Human Resources & Certification Near Me

Regulations do not specify how often refresher training should take place, but we recommend being trained at least every three years. Here’s why:

Regulations are very specific for some topics. However, on everything else they are not so clear. They just state the employer must regularly provide awareness training for their employees. Following industry best practices, we’ve adopted this 3-year term in order to help employers comply with the general standard of regularly providing and proving training.

Ultimately, it is up to the employer to determine how frequently their employees and supervisors need to be trained. Many of our customers require it more often, annually even. Others may stretch it out a bit. However, it is always best to adopt the strictest standard when regulations are not clear.

So, with that in mind, we say employees and supervisors must be re-evaluated as often as federal and state regulations dictate, or at least every three years if they don’t specify.

Yes, you need to take applicable human resources training courses. No matter how long you’ve been on the job, you must still adhere to federal and state regulations. There is no way around it. The extent of the classroom training can be adapted by the instructor according to student needs. The written exam proves mental competency and understand of the principles taught. And the practical evaluation proves the employee or supervisor not only understands but is capable of working appropriately. Many of our customers believe the practical evaluation has the greatest overall value.

Technically, it is your current employer who is responsible for saying whether or not you have been trained specifically for the type of job. If you bring a training certificate to your new employer, they do not have to accept it. It is their right to require you to take their own training class. This is because if there is an incident, they will likely be responsible and need to prove to the authorities that they trained you on applicable human resources topics.

This, above all, causes a lot of confusion. Bottom line, regulations state that employers are responsible to train their employees. Generally speaking, there are three ways they can do this:

In terms of using a 3^rd party’s safety training materials (like our human resources training kits on CD or our human resources online training classes) regulations do not recognize one company over another. They simply state that training needs to occur and outline the things an employee or supervisor should be trained on.

When we do live training or offer human resources trainings online, people often assume we are the ones certifying the trainees. This is not true for any training company. We are simply assisting the employer by providing live human resources training or the training materials needed to help them certify their employees.

The online human resources course cover any requirements for the classroom portion. Many employers prefer online training because they know exactly what human resources training the employee or supervisor will receive. In live classes, the training sometimes varies. A written exam is included at the end of our online training courses. After the class and exam are finished, you and your safety managers will have immediate access to a practical evaluation checklist. This can be printed off and used by your supervisor to help him or her evaluate you. When the practical evaluation is done, they can sign it and file it with your exam. This will satisfy the requirements for certification.

Contrary to popular belief, regulations do not dictate what a passing score entails. That is ultimately up to the employer, who is also responsible for certifying (or authorizing) their employee to work responsibly. If an employer chooses to pass their employee at 80% on a human resources exam, that’s fine. But what if a question or two among the 20% missed could lead to an incident or lawsuit? Is it worth it? Our recommendation is that you always go over any missed questions with your trainees—even if they just missed one. Once they understand the principle missed, have them write their initials by the correct answer. That way, you are protecting them and those around them from potential incidents in the future.