Programs Offered

Benefits or employee benefits, in the broadest definition includes all benefits and services, other than wages for time worked, that are provided to employees in whole or in part by their employers. This program will keep you up-to-date on healthcare legislation & compliance (including COBRA, ERISA, HIPAA), FMLA, Medical Benefits, Outsourcing Benefits, Retirement Benefits, Voluntary Benefits and Work-Life Programs (including EAPs).  The IHR is the only institute that focuses on niche areas within Human Resources.  A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field. 
For more information, contact Diana Vallee

The Canadian Masters in HR Strategy and Execution is breaking new ground in Canada's HR industry. It is an online program offering courses dedicated to best practices and a wide spectrum of considerations for HR functionalities and Canadian regulations.  The IHR is the only institute that focuses on niche areas within Human Resources.  A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field. 
For more information contact Arlene Insch.

Sales and incentive, executive, equity and global compensation are all addressed in this Institute.  Gain a competitive edge with salary survey deployment. Learn about available technology and how to maximize the effectiveness of a spreadsheet.  What are the legal implications of Dodd Frank and FLSA?  What about Say on Pay?  
For more information, contact Carol Fazari.

Contract/Contingent Workforce – Is a provisional group of workers who work for an organization on a non permanent basis, also known as freelancers, independent professionals, temporary contract workers, independent contractors or consultants. 
Talent Exchange/Human Cloud – Is flexible in model (direct employee or contract, task based, project based or position based) location (work where appropriate, needed) and time (global environment, work when it makes “sense”). 
For more information contact Margie Koudmani.

Developing Organizational Leadership refers to any activity that enhances the quality of leadership within an individual or organization. There is a differentiation between leader development and leadership development.  Leader development focuses on the development of the leader such as personal attributes desired in a leader, desired ways to behave, ways of thinking or feeling.  In contrast, leadership development focuses on the development of leadership as a process.  The IHR is the only institute with certification that focuses on the area of Developing Organizational Capabilities.  A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.   For more information contact Lynnette Rumble

What is employee wellness?  It encompasses injury prevention, battling obesity, disease prevention, how technology is affecting wellness (with online challenges and monitoring), using social media, employee engagement (do you need to use incentive/reward programs), biometric data, outsourcing vs. internal programs, ROI and more.   The IHR is the only institute that focuses on niche areas within Human Resources.  A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field. 
For more information, contact Tara Butt.

A Human Resource Management System (HRMS) or Human Resource Information System (HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology.  It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field.
For more information, contact Leanne Schmidt.

Integrated Talent Management is all the buzz in the industry as vendors build out their product platforms and move away from offering Best of Breed Solutions to integrated solutions that manage the whole life cycle of your employee base.  Most firms have an existing infrastructure that needs support, with many best of breed providers within their technology stack, that are not integrated.

The IHR Talent Management certification program will help individuals who deal with the different areas on Talent Management get a better understanding of the big picture of moving their organization to an Talent road map that can seamlessly drive user adoption, key performance metrics and most importantly align the right people with the right jobs throughout their career. 
For more information contact Jennifer Marants

Online Staffing and Sourcing is: the ability of a corporation, organization or legal entity to clearly define and identify, source, screen and select viable candidates for open positions using software and internet technologies. 
For more information, contact Kelly D. or Kendra Palazzi.

Payroll Systems incorporate human resource management (HRM) with payroll, tax information, child support, compliance, time and attendance and payroll technology.  Stay up to date with the latest Payroll practices, technologies and legislation.   The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.   For more information, contact  Robin Nadorozny.

Performance Management includes activities that ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.  A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.   For more information, contact Helen Spittle.

It is imperative to hire the best potential candidates to ensure the long term success of an organization. The Quality of Hire track is an ever-changing and evolving sector of HR, and through this certification and accreditation program, we will provide insight into the metrics, tools, and processes needed to build a highly skilled and trained pool of professionals.  For more information contact Rhonda Taylor.

Recruitment Process Outsourcing (RPO) is an outsourcing arrangement whereby an external provider takes over part or all of the recruitment functionalities of an organization.  The RPO provider assumes responsibility over the hiring process, from job profiling through onboarding, as well as the resources, methodologies and reporting used.  With effective implementation RPO can reduce a company’s time to hire and associated costs, increase the quality of candidate pool and ensure regulatory compliance.   For more information contact Michelle Davis

Recognition = "Recognition is an after-the-fact display of appreciation or acknowledgement of an individual's or team's desired behavior, effort, or business result that supports the organization's goals and values."
Reward = "An item or experience given to an individual or team as a gift for meeting a pre-determined goal. (Sometimes cash-based)".  
For more information contact Michelle Davis.

Social Media is the set of Web 2.0 tools that enable people to connect on a massive scale by reading, authoring and reacting to content developed by others.  Powerful enough to fuel revolutions, the tools of social media can connect and enable employees to new levels of communication that enable productivity and alignment with business results.   For more information, contact Colleen Peck.

The Technology Enabled Learning Institute promotes effective, learner-centered technologies and content that are designed to facilitate the formal and informal transfer of knowledge, information and skills in today's workplace.  A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field. 
For more information, contact Diane Rundle.

Workforce Management “Workforce Management (WFM) encompasses all the activities, processes, and tools needed to manage a workforce.  A comprehensive WFM system includes planning, forecasting, scheduling, and tracking workers to optimize the balance of customer, employee, labour laws and organizational needs.”
For more information contact Julia Lewis.

Workforce Planning is the business process for ensuring that an organization has suitable access to talent to ensure future business success.  Access to talent includes considering all potential access sources (employment, contracting out, partnerships, changing business activities to modify the types of talent required, etc.).  By talent is meant the skills, knowledge, predisposition and ability to undertake required activities including decisions making.  Strategic Planning considers the business risks concerning insufficient, disrupted, mis-deployed talent on the organization’s business priorities.  Workforce Planning is considered an iterative discipline. The cycle of Workforce Planning includes filling resource requests, analyzing resource utilization, forecasting capacity, managing and identifying the resources (human) to fill that capacity, and then re-starting the cycle. For more information, contact Lynn Phillips.