management Appraisal forms Module D Performance Management & Appraisal ​ Appraisal Types Appraisal forms SWOT analysis Benchmarking Competency Mapping Self Appraisal Attrition & Retention Calculations Balance Scorecard 360 Degree Appraisal Learning & Development Module E - Learning & Development ​ Training Need Identification Training Calendar Types of Trainings Evaluation Types Employee Retention Management Grievance Handling Employee Engagement Model & Activities Leadership & Team Building Trainers Evaluation, How to give Trainings Advance Excel Module F - Advance Excel ​ Date & Time Financials If, Ifs Lookups Stats & Math Data Validation Transpose Spellnumber ​ ​ ​ ​ If, IFs, datedif, vlookup mail merge Benefits Other Benefits Resume Building Social Media - Professional Profile Create HR Glossary Management case studies Updated News - emails & whatsapp Industrial Training Live project Advance Excel Job Assistance Interview preparation Study Material Wifi facility ​ ​ ​ ​ ​ ​ ​ SBMC courses are endorsed by CPHR Canada. Earn PDC credits

Certified Total Rewards Professional Overview Total rewards includes everything an employee perceives to be of value resulting from the employment relationship. It comprises all financial and non-financial incentives such as pay and allowances, leave, health and wellness benefits, employment insurance, retirement plans, and perquisites. ​ Such rewards help to attract, motivate, and retain employees. Today employee costs are rising and managing these costs in an optimal manner is critical for organizational success. The organizations need to maintain a balance between the salary hike and profitability and productivity. Compensation and benefits is an emotive area, not only for the organizations but also for the employees. Establishing and managing a reward structure is one of the critical cornerstones of the human resource department. It is extremely important to design the right reward package that supports the business goals. ​ HR professionals have organizational and fiduciary responsibilities in designing, administering, and maintaining total reward systems and programs aligned with organizational strategies and goals. This course presents the strategic framework for total rewards. You'll learn about compensation structure and systems, and employee benefits programs. You'll also learn about the statutory and global considerations for total rewards. The content in this course is based on the guidelines of Chartered Professional in Human Resource (CPHR BC& YK). While the course helps learners to prepare for the CPHR certification exams, it is equally useful for HR professionals who want to develop capabilities for improving their effectiveness in the workplace and advancing their career. Target Audience This course is aimed at junior or senior level human resource professionals, HR managers, and all individuals preparing for the CPHR , Global HR certification examinations of. Compensation and benefits analysts, administrators, staffing managers, and recruiters will also have interest in this certification path. Courses in this curriculum are created keeping in mind certification as well as non-certification users of the content. While the curriculum helps learners to prepare for the CPHR certification exams, it is equally useful for HR professionals who want to develop capabilities for improving their effectiveness in the workplace and advancing their careers. WHAT YOU'LL LEARN How to recognize and apply elements of the Total Rewards Framework Ways to identify the risks/costs of compensation in order to aid you in compensation decision making The point method and its uses so that you can be conversant in the ways organizations determine salary range Effective methods of communicating and implementing a plan to support your organization Ways to align the compensation strategy to the talent strategy Lesson Objectives Management of People: Total Rewards Identify HR's role in the management of total rewards Sequence the steps in developing a total rewards strategy Identify HR's role in administering the regulatory framework for compensation and benefits Demonstrate your understanding of HR's role in designing and implementing a strategic framework for total rewards Identify key considerations in job analysis Recognize job evaluation methods Recognize the elements of a pay structure Differentiate between types of compensation systems Differentiate between pay adjustment and variation types Demonstrate your understanding of HR's role in designing and implementing equitable compensation systems Identify the characteristics of employee benefits Recognize steps in a benefits needs assessment process Total Rewards Framework ​ ​ ​ ​ ​ ​ ​ ​ ​ ​ ​ ​ Credit & Professional Continuing Education Information: ​ Earn 15 Professional Development Credits (PDC) of CPHR The Course is Accredited by CPHR (Chartered Professionals in Human Resources) Canada. Who should attend this course? HR Managers Remuneration Managers Executive staff Senior and Middle Management staff

Talent Acquisition Executive Search Why executive search is so important for your business Executive search is a specialised type of recruitment, aimed at attracting leading executive and senior management talent to an organisation. It also includes the recruitment of highly skilled and in-demand candidates for specific technical roles. Executive search forms a vital process in the growth and development of a business. People are the lifeblood of any business and losing out on senior talent, or experienced industry specialists, especially to key competitors, can create significant disadvantage. Finding and securing talented candidates in a competitive market can be a difficult task, which is why businesses often bring in executive search firms to ensure the best possible hiring outcomes. The role of executive search firms is often misunderstood. We’ve put this guide together to demonstrate what executive search truly means and our approach to getting clients the results they deserve. It’s about understanding what both sides want – linking the right candidate to the right organisation for a long-term relationship. We don’t believe in quick fixes or cutting corners, we’re here, alongside our clients, to help support sustainable business growth. Why is executive search important for your business? A good hire can catapult a business forward, creating improved performance against immediate or annual targets and setting more effective strategies for long term sustainability and growth. A bad hire can magnify inefficiencies, cause internal conflict, and limit the potential growth of a business.If you are in business, you are in the business of people. Your employees will be the defining factor in what you can achieve, so ensuring that you do all you can to find the best talent is something that every Board should have at the forefront of its agenda. Executive search process The executive search process follows a set of milestones which can be adapted depending on the nature of the requirement. Broadly speaking these milestones fall across three parts: Understanding the requirement: The first step is always to establish the nature and objectives of the position in question before determining the candidate characteristics which would have the biggest impact. Identifying the candidate pool: This involves detailed analysis of competitor (and other) businesses and a range of ‘source discussions’ in order to identify both the most suitable candidates and to generate information to help formulate an approach to them. Approach: Good research and preparation provides confidence in approaching candidates with a proposition which we know they are suitable for and where we feel we may be able to generate interest from them. The aim of the initial call is to establish whether there is sufficient interest and suitability to warrant a meeting. Assuming there is, we will meet with the individual (sometimes more than once) to discuss the role in full detail and to test the background of the candidate thoroughly. To truly find the top talent and people who can drive a company forward, a search firm must understand the strengths of potential candidates (and well as their weaknesses) and ensure that skills and attitude can be aligned with the requirements of the client organisation. From the client’s perspective, the role of the executive search firm is as logistics coordinator and business adviser. Firstly, ensuring the smooth exchange of information ie. the right people in the right place at the right time, well prepared and with all relevant documentation to hand). Then, acting as the objective third party in managing the expectations of both ‘sides’ and ensuring that the right deal is struck for both the candidate and the client. Why choose SBMC for your next executive search? SBMC‘s insight-led executive search process has always been focused on understanding the in which a client operates. We believe in understanding the challenges and opportunities that are facing our clients and their industries. In doing so we position ourselves to be confident and proactive in that market, and to find the right candidates – sometimes with skills our clients didn’t even know they needed. This approach has allowed us to place senior candidate in organisations all around the world, and to see them flourish. Our consultancy offering has enabled us to not only provide candidates to suit a client, but to provide meaningful input on the business strategy which sits beneath that personnel requirement. Instead of simply presenting a list of suitable candidates to an organisation, we can help create winning business strategies that utilise new talent and skills. Our rigorous research and attention to details means we have built up a wealth of knowledge, experience and networks which your business can use. We are dedicated to finding you the best candidates, talented individuals that tick all the boxes, even if it seems as though there are a lot of boxes to tick. Executive search really is our passion – we care about getting it right. If you’d like us to show you how your business can utilise it, please get in touch today.