PHR/SPHR Prep Blog

Deductive and Inductive

jthorp@trainmetoday.com (Jacquelyn Thorp SPHR-CA) — Thu, 10 Nov 2011 18:34:21 GMT

Deductive Reasoning - A process of reasoning in which a conclusion follows from all the premises (a lot of information) presented.

Example 1: You have a new customer - until you get a broad base of information from them you ask a series of questions to get a sense of who the customer is. Once you get the information you are able to deduce which of your products is best for your customer.

Example 2: You have a new machine - you have learners with different learning styles - until you get a broad base of information from them you ask a series of question to find the best way to deliver it. Once you get the information you are able to deduce how to deliver the training to them.

Example 3: Management training - Broad concepts of management are taught such as Communication, Interviewing, Conflict Mangement and Workstyles. When a specific situation occurs that learner will go back to the broad base of information and deduce which of the tools they will apply.

Inductive Reasoning - A process of reasoning in which a conclusion comes from taking a small amount of information and building on that information that brings about a conclusion.

Example 1: Learning new software - Specific details or instructions are provided in little bits and bites until you have gained a large base of knowledge. For example, implementing a new ADP payroll system, the ADP reps first give you a big picture sales pitch, but on implementation takes you through a specific (bit by bit) process until are able to go live.

Any input on this would be greatly appreciated.

About Affirmative Action Plans (AAP)

jthorp@trainmetoday.com (Jacquelyn Thorp SPHR-CA) — Fri, 09 Sep 2011 03:09:47 GMT

Affirmative action refers to policies that take factors including "race, color, religion, gender, sexual orientation or national origin" into consideration in order to benefit an underrepresented group, usually as a means to counter the effects of a history of discrimination. The focus of such policies ranges from employment and education to public contracting and health programs.

The term "affirmative action" was first used in the United States. It first appeared in Executive Order 10925, which was signed by President John F. Kennedy on March 6, 1961, and it was used to refer to measures to achieve non-discrimination. In 1965, President Lyndon B. Johnson issued Executive Order 11246 which required federal contractors to take "affirmative action" to hire without regard to race, religion and national origin. In 1968, gender was added to the anti-discrimination list.^[2] Matching procedures in other countries are also known as reservation in India, positive discrimination in the United Kingdom, and employment equity in Canada.

Affirmative action is intended as an attempt to promote equal opportunity. It is often instituted in government and educational settings to ensure that minority groups within a society are included in all programs. The justification for affirmative action is that it helps to compensate for past discrimination, persecution or exploitation by the ruling class of a culture,^[3] and to address existing discrimination.^[4] The implementation of affirmative action, especially in the United States, is considered by its proponents to be justified by disparate impact.

An affirmative action plan is a set of goal-oriented management policies and procedures to eliminate barriers to employment opportunities for minorities, women and qualified disabled persons that are not based on specific job requirements.

The plan includes a contractor's self-examination of its workforce and employment practices and sets forth action-oriented programs to identify and correct deficiencies in the areas of equal employment opportunity.

Elements of an Affirmative Action Plan (AAP) include:

Placement of Goals
Discrimination Analysis
Action Plans
Ongoing Analysis

Who is required to do an AAP? Entities with 50 or more employees and with $50K worth of government contracts.

For more review the PPT presentation on the Train Me Today website under articles.

How can I prepare for the PHR or SPHR Exam?

jthorp@trainmetoday.com (Jacquelyn Thorp SPHR-CA) — Wed, 15 Jun 2011 18:05:28 GMT

There are many ways to prepare for the Professionals in Human Resources exam or the Senior Professional in Human Resources exam. It really depends on how you like to learn.

If you are the kind of student that likes learning to be at a fast pace with little time spent on things that you perceive as unimportant and mundane, then you probably like to learn by trial and error. Your best bet is to purchase a set of exam preparation study materials, read at your own pace and take the exam. You may or may not pass, but you will learn at your own pace. Or you might like to spend 3 days in an intensive all day Boot Camp.

If you like a fun, fast pace environment and learn best in a group setting then choose the PHR or SPHR Exam Preparation Boot Camp. This is a 3 day intensive learning session.

If you prefer the learning process to be presented in a step by step manner, do not want to be pressured into learning to quickly and have the opportunity to ask questions, then the 12 week PHR and SPHR Exam Prep class is best for you.

If you want to know as much as possible about the subject and are objective in your approach to learning you will be best served to purchase your study materials now and then join the 12 week PHR and SPHR Exam Prep class in your area. Just let us know that you already have the HRCP materials to receive a discount on the class. The HRCP materials must be current.

How to Calculate Piecework Rates

jthorp@trainmetoday.com (Jacquelyn Thorp SPHR-CA) — Sat, 16 Apr 2011 18:30:00 GMT

Standard Piecework Plan Calculations (NON-CALIFORNIA INSTRUCTIONS)

The regular rate of pay for an employee paid on a piecework basis is obtained by dividing the total weekly earnings by the total number of hours worked in that week. The employee is entitled to an additional one-half times this regular rate for each hour over 40. Piece rate calculations may not be made at less than minimum wage.

Example: We know the employee is paid $1.50 per piece and they make 210 pieces in 45 hours (weekly payroll) and earns $315. The regular rate of pay for that week is $315 divided by 45, or $7.00 an hour. In addition to the straight-time pay, the employee should also receive $3.50 (half the regular rate) for each hour over 40 -- an additional $17.50 for the 5 overtime hours -- for a total of $332.50.

Standard Piecework Plan Calculation (CALIFORNIA INSTRUCTIONS)

The regular rate of pay for an employee paid on a piecework basis is obtained by dividing the total daily earnings by the total number of hours worked in that day. The employee is entitled to an additional one-half times this regular rate for each hour over 8 in one day. Piece rate calculations may not be made at less than minimum wage.

Example: We know the employee is paid $1.50 per piece and they make 210 pieces in 45 hours (weekly payroll) and earns $315. The regular rate of pay for that week is $315 divided by 45, or $7.00 an hour. In addition to the straight-time pay, the employee should also receive $3.50 (half the regular rate) for each hour over 8 in one day -- an additional $17.50 for the 5 overtime hours -- for a total of $332.50.

*Straight Piecework Plan Rate Per Piece	Pieces Made	Rate Per Piece times Pieces Made	Hours worked in the pay period	OT hours worked in the pay period	Total Rate Per Piece times Pieces Made divided by hours worked equals Hourly Rate	Hourly Rate divided by 2 for purposes of calculating OT premium	OT hours worked times OT Premium (half of hourly rate)	Total pay for the week
$ 1.50	320	$ 480.00	40	0	$ 12.00	$ 6.00	$ -	$ 480.00
$ 1.50	320	$ 480.00	45	5	$ 10.67	$ 5.33	$ 26.67	$ 506.67
$ 1.50	210	$ 315.00	45	5	$ 7.00	$ 3.50	$ 17.50	$ 332.50

*There are variations of piecework plans that included an added bonus for exceeding a specific standard, however the above plan demonstrates a Standard Piecework Plan.

PHR and SPHR Boot Camp

jthorp@trainmetoday.com (Jacquelyn Thorp SPHR-CA) — Sun, 20 Mar 2011 00:41:00 GMT

Join us for a 3 day intensive exam preparation program in Pasadena, California.

How does Boot Camp work?

Upon registration you are immediately mailed your books. You read. You take your practice tests online. You prepare to present your assigned topic.

On April, 28, 29 and 30 we spend 3 days 8 hours per day preparing for the HRCI exam. Hoo Yah!

For more information, just click here.

PHR AND SPHR Boot Camp

HIPAA and Domestic Partners Tax Difference Between California and Federal

jthorp@trainmetoday.com (Jacquelyn Thorp SPHR-CA) — Mon, 25 Oct 2010 13:13:00 GMT

This is what I found in CA State – Franchise Board Website. See below. What I was able to understand is the following: Please correct me if I am wrong.

· An employer is not required

· But if employer is offering health benefits the carries must offer the same benefits to a domestic partner

· DP has to be of same sex and one of them has to be at least over the age of 62

· Under CA law, the premium is not tax but under Federal law the premiums are not exempt from taxes.

Have a great weekend! Elizabeth

What if I'm a domestic partner?

Domestic Partners

California Family Code section 297 provides that "domestic partners are two adults who have chosen to share one another's lives in an intimate and committed relationship of mutual caring."

A domestic partnership is established in California when both persons file a Declaration of Domestic Partnership with the Secretary of State, and at the time of filing, all of the following requirements are met:

· Both persons have a common residence.

· Neither person is married to someone else or is a member of another domestic partnership with someone else that has not been terminated, dissolved, or adjudged a nullity.

· The two persons are not related by blood in a way that would prevent them from being married to each other in this State.

· Both persons are at least 18 years of age.

· Either of the following:

o Both persons are members of the same sex.

o One or both of the persons is/are over the age of 62 and meet the eligibility criteria under Title II of the Social Security Act as defined in 42 U.S.C. Section 402(a) for old-age insurance benefits or Title XVI of the Social Security Act as defined in 42 U.S.C. Section 1381 for aged individuals.

· Both persons are capable of consenting to the domestic partnership.

The definition of "common residence" means that both domestic partners share the same residence. It is not necessary that the legal right to possess the common residence be in both of their names. Two people have a common residence even if one or both have additional residences. Domestic partners do not cease to have a common residence if one leaves the common residence but intends to return.

How do I become a registered domestic partner (RDP) in California?

Information on how to file a Declaration of Domestic Partnership can be obtained at the Secretary Of State's Website www.sos.ca.gov.

California Taxation of Domestic Partners - General Principles.

In general, California now affords the same rights and responsibilities to RDPs that previously were available only to married individuals. For California tax purposes, the same rules applicable to married individuals (relating to filing status, community property income, etc.) now apply to RDPs. However, because the federal government does not recognize domestic partners as married individuals for federal tax (IRS) purposes, RDPs will continue to file as unmarried individuals on their federal returns.

Submitted by Elizabeth Lopez (PHR SPHR Exam Prep Group Fall 2010)

PHR SPHR Test Taking Tips

jthorp@trainmetoday.com (Jacquelyn Thorp SPHR-CA) — Fri, 24 Sep 2010 14:16:00 GMT

HRCI just posted the May-June 2010 pass rates. Surprisingly, they hit an all time LOW! The pass rate for the PHR was 56 percent. That’s down three percent from the previous test window. The pass rate for the SPHR was 50 percent. That’s down four percent from the previous test window.

Why the drop in pass rates? Who knows, but here are some possible reasons.

1) Maybe the exams are getting harder.

2) Maybe test takers were not as well prepared for the exam as previous test takers.

3) Maybe test takers had less experience.

Ironically, the California Baptist University class members from Riverside, California that took the PHR exam in June all passed. Only 2 took the SPHR and one passed and one did not.

What can you do to increase your chances of passing?

1) Create a study schedule and stick to it. Find sample study schedules at: http://www.hrcp.com/index.php?pg=schedule

2) Evaluate your progress through assessments. Find practice exams at: http://www.hrcp.com/?pg=test

3) Focus on application of the concepts you are studying!

4) Be diligent in your studies.

5) Improve your test-taking skills.

6) Get a good nights sleep the night before your exam.

7) Thoroughly read your HRCP materials.

8) Attend every class.

9) Don't think you can buy this certification...you have to know the information.

10) Remember this is a national exam and California law does not apply. Remove your California hat and think national.

11) Take the PHR first. Don't let your ego get in the way of certification.

HRCP partners with Train Me Today and many organizations who offer HR certification preparation courses. These organizations boast of high pass rates. Most have pass rates in the 80 percent range and some even have pass rates of 90 percent or above!

This article is revised and adapted by Jacquelyn Thorp from Terri Zaugg's article.
By Terri Zaugg, Business Manager at Human Resource Certification Preparation, L.C.

Calculating the Four Fifths Rule

jthorp@trainmetoday.com (Jacquelyn Thorp SPHR-CA) — Thu, 16 Sep 2010 02:34:00 GMT

Unit 2 Workforce Planning and Employment - spends a good bit of time talking about assessing adverse impact --when a test or other hiring system discriminates against one group more than another.

Adverse impact analysis has always been pretty straight forward to me. I am aware that other methods exist, but I have always used the "Four-Fifths or 80% Rule" to determine the presence of a hiring system's adverse impact against minorities or women.

It is a good idea to view the Uniform Guidelines on Employee Selection Procedures:

"A selection rate for any race, sex, or ethnic group which is less than four-fifths (4/5) (or eighty percent) of the rate for the group with the highest rate will generally be regarded by the Federal enforcement agencies as evidence of adverse impact, while a greater than four-fifths rate will generally not be regarded by the Federal enforcement agencies as evidence of adverse impact".

In this example 64 males took a test and 16 passed while 17 women took the test and 3 passed. So the passing rates were 20% for males and 15% for females. Is the 5% difference enough to signal adverse impact?

The answer is yes: 15 / 20 = 75% or three quarters. The Four-Fifths rule says that if it's less than 80% (i.e., four-fifths) then you've got evidence of adverse impact.

FAQ's About the PHR & SPHR Exams

jthorp@trainmetoday.com (Jacquelyn Thorp SPHR-CA) — Wed, 01 Sep 2010 13:36:00 GMT

The PHR & SPHR Exams

As you prepare to take your PHR/SPHR exam, it's important to understand how many questions you will have to answer, what the allotted time will be, what format the questions will be in, and what content the exam covers. Here are some facts about the exam that might be helpful.

The PHR & SPHR exams are:

Based on U.S. federal laws, regulations and practices.
Generalist in nature (i.e., they assess all the functional areas of the HR field).

They differ, however, in terms of focus and the cognitive level of questions.

PHR questions tend to be at an operational/technical level.
SPHR questions tend to be more at the strategic and/or policy level.

Exam questions on both exams reflect the most recently published body of knowledge.

PHR/SPHR Exam Format:

225 multiple-choice questions from six functional areas
200 of the questions are scored; 25 are being evaluated
Scaled score of 500/700 required to pass
Four hour time limit

Functional Area	PHR	SPHR
Strategic Management	12%	29%
Workforce Planning & Employment	26%	17%
Human Resource Development	17%	17%
Total Rewards	16%	12%
Employee & Labor Relations	22%	18%
Risk Management	7%	7%

Question Format:

Each item has a stem and four alternatives
Three alternatives are called distractors (plausible, but incorrect)
You are to choose the BEST of the four alternatives

As you study, pay attention to words or phrases like BEST, MOST LIKELY, PRIMARY, and FIRST. These words will help you identify best practices and improve your chances of picking the most correct answers on the exam.

HRCP Presents Preparing for the PHR SPHR Exam

jthorp@trainmetoday.com (Jacquelyn Thorp SPHR-CA) — Sun, 29 Aug 2010 14:27:00 GMT

Study Schedule, Routine, and Environment:
In preparing for the PHR/SPHR exam, you might find yourself studying the way you've always studied. For some, this will be effective, for others, perhaps not. The following study tips may help those who are struggling to get through the materials.

Create a Study Schedule and Develop a Routine.
Creating a study schedule (and sticking to it) is the best way to ensure you cover the entire HR Body of Knowledge prior to your exam date. In creating a study schedule, be realistic about how much time you have to devote to studying each day. A schedule that doesn't fit your individual circumstances can sabotage your study efforts by creating stress, causing fatigue, or overwhelming you to the point you want to give up. An effective study schedule should break down the materials into manageable sections, should fit into the allotted time you have available to study, and should allow some time for review. Sample Study Schedules

A study routine will compliment your study schedule. If you schedule certain times of the day to study, you will get into a routine and accomplish more. If you try to just "fit it in" during your day, chances are that you will never find the time. Schedule your study time on your calendar, as if you have an appointment, because you do...with your books! Having a routine will help you stick to your study schedule.

Prepare Your Study Environment.
If you require certain elements in your environment to help you study, try to always make these a priority. For example, do you need special lighting, silence, music, privacy, available snacks, a notebook, a highlighter, etc.? Figure out what works for you and repeat it each time you sit down to study. When you take practice exams, think about the environment where you will be testing. The testing center is certainly not silent, you can't have food or drink with you, it may be too cold or too hot, and the chairs may not feel like yours at home. Think about these things while you prepare and do what you can to simulate the test environment when you take practice exams.

Study in Short, Frequent Sessions.
It has been proven that short bursts of concentration repeated frequently are much more effective than one long session. So, even if you only have 10 minutes, DO IT. Take a break. Then study another 10 minutes. This "distributed learning" approach is highly efficient because it honors the way the brain likes to work. The brain needs recovery and recharging time for protein synthesis. It's during rest periods when your brain assimilates your effort. To sit and study for hours and hours is not only boring, it creates fatigue, stress, and distraction. You cannot learn if you are fatigued, stressed, or distracted.

Congratulations New PHR and SPHR's!

jthorp@trainmetoday.com (Jacquelyn Thorp SPHR-CA) — Fri, 09 Jul 2010 19:20:00 GMT

From the Folks at HRCP - Congratulations to all those who passed the PHR or SPHR exam!
For those of you who weren't successful this time around, you may be suffering from HRCI post-traumatic stress disorder.

Ive seen it time and time again: the nightmares, the flashbacks, the anxiety, and the absolute insistence that nothing they studied was on the PHR or SPHR exam. Okay, the nightmares and flashbacks might be a bit of an exaggeration, but many people who have recently suffered through taking the HR certification exam truly believe that what they studied had no correspondence with what they found on the actual exam.

I can understand the feeling. When I was in my early twenties, I lived in Honduras, Central America, for a year and a half. In preparation for my time abroad, I studied Spanish intensively for nine weeks, and I felt pretty confident in my ability to carry on basic conversations in the language. When I arrived in Honduras, however, I couldnt understand a word anyone was saying. I thought, Oh, no, they taught me the wrong language. Of course, I soon found that I had, indeed, studied the right language, but I needed some time to adapt to the accent and the speed with with the people spoke. I had studied the right stuff. The application of the knowledge was the difficult part.

For many, their experience with the PHR and SPHR exam is similar. The exam seems to be written in a different language. There are more application questions than many test-takers are expecting. The which of the following would you do first and which is the most important consideration questions baffle even the most seasoned HR professional. In most cases, the topics are not unfamiliar and are included in any decent set of HR certification study materials. The oh-no-they-taught-me-the-wrong-language reaction is due to the nature of the exam questions. When we study, we tend to focus on facts. We review, we drill, we memorize, and we assess our progress by how much we can regurgitate. On the exam we are expected to be able to apply the facts.

True, there will almost always be some topics covered on the exam that we didnt study. Every time Ive taken the exam, Ive been blindsided by one or more questions. In stressful situations, we tend to become fixated on, and remember, the difficult parts, while the easy stuff makes no lasting impression.

So, is there a treatment for HRCI post-traumatic stress disorder? Yes. Its the same one that worked for me in Central America: hang in there. Fluency comes when facts and application meld.

Reserving a Date to Take the PHR SPHR GPHR or CA Exam

jthorp@trainmetoday.com (Jacquelyn Thorp SPHR-CA) — Sun, 14 Mar 2010 15:17:00 GMT

Can you please share about your experience in setting up your test date.

Did you select the date and location or is it already set up for you by HRCI?

Anything else you can share with us?

California Workplace Violence Act

jthorp@trainmetoday.com (Jacquelyn Thorp SPHR-CA) — Wed, 02 Dec 2009 00:31:00 GMT

Under the California Workplace Violence Safety Act, employers may seek a temporary restraining order or injunction against anyone who poses a threat to the workplace, such as a disgruntled former employee or client, or the spouse of an employee who is a victim of domestic violence.

A workplace protective order protects not only the victim of the violence or threat of violence, but also the victim's co-workers. Under current law, after the protective order is obtained, the employer must serve the order on the perpetrator to ensure he or she has notice and therefore is subject to enforcement for violations of the order.

Workplace protective orders often are difficult for employers to serve, as the location of the perpetrator can be difficult to ascertain. California just recently adopted legislation to make this process easier. The new law requires law enforcement officers responding to the scene of reported unlawful violence or a credible threat of violence to provide the perpetrator with verbal notice of the protective order. The officer's verbal notice of the terms of the order constitutes service of the order and sufficient legal notice. Once verbal notice of the order has been given, the employer need only mail an endorsed copy of the restraining order to the individual within one day. This relaxation of the service requirements will make it less difficult for employers to protect employees from violence or the threat of violence.

If someone violates a restraining order under this law, the first conviction is punishable by a fine and up to one year in jail. Although a victim of harassment or domestic violence can obtain a restraining order on their own, a restraining order Workplace Violence Safety Act can also protect the victim and coworkers.

Employers can proactively make the work place safer for the victim, clients and other employees.

About the Author: Carl H. Starrett II has been a licensed attorney since 1993 and is a member in good standing with the California State Bar and the San Diego County Bar Association.

California Learning System

jthorp@trainmetoday.com (Jacquelyn Thorp SPHR-CA) — Thu, 05 Nov 2009 17:00:00 GMT

As we prepare for the California exam, we are finding a number of errors in the California SHRM Learning System. The most obvious one is that it still states that minimum wage is $7.50 in California. Please feel free to post errors that you find. We will then send them to HRCI and hopefully they will update the books for the next round of HR practitioners preparing for the California exam.

So You Think You Are A Qualified Human Resources Practitioner?

jthorp@trainmetoday.com (Jacquelyn Thorp SPHR-CA) — Sat, 30 May 2009 13:00:00 GMT

So you think you are a qualified human resources practitioner? Here are a few questions to ponder. What makes a qualified professional Human Resources practitioner? Would you go to a doctor that did not belong to the AMA? Would you go to a lawyer that does not stay up to date on current laws? Would you hire an Architect without a license? What credentials can an HR person have that demonstrates that they know what they are doing? How can someone demonstrate their knowledge and experience? Does experience trump education and if so how? Why should an employer hire you over someone else? What strategy have you taken to differentiate yourself from other HR practitioners? When you see someone with the initials SPHR, do you secretly think, "Wow they must be good test takers"? LOL Or, do you recognize that they successfully completed a four hour really difficult exam about the breadth and knowledge required to be an excellent HR practitioner?

STUDYING FOR THE EXAM

jthorp@trainmetoday.com (Jacquelyn Thorp SPHR-CA) — Sat, 22 Nov 2008 15:41:00 GMT

There are so many ways to study using the SHRM Learning System. But, don't expect that memorizing the PowerPoint presentation or every word in the modules will ensure success on the exam. The SHRM Learning system will help you learn and retain key content, but you must know the information and have confidence that you know it. It is a widely believed myth that the HRCI exam is somehow connected to SHRM Learning materials. Some HR practitioners get very frustrated because they feel that the questions were not related to the SHRM Learning System.

Here are some practical tips for preparing for the exam (from the SHRM Learning System):

Plan "Study Time". We all have busy lives - families, HR jobs, many of us are in college, holidays coming up, etc..
Don't Cram.
HRCI does not test state-specific laws on the PHR or SPHR exam.
For the areas that you must memorize to learn use memory techniques such as analogies, images, rhymes, acronyms, repeating it out loud a number of times or intentionally remember.
Taking the class is not enough - you must combine lectures with reading and understanding the text.
Interaction and reinforcement with others is the best way to actually learn the material, especially if you are struggling with a topic.
Read the questions carefully. Do not panic if it does not make sense to you. If you find you are paralyzed by a question, move to the next question and return to the "scary" question once you have gained your composure.
Trust your first impressions.
Avoid over analyzing.

Now, here are my personal recommendations.

Have self-confidence! You know this stuff.
Get plenty of sleep the night before. It is a scientific fact that brain gets tired and performs better when well rested.
Remember your special place. If you begin to feel anxiety, go to your special place for 30 seconds. Close your eyes. Believe me, no one in the room is actually looking at you, except for the facilitators - they know what you are doing and it is OK with them. (If you did not take the IE SHRM Study Group and want to know more about this, just let me know).
Think Federal not California.
After you study, get a good amount of sleep (even take a nap). Science has proved that if we sleep after learning we retain more. Know the information.
Know the federal laws that are essential to HR folks in doing our job, Title VII, ADA, ADEA, CRA 1866, PDA, Uniform Guidelines on Employee Selection, IRCA, WARN Act, Polygraph Protection Act, Fair Credit Reporting Act, EEO, etc. There are precedent setting cases, like Griggs v. Duke Power.
Take the study test at www.HRCI.org. It costs money, but it helps you identify your weak areas. For example, I was very weak on how Union's work. I took every precaution my entire career to keep our organizations free from Unions. So, I really had to bone up on how Unions are formed and what a ULP was and what percent of vote had to be before a Union was certified (and what certified meant). To my horror, a number of Union questions showed up on the exam!
Read the question carefully...please...I have heard from many...including myself..."I read the question wrong".
Don't rush. I know people that have failed the exam, but I don't know anyone that "timed out". (I was one of the last ones in the room).
Postive Energy! I will be thinking positive thoughts for you!

Jacquelyn Thorp, SPHR-CA
CEO, Train Me Today! A Division of HR Coach LLC