It’s that beautiful time of year – when eager college students are looking for something to occupy their summer without making a serious commitment (or a serious dent in your company expenses.)

It’s summer internship season.

While summer internships seem like a bulletproof plan (cough, free labor, cough), there is a lot that can go wrong.

First of all, you have to make sure your internship program follows federal and state labor laws or you could be looking at a rather large lawsuit initiated by that eager intern’s overbearing parent who happens to be a savvy lawyer.

If you think this won’t happen to you, think again. In the past few years, a number of interns (all who worked for media companies in New York) sued their former employers, claiming that they should have been classified as employees under state and federal wage and hour laws because their duties were a crucial component of the work force. The plaintiffs argued that if the companies did not use interns they would have had to hire employees to perform these entry-level tasks. So the plaintiffs are seeking recovery wages for all hours worked, including overtime pay. Ouch!

Starting to rethink your summer internship program? Don’t!

The Department of Labor has made it pretty easy to check and see if your internship is legal or not. You just have to know the guidelines and that’s why we’re here!

Let’s start with the employer favorite – unpaid internships. 

The Six Criteria of Unpaid Internships

There is a nifty test provided by the Fair Labor Standards Act (FLSA) to help you classify an intern’s status.

Under the FLSA, an internship must meet six criteria to qualify as unpaid:

1. The internship, even though it includes actual operation of the facilities of the employer, is similar to training that would be given in an educational environment.
2. The internship experience is for the benefit of the intern. An unpaid intern cannot routinely perform business activities, especially if these activities are ones typically performed by a paid employee.
3. The intern does not displace regular employees, but works under close supervision of existing staff. Interns who shadow employees and do not engage in regular work are more likely to qualify as unpaid. Interns doing work that regular employees perform (and receiving the same level of supervision) are seen as employees and entitled to compensation under FLSA.
4. The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded.
5. The intern is not necessarily entitled to a job at the conclusion of the internship. If the expectation that an employment offer will follow the conclusion of an unpaid internship, the internship can be viewed as a trial period and the unpaid intern as an employee under FLSA.
6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship. The internship’s duration or end date also needs to be set prior to the beginning of the internship.

Does your internship program meet all six criteria?

In case you still aren’t sure, the DOL recently released a statement to clarify. It stated, “the more an internship program is structured around a classroom or academic experience as opposed to the employer’s actual operations, the more likely the internship will be viewed as an extension of the individual’s educational experience,” and, therefore, the more likely it is that the individual will properly be considered an intern, as opposed to an employee.

To Pay or Not To Pay

If your internship does not meet the six criteria above, the internship likely establishes an employment relationship. This means that you need to follow a different checklist.

Now that your intern will be viewed as an employee under FLSA, you have to pay him or her at least minimum wage and follow a few more rules.

Here is the Paid Internship Checklist:

• Record personal information. Add new interns’ personal data to employee records and update the personal information of returning interns.
• Automate overtime with a system that integrates time and attendance information with payroll data to ensure overtime calculations are made correctly and overtime pay is paid during the appropriate pay period.
• Review overtime procedures and policies with interns and their supervisors prior to the start of the internship.
• Discourage comp time by requiring interns to record all hours they spend performing job-related tasks.
• Double-check all child labor regulations are met if the paid intern is considered underage. 

What Employers Should Do Now

At Integrity HR, we are always promoting best practices and that is why we think companies in both the for-profit and non-profit sectors should carefully evaluate whether their existing internship programs comply with FLSA and state law standards.

The DOL’s six-factor test can be difficult to satisfy, particularly where the intern provides some useful service to the employer that otherwise would have been provided by an employee.

If an individual fails to meet the applicable tests for intern status, then the employer needs to treat the intern as an employee for purposes of state and federal wage and hour laws. This means that the intern will need to be paid at least the minimum wage for all hours worked, plus any overtime due.

In addition, employers will need to make sure that they keep proper records of the hours worked by interns/employees, as well as comply with any meal and rest break requirements imposed by state law.

Finally, employers should train their managers who deal with interns to make sure that they are ensuring compliance with these requirements.

So….Are Unpaid Internships Worth The Risk?

Unpaid internships are a beautiful thing. They offer students and career-switchers great opportunities to gain experience in their field. They can also benefit employers by providing a fresh (albeit inexperienced) prospective on the industry.

That is, if you keep it legal.

Now, go inspire young minds and mold those future leaders!

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So what’s the secret to motivating employees?  This clever infographic from our friends over at Salesforce explains it.  Hint: it isn’t just money!

This article was originally posted on the work.com blog.

How To Motivate Your Employees

Motivating employees isn’t as simple as paying them more.  People are complex and lots of different factors contribute to their overall level of job satisfaction, and what motivates people to do their best work.  Happiness, career aspirations, challenges, money, stress, are all factors that contributing factors in employee motivation.

There is an optimal level of arousal that is key to motivating people.  This can be brought about in many ways:  employee recognition, dialogue with employees, employee coaching, and healthy relationships with bosses and co-workers.

There is a material impact to having disengaged employees. Human resources professionals must manage their organizations with finesse, constantly looking for that optimal level workplace satisfaction which keeps employees motivated and engaged.

BONUS: Here are Integrity HR’s Top 5 Tips On How To Motivate Your Employees:

1. Provide constant and efficient feedback
2. Communicate clearly, and be sure to gain agreement
3. Ask for and accept input from your employees
4. Avoid favoritism
5. Promote accountability and trust your employees

Following these five steps will be a huge step forward in turning a negative environment into a positive one.

To read more about how to motivate employees, check out our previous blogs:

• Top 5 Ways to Increase Motivation By Eliminating Demotivation
• To Increase Motivation Eliminate These Demotivating Behaviors
• Top 3 Ways to Motivate Salaried Employees & the One Thing to Never Do

The post How to Motivate Your Employees [infographic] appeared first on Integrity HR, Inc..

According to National Labor and Relations Board (NLRB), discussing wages and working conditions is just as legal on social media sites as it is in the company break room. Such discussions fall under “concerted activity” and is firmly protected by the NLRB. The guiding law here is Section 7 of the National Labor Relations Act, which gives workers the rights to organize, unionize and bargain collectively.

Avoid Social Media Policies That:

• Restrict discussion of wages or discipline
• Prohibit use of Company name
• Prohibit posting of work related photos
• Require management “approval” of postings
• Prohibit contact with the media (if you have a company policy that states employees cannot talk to the media on behalf of the company. In other words, employees cannot use Social Media to violate other company policies.)
• Use vague terms that are not clearly defined and are open to interpretation like “unprofessional,” “inappropriate,” or “harassing behavior”

Top Points To Include In Your Social Media Policy

Here are some basics to keep in mind when drafting or updating your company’s social media policy.

• Instruct employees to protect confidential and proprietary information
• Remind employees of Copyrights and Fair Use Laws
• The policy should be very specific to make it crystal clear to employees what is allowed and what will result in disciplinary action or termination.
• Overly broad language and blanket statements have been rejected by the NLRB.
• Language that suggests that employees are not allowed to discuss company matters have been deemed illegal as well.
• Companies should also be sure to caution managers about the potential consequences of becoming friends with employees on social media sites.

The safest way to ensure your company’s social media policy is compliant is to consult an expert or legal advice.

The post How To Craft A Compliant Social Media Policy appeared first on Integrity HR, Inc..

Paula Agee’s daughter Bella is the biggest Duck Dynasty fan in her household!

HR Lessons From Duck Dynasty:
The Importance Of Understanding Company Culture

Yes, it’s true and I am not ashamed. We are Duck Dynasty fans at our house. They are a successful family owned business with good business ethics, strong family ties, and longstanding beliefs that support their “dynasty” (not at all unlike the majority of our clients.) Except for the part with the camouflage and beards – we don’t see a lot of that.

In fact, my eight-year-old daughter – our family’s biggest Robertson Family fan – very much enjoyed pointing out to me that the fact that even though I carry around my sweet tea in “fancy Tervis cup in a big old Vera Bradley bag” it really didn’t make me all that different from family eccentric Si Robertson, who is rarely seen without his sweet tea in a 1960s era green Tupperware tumbler. House wine of the South, I suppose.

At any rate, on an episode, the Duck Commander CEO Willie Robertson brought his staff in for an HR meeting on a Saturday morning with an HR consultant. Even without the fact that good old Uncle Si ended up handcuffing himself to Willie (that story will be saved for another blog dedicated to workplace safety – someday), the meeting would not have gone well.

Why?

First off, HR came in being, well, all “Human Resourcey.” Power pantsuit, matching pumps, agenda written in stone. To her credit, she was there to do “Respectful Workplace” training, and she had a tough crowd. I’m not sure they let her get past the first slide of her presentation. At one point she was begging them to please just let her finish.

The problem wasn’t her presentation, her materials, or her professionalism. In fact, to be fair to her, given the rogue nature of the show, she was destined to fail before she started.

Paula Agee’s daughter Bella agrees that there are many HR lessons to take away from Duck Dynasty!

The HR Lesson:

However, the HR lesson to be learned is that HR has to meet our employees where they are. It is critical to understand the culture of an organization before any attempts can be made to be a part of it, let alone influence it or change it. We can’t expect to take the same approach with every company and be successful.

Small businesses, and especially family businesses, are successful just as much because of the people in them as for the product or service they provide, if not more. To be successful, Human Resources has to develop practices and procedures that incorporate the culture that is the core of the business. This must go into training philosophies, onboarding programs, and discipline strategies as well. This means being flexible, understanding the business, and being able to balance the operational needs of the business with the relational needs of the employees.

What would it take to provide HR to the motley crew of bearded, camouflaged  “I’d rather be hunting” crew at Duck Commander?

Nothing more than it would take to provide HR to every other organization we serve. Understanding their needs, meeting their expectations, proactively anticipating what needs to be done, maintaining compliance, staying flexible, meeting them where they are, providing excellent service standards – and a great sense of humor!

Integrity HR’s Paula Agee and her daughter Bella relaxing after enjoying another episode of Duck Dynasty.

The post HR Lessons From Duck Dynasty: The Importance Of Understanding Company Culture appeared first on Integrity HR, Inc..

Part of the Integrity HR team was at the GLI High Impact Showcase to celebrate.

LOUISVILLE, KY (April 18, 2013) – Integrity HR, an HR Outsourcing and Consulting firm, was recently named to the High Impact Portfolio as one of the top fast-growth companies headquartered in the Metro Louisville region.

EnterpriseCorp, the division of Greater Louisville Inc. – the Metro Chamber of Commerce that specializes in developing the region’s fast-growth entrepreneurial sector hosted a special reception to name 11 fast growth companies to its High Impact Portfolio and present each with the prestigious High Impact Award.

GLI President & CEO Craig Richard and EnterpriseCorp Executive Director Bobby Ferreri were on hand to showcase the companies that represent the significant contributions, innovations and energy of the fastest growing companies headquartered in the region.

“Fast growth companies are a significant driver of our community’s economic growth and that means jobs,” said Richard.   “The majority of our jobs are created by young companies and our efforts to strategically develop these companies better positions Greater Louisville for sustained growth and gives us the opportunity to help grow our next large headquarters company.”

Amy Letke founded Integrity HR, Inc in 2007 with the mission to provide best practice “outsourced HR department services” for small to mid size companies and help businesses perform better with these and other HR consulting services. Integrity HR’s services are customized for each client in order to improve workplace productivity, ensure HR Compliance, keep HR costs low, provide efficiency, improve work culture and employee morale. Integrity HR has seen double digit growth every year since its foundation and was awarded GLI’s Inc.Credible Very Small Business of the Year Award in September 2012.

“We are very honored to be named a member of the High Impact Portfolio,” said Amy Letke, Founder & CEO of Integrity HR. “I am so grateful to be an entrepreneur and to be working in a city where entrepreneurs and small businesses are recognized and rewarded. I’m especially proud of my team who has contributed to this growth and will help us continue to expand our business in this community.”

The High Impact Portfolio strives to nurture the prosperity of Greater Louisville’s growth businesses. Initiated in 2004, the program identifies companies meeting specific criteria, which are then named to the High Impact Portfolio.

Collectively, High Impact Portfolio companies represent $2.7 billion in annual revenues; have a 36 percent average growth rate; have created nearly 3,500 new jobs in our region; and have invested $464 million over the last four years.

About Integrity HR

Integrity HR, Inc. is a certified Female Business Enterprise that provides best practice human resource consulting services. Integrity HR services are designed to improve productivity, reduce HR costs, provide efficiency, and improve communications and employee morale within both the public and private sector employer.

Integrity HR’s team of certified HR Consultants provides a wide variety of Human Resources services including HR Outsourcing, compensation program design and development, HR Audits and Operational Reviews, management/leadership training, HRIS solutions, performance management, staffing and recruiting services and policy and procedure development. Integrity HR’s HR Consulting services can be provided at your location, at its offices, or over the phone. For more information, visit www.integrityhr.com or call 502.753.0970.

About the High Impact Portfolio

The High Impact Portfolio is a public/private partnership, administered by Greater Louisville Inc. through its EnterpriseCorp that identifies and serves the needs of fast growth companies, companies with the potential for fast growth and those companies that enable growth in others.  Program services include peer learning, talent recruitment, growth capital access and expansion planning.  The Portfolio includes companies of these types headquartered in Louisville that have a disproportionately higher impact on the metro area economy through job and wealth creation.  For more information, visit www.HighImpactLouisville.com.

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Last week’s blog was all about how to find the unicorns in a sea of catfish (aka how to find the dream candidate who is honest and perfectly exemplifies integrity).

If you’re scratching your head at the terms “unicorn” and “catfish,” read the first part of our blog series here.

Today, we’re going to focus on the end of that blog title:

Finding Employees Who Fit Their Jobs.

So you found your perfect candidate, but that is just half the battle! Next, you have to match this perfect candidate to your job opening.

When we’re hiring, we have specific needs. You may have found a perfect candidate who is honest, but if he or she doesn’t fit the job – it’s not going to work out and you will have wasted time and resources.

To find out if any candidate will fit a job, you need to ask three basic questions:

• Does the person have the reasoning skills appropriate for the job?
• What behavioral style will the person bring to the job?
• Will the person be motivated to do the job?

When you match the right person to the right job, you have created a formula for success! So how exactly do you do this? Well, you need to give your candidates an assessment for Job Fit (if they pass the Honesty-Integrity assessment).

Here’s how the Job Fit Assessment works:

• First, you identify stable, valid characteristics that affect success in each job. (Example: Can the person do the job? How will the person do the job? Will the person do the job?)
• Then, you measure the job at hand. Determine the verbal skills, the decisiveness, the energy level and many other characteristics that the person needs to be successful in this job.
• Once you have determined what the successful candidate should look like, you need to measure the individual candidate by giving them the Job Fit assessment. And the rest is magic.

The Job Fit assessment will give you a percentage to show you the degree of match for that candidate. But what exactly do these numbers mean?

Here’s a little break down:

• At 85% or better – Give them their tools and get out of their way!
• At 75% to 84% – Success will require more work on the part of the employee and the manager.
• Below 75%- The hill just gets steeper.
• At 50% match – Nobody works that hard! Ain’t nobody got time for that!

Just remember: Measuring for job fit does not measure the skills necessary for the job (that is something you would need to talk about in an interview), but it will help you figure out whether your candidate has the ability to succeed in that job.

Let’s take a second to review. With our hiring process utilizing assessments, you will:

• Have an expanded selection pool
• Separate the catfish from the unicorns early in the process
• Interview your top candidates without wasting time on the others
• Match your “perfect” candidate to your “perfect” job
• Select your candidate using all of the above information

In the end, these two assessments will help you avoid wasting valuable time and effort training employees who are destined to be low performers. You will have made your decision and hired the person who is most likely to succeed in your job because they fit the job.

Would you like to know your cost of hiring turnover? Download our Cost of Hiring Worksheet and Turnover Calculator by clicking here or filling out the form below.

To learn more about hiring assessment, click here.

The post Hiring For Job Fit – How to Turn Perfect Candidates Into Successful Employees appeared first on Integrity HR, Inc..

Let’s take a second and visualize your perfect employee. Are these some qualities that came to mind?

• Show up when they’re supposed to
• Work hard when they’re there
• Don’t engage in risky behaviors
• Get along with co-workers
• Stay with you longer

Now, wouldn’t that just be the perfect employee? This may sound impossible, but it’s not!

It all comes down to sorting out the catfish and finding employees that fit the job. But more on that later. Let’s continue with the perfect employee dream. These employees are:

• Much more likely to be top performers
• Enjoy their job more than those who don’t
• Stay engaged – go the extra mile
• Become innovators and leaders

So why is this dream employee just a dream? Unfortunately, negligent hiring processes produce a high employee turnover rate that makes these dream employees look less and less attainable and more and more like unicorns (really appealing, but impossible to catch).

Let’s look at some average numbers:

• Let’s say an estimated cost per hire is $5,000
• Then, annualized employee turnover rate is about 25%
• And peak employment is 28 people

So the annual employee turnover rate for the average company could cost the bottom line $35,000 if not more! But that’s just the tip of the iceberg. (For more on calculating the cost of your company’s hiring and turnover, scroll to the bottom of the article.)

If we take a look at the rest of the iceberg – it’s all about performance and risk to the company. Low performers, by definition, do less. On the other hand, top performers in any job do the following:

• Produce 3 to 6 times as much as those who are just barely holding on to the job
• Do it with less absenteeism, injuries, management effort, and risk to the company.

How do we hire these dream employees? How do we make these “unicorn” employees more than just a figment of an employer’s imagination?

Let’s take a look at your current hiring process and assume you get most of your information from applications and resumes. If you fall in that category, we have some bad news for you.

A majority of applicants stretch the truth on applications! Those darn catfish!

Catfish? Yup, we said it. Nowadays, “catfish” has become a term for somebody who pretends to be somebody else usually online and usually in a romantic relationship. (Google Manti Te’o or the MTV series “Catfish”—you won’t regret it.) After the Manti Te’o scandal, the word “catfished” became synonymous with getting fooled, hoaxed or pranked. And that’s exactly what candidates are doing to employers.

These numbers might shock you:

• More than half of candidates, 55% lied about length of past employment.
• Past salaries, 52%
• Criminal records, 45%
• Former job titles, 44%
• Former employers, 34%
• Driving records, 33%
• Degrees, 28%
• Credit, 24%
• Schools attended, 22%.
• Some 15% percent falsify their social security numbers!

Wow. Okay, but you still have the interview, right? Unfortunately, the Society of Human Resource Management (SHRM) reports that 63% of all hiring decisions are made in less than five minutes of the interview process.

How good can your information be? Especially when an interviewer has less than a 15% chance of discovering a lie on a resume or application (according to HR Magazine).

Now, let’s break down the perfect hiring process to find those great employees we talked about in the beginning.

First, you need to expand your selection pool. But you don’t have time to interview hundreds of people! And we aren’t expecting you to. You need a way to screen this large selection pool before they even step foot in your conference room.

Avoid the “catfish” by screening for:

• Integrity
• Reliability
• Work Ethic
• Substance Abuse
• Faking

You can do this by administering an Honesty-Integrity Assessment that allows you to compare your candidate with the whole American working population on those critical issues.

Let’s say for instance your candidate gets a score of 3 or less in the Integrity category. This means they fall in the least desirable 16% of the American working population. Do you really want to hire this person? By eliminating, anyone who scores less that 4 on the scales, you won’t interview the bottom 1/3 of your candidates! What a relief!

The results also give you sample interview questions that allow you investigate pairs of answers that just don’t add up. For instance, if Sally puts that she got fired from her last job, but then later answers that she has never been fired, this may be a red flag for you to bring up in your interview.

The results will also help you ask critical questions, for example:

Sally states that the things she has taken (stolen) from an employer were not enough to hurt their business. You would be provided with this sample interview question:

How would you define “important” materials and property as it pertains to your statement that the things you have taken from employers were not particularly significant? What sort of things were these?

If you start using Honesty-Integrity Assessments you have won about half of the hiring battle.

• Your employee turnover rate will go down.
• You won’t waste training on people who won’t be around, anyway.
• Your attendance problems will go down. Your worries about employee behavior will diminish.
• You will put more money on the bottom line!

So what’s the other half of the battle? Finding people who fit the jobs of course! Come back next week to find out how you can match the perfect people to your jobs.

Until then, would you like to know your cost of hiring turnover? Download our Cost of Hiring Worksheet and Turnover Calculator by clicking here or filling out the form below.

To learn more about hiring assessments, click here.

The post How To Lower Your Employee Turnover Rate By Hiring Honest Employees Who Fit Their Jobs appeared first on Integrity HR, Inc..

In the free seminar “Health Care Reform: Now What?” Integrity HR along with Brown and Brown insurance we’ll talk about how this decision is affecting your business today and what it will mean for the future of your company.

At this seminar, we will summarize the key Health Care Reform changes affecting employers now and in the near future, and discuss how employers may want to approach health benefit planning when the employer “pay or play” penalty takes effect in 2014.

We’ll cover PPACA compliance rules as well as developments since the law’s initial passage and let you know about any looming deadlines. We’ll discuss some current ideas and strategies for reducing costs while maintaining access and quality.

Seminar Objectives include:

• Reviewing the updated provisions of the Affordable Care Act that will affect employers.
• Discussing the provisions that require immediate attention and how to handle them.
• Learning which provisions will affect you in the years to come and what you should do about them.

Presenters include Integrity HR’s HR Services and Outsourcing Manager Paula Agee and Brown and Brown Insurance’s Employee Benefits Advisers Angie Weilage. HR professionals will receive two hours HRCI credit for attending this seminar.

Health Care Reform: Now What? Seminar details:

When: April 9, 2013

Where: The Community Room at Republic Bank 9600 Brownsboro Road. Louisville, KY 40241

What time: Check-in begins at 8:30 a.m. Seminar 9 a.m. – 11 a.m.

How much: Free! But Registration required

Register for our free seminar today by going here.

Integrity HR, Inc. is a certified Female Business Enterprise that provides best practice human resource consulting services. Integrity HR services are designed to improve productivity, reduce HR costs, provide efficiency, and improve communications and employee morale within both the public and private sector employer.

Integrity HR’s team of certified HR Consultants provides a wide variety of Human Resources services including HR Outsourcing, compensation program design and development, HR Audits and Operational Reviews, management/leadership training, HRIS solutions, performance management, staffing and recruiting services and policy and procedure development. Integrity HR’s HR Consulting services can be provided at your location, at its offices, or over the phone. For more information, visit www.integrityhr.com or call 502.753.0970.

Media Contact:

Elizabeth Hagedorn
Marketing & Communications Specialist
Integrity HR, Inc.
502.400.5784
Elizabeth@integrityhr.com

The post Don’t Miss This Upcoming Free Seminar From Integrity HR—Health Care Reform: Now What? appeared first on Integrity HR, Inc..

Well look no further!

Integrity HR is offering a SPHR Online Coaching “Cram Session” for those SPHR candidates looking to set themselves apart from the rest.

The Cram Session will take place over two days, for 90 minutes each time. These sessions will be instructed by two SPHR facilitators who know their stuff!

Amy Letke has not only co-authored HR Certification Exam study materials, but she has also coached countless HR exam preparation classes to help the students achieve their SPHR certification. Jillian Deck has over 17 years Human Resources experience, including instructing students in a live classroom and online classroom setting.

These two facilitators will cover:

• The most difficult concepts on the SPHR exam.
• Sample Questions and Review.
• Tips for Better Success.
• Review of Keys to Heighten Your Success on Test Day!

This cram session will take place on April 17 and April 24 from 9:30 a.m. – 11 a.m. EST and will only cost you $299.

If you sign up before April 1, you can receive these bonuses:

• Free copies of presentation. That’s right! We’ll send you copies of our presentation so you can review the content as many times as you want before your exam.
• One free online SPHR practice exam! You read that right. We’ll give you access to an online SPHR practice exam so that you can make sure you are prepared for test day!

You do not need to buy any materials for this class. Get one step closer to your SPHR certification by registering for this SPHR Online Coaching Cram Session here.

The post Integrity HR Announces SPHR online Coaching Cram Session appeared first on Integrity HR, Inc..

Each year thousands of potential Certified HR Professionals sit for their PHR, SPHR and GPHR certification exams. Unfortunately, according to the Human Resources Certification Institute, about 50% fail to pass the exams every year.

Don’t let this happen to you!

The secret to passing your upcoming exam is taking an exam preparation course! Whether you’re looking for in person or online courses to help you pass your upcoming HR certification exam, Integrity HR has the class for you! Integrity HR, Inc. is hosting PHR and SPHR certification preparation courses from March until May.

If you’re from the Louisville area, don’t miss out on Integrity HR’s Start Smart PHR/SPHR Certification Preparation Course. This comprehensive, condensed and intensive course meets March 29, April 12 and April 26 from 9 a.m. to 3 p.m.

The Start Smart Course covers, in detail, each of the six functional areas of the HRCI Body of Knowledge. At the end of the course, you will be able to identify your strongest HR functional areas and know where you need to concentrate your efforts.

The sessions will be held at the Integrity HR office on 2013 Frankfort Ave, Louisville, KY 40206. The course costs $699 a person.

Unable to come to Louisville for a class, but still need to pass your HR certification exam? Integrity HR is hosting a six-week PHR/SPHR Certification Program online series on Wednesdays from March 20 – April 24 from noon to 1 p.m. EST.

The PHR/SPHR Online Course is intended to give participants the classroom experience without having to travel to the classroom. Think of this as a full-fledged prep course for the PHR or SPHR exam that participants can take home and go through at their own paces.

This online class is packed full of the exact kind of content test takers will need to pass the exam the first time around. Full PHR/SPHR study material will be provided to each student as well as recording for review of the webinar materials or just in case a live session is missed.

The six session webinar series costs $799 per person plus shipping.

Looking for a Last Minute Boost of Confidence? Sign up for our Sample Exam Review Course on May 8, 9 and 10 from 11:30 a.m. to 1 p.m. EST.

This course is designed as a comprehensive exam style session, providing a difficult 225 question, four-hour exam (required), taken on your own before the webinar starts. During the webinar sessions, we will carefully review the questions and answers. Not just the correct answer, but why it’s the right answer and the additional facts and strategic thinking that makes it the right answer!

This three-session webinar review is only $399 per person.

If you are looking for a class specific to the SPHR exam, look no further. Integrity HR is offering a SPHR Online Coaching “Cram Session” for those SPHR candidates looking to set themselves apart from the rest. The cram session will take place on April 17 and April 24 from 9:30 a.m. to 11 a.m. EST.

The sessions will be instructed by two SPHR facilitators who know their stuff! These two facilitators will cover: the most difficult concepts on the SPHR exam, sample questions and review, tips for better success, and a review of keys to heighten your success on test day!

This two-day cram session is only $299 per person.

Register for our courses by visiting our website here.

The post Get HR Certified With These Upcoming PHR and SPHR Classes from Integrity HR appeared first on Integrity HR, Inc..