Dealing with the Workforce of the Future

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One of the major factors that managements of contemporary organizations in the US will have to deal with is how to engage the employees who are from Gen Z. Also called post-Millennials; this term aptly fits their description: the generation of the workforce that has emerged after the Millennials. The generation that followed the Millennials; Gen Z is the term that is applied to the generation that was born roughly from the mid-90’s to the mid-2000’s.

A major chunk of the American workplace is now being populated by the Millennials, with some estimates putting their percentage of the workforce at about three fourths of the entire working population by 2030. The American corporations will have to come up with strategies for dealing with the workforce from Gen Z, as this will come into the workforce in the near future. They will cohabit with the Millennials for a while.

The leader of the next generation of the workforce will have to come with a clear understanding of how these generations work, as well as how they work with each other in tandem. They need the skills, knowledge and tools to get the best out of these generations of the workforce.

Characteristics peculiar to the Millennials and Gen Z

Their early exposure that the Millennials and Gen Z have to technology and the social media means that they do not have to be imparted these skills. More importantly, their work should revolve round these tools, as these are what they have grown up with. They are more likely to herald quick changes into technologies and learning methods, since they can be considered conjoined twins of technology. They also have greater expectations. They are likely to be less loyal to employers, and could be better multitaskers. With the recent economic slowdown being green in their memory; these generations could also be thrifty.

A thorough learning of the future workforce

Want to explore how the future generations of the workforce need to be handled? Want to know how to optimize their talents for the organization’s good? Then, you need to attend a webinar from TrainHR, a leading provider of professional trainings for the human resources arena.

This webinar, at which Laura Goodrich, an accomplished Senior Executive, Consultant, Thought Leader with more than 25 years of success across the consulting, biomedical, healthcare, technology, financial, legal, real estate, and media industries, will be the speaker; will give a thorough understanding of how to understand what the next generation workforce will be, and how organizations can leverage it for their benefit.

Please register for this webinar by visiting TrainHR Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

Understanding the wavelength of the new generation

This webinar will offer insights into how to understand the dynamics of the future workforce. Leaders who understand the temperament of the workforce will be at an advantage in getting the best out of its skills and talents. They will have to adapt to the quick changes in the workforce generations if they have to move into top gear. This webinar will spell out how to do this.

Laura will cover the following areas at this webinar:

  • Learn about generational differences, needs and expectations
  • Learn how to engage early talent what do they want?
  • Establish a process for embracing change.

Professionals in positions that need knowledge of the future workforce, such as CEO’s, COO’s, VP of Human Resources, Chief Learning Officer, Directors, Project Managers, Operation Managers, Team Leaders, and Staff Managers and Supervisors will find this webinar extremely useful.

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Mastering the Effective Skill of Behavior Interviewing

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Job interviews are the ideal means to getting a candidate on board. Everyone is agreed on this. However, what goes into the interview is very important, and not just conducting the interview. An interview should not be just a session in which each side admires and congratulates the other and an offer letter is rolled out. It is very easy for an artful candidate to suppress her drawbacks and overstate her achievements and walk her way into the organization. When the management discovers her shortcomings later, it has to cut a sorry figure, because it would have wasted sufficient resources and time in getting the wrong hire.

Testing a candidate by probing her past achievements is not likely to yield the best result, because, as seen, one can be good at manipulating her track record. Even the most probing interviewer can be deceived at times if the candidate is skilled enough at this. So, what is the way out?

Behavioral interviewing, a technique which has been researched and refined over the last thirty years, is the solution to this problem. Behavioral interviewing is a proven, powerful technique for improving the quality of information gained during the interview process. Rather than being something that makes interviewing a formality; behavioral interviewing produces powerfully predictive data which sharply improves the accuracy of hiring decisions. Behavioral interviewing has consistently improved the accuracy of selection and has enabled hiring managers to make more competent and confident hiring decisions.

All the nuances of behavioral interviewing

A webinar from TrainHR, a leading provider of professional trainings for all the eras of human resources, will explain this concept in greater depth at a webinar that it is organizing. Harry Brull, who during his tenure as Senior Vice-President of Personnel Decisions International (PDI), now Korn Ferry Leadership Consulting, designed selection processes and systems for over 1,000 organizations ranging from ford Motor Company to the Peace Corps; will be the speaker at this webinar.

Please visit TrainHR  to register for this webinar and to gain complete understanding of how to instill the art of effective behavioral interviewing into your organization.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Simple, but strong tool for assessing future behaviors

This session will explain the techniques of behavioral interviewing, at which the speaker will offer attendees simple, but powerful and effective tools that help extract perceptive and critical information from candidates, which will help them make decisions.

Harry will start with imparting an understanding of the factors which lead to job success. He will show the ways of question-asking and probing techniques, which can be a powerful predictor of the candidate’s capabilities. The method of getting the whole story from candidates, so that managements do not get unpleasant surprises into the candidate’s tenure in the organization, will be shown.

Harry will show how to evaluate candidate responses and to draw a connection between that input and the behaviors she exhibits after she has taken up the job. The level of acceptance of the job from the candidate is an important indicator of the success of the interview. This webinar will show the techniques needed for increasing the probability of acceptances to job offers.

Of high value to personnel who are involved in the process of hiring, such as HR Generalists, HR Directors, Line Managers involved in Hiring, and Business Owners; this webinar will cover the following areas:

  • The structure of competence
  • The best predictor of future behavior
  • Opening the interview
  • Interview information categories
  • Designing effective interview questions
  • Probing for the whole story
  • Evaluating the information received
  • Telling and selling.

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Strategic Thinking is important for Managers

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Which is more important for an organization? The tactical or the strategic? At different points of time, both are important, but the long-term thinking, or what is called strategic thinking, is what takes the organization forwards. True, one has to take care of the small steps that make a stride, but while the short-term aspects are important; it is strategic thinking that can help the organization grow.

Understanding details is very important for any manager, but they should not bog her down to the point where the day-to-day aspects of business become highly time-consuming and leave little space for taking a look at the long-term objectives. The manager has to look into details and smaller issues, but should not lose sight not the strategic goal of the organization.

Taking care of the smaller details constitutes the tactical aspect of management. it is good at helping the manager or the organization see and achieve the short-term goal or objective. However, if the organization has to be steered towards its future; it needs strategy-oriented thinking. Strategic thinkers look at the big picture and don’t get stuck with the tactical or managerial.

Strategic thinking can be learnt

One doesn’t have to be naturally talented at strategic thinking. This is an important thinking ability, but one does not have to be born with it. One can learn it with practice and knowledge. The ways of inculcating strategic thinking will be taught at a webinar that TrainHR, a highly popular provider of professional trainings for the HR industry, is organizing.

The speaker at this webinar is Valerie Pelan, who is a consultant and executive coach and President of Integrated Focus. Want to understand how to bring this strategic thinking about into the organization? Then, just register for this webinar by visiting TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Getting clarity on what strategic thinking means

The starting point of adapting strategic thinking is to understand what it means. Strategic thinking is a vision, which implies that it is more than a global perspective. Strategic thinking is about energy and action and is brought about by a combination of business acumen and industry and competitive information. People who are strategically inclined in their outlook do not stay tactical for too long.

Valerie will highlight all these qualities and emphasize the importance of strategic thinking for the organization. In the course of this session, she will cover the following areas:

  • Definition of strategic – but it is more than a simple definition
  • It is more than global perspective
  • It includes Business Acumen
  • Industry and competitive analysis – understand your company’s industry and competitors
  • Distinguish between the short term and long-term Financials
  • Tools include: SWOT analysis; business books and HBR

Leader vs. Manager

  • Compare leader traits vs. manager traits
  • Leader focuses on big picture while the manager focuses on tactical actions
  • Examples: Leader has a vision – Manager delivers
  • Leader does the right thing – Manager does things right

This session will be of high value for leaders, managers, individual contributors, high potentials and Baby Boomers.

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Ensuring Successful and Effective Onboarding

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The role of onboarding in welcoming and acculturing an employee can never be understated. Why is onboarding so important? It is because this is when the new employee gets acclimatized to the new organization that she has joined. From the employer’s perspective too, onboarding is very important, since it is through this process that the employer gets a fair idea of the new employee’s talents, capabilities, behaviors, potential, and attitudes.

One major misunderstanding that many people in the corporate environment have is that of onboarding and orientation being one and the same. This is a clear fallacy, because the two are different from each other. Onboarding is a lengthy process which begins long before the employee joins the organization and lasts for a few months after the joining date, of which orientation is a small part.

Shoddy onboarding can cost organizations dear

Since onboarding is a long process, and a very important one, at which the employee assimilates into the organization; it is absolutely imperative for organizations to get it right. Onboarding has a defined set of objectives and purposes, and each of these has to be adhered to very meticulously. Getting it wrong spells doom for the organization: it is believed that improperly implemented onboarding makes hourly workers to leave the organization four months on average after joining, and regular employees, within one-and-a-half years of joining. Surely, this is the kind of turnover that any company would consider too expensive and avoidable.

This is why human resources needs to get a complete understanding of the right way of onboarding. This method should be efficient, and should foster integration of the new hires into the organization, rather than be the reason for which people look for the earliest opportunity to leave the organization. HR should ensure that onboarding becomes the phase at which the employee gets an understanding of not just the processes and business, but of the most important aspect of an organization, namely its culture.

Training on getting onboarding right

TrainHR, a leading provider of professional trainings for the areas of human resources, will show how to get onboarding right at a webinar. Michael D. Haberman, co-founder of Omega HR Solutions, Inc. a consulting and services company and a consultant, speaker, writer and teacher, who has over 17 years’ experience in the class room teaching human resources fundamentals and certification preparation, will be the speaker at this webinar.

Organizations that want to avoid the high cost of turnover brought about by the implementation of sloppy onboarding practices can learn the ropes of effective onboarding by registering for this webinar, by visiting TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

Effective onboarding decides whether the employee stays or leaves

The crucial importance of good onboarding will be emphasized at this webinar. Onboarding should be such that it helps the organization make use of the skill and qualification that each employee brings. Such employees are invaluable in shaping and developing the organization’s intellectual property and helping the organization derive benefit out of it. While finding the right employees is important; they can serve the organization better only when they are tuned to its culture and way of life. Michael will highlight these points.

This webinar will have high value for personnel in positions that involve onboarding, such as HR Managers, Office Managers, Supervisors, Managers and Company Owners.

Michael will cover the following areas at this session:

  • The cost of turnover
  • The steps involved in onboarding
  • Before the hire
  • During the hire
  • The first day
  • The first week
  • The ongoing process
  • What potential activities are included?

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Instilling Civility at the Workplace brings better results for the Organization

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Civility at the workplace is a valuable and precious characteristic of the workforce. A workplace that is lacking in it and exhibits traits such as browbeating, harassment, gossip, backbiting, bullying, violence and the like, is a workplace that no one likes to work in. Once a workplace is set into these qualities, it finds it difficult to overcome it.

However, any organization that is serious about its business and is interested in retaining its client base has to outgrow all these qualities if it has to produce products or services that are up to standards, because these qualities and attitudes can severely impede an organization’s ability to produce high standard products or services and dent its bottom line severely.

Learning on how to imbibe the positive quality of civility at the workplace

But how do organizations do this? How do they emerge from these negative qualities to become an esteemed and preferred employer, add value to their products and services and become well-known in the market? This is the teaching a webinar from TrainHR, a leading provider of professional trainings for the human resources areas, will be offering.

Lew Bayer, who leads the team at Civility Experts Worldwide, which now has 33 affiliates with representation in 12 countries, and has earned the title of Canada’s leading expert on civility in the workplace; will be the speaker at this webinar. Lew, a recipient of the Manitoba Woman Entrepreneur of the Year Award for International Business, was also nominated for the RBC Canadian Woman Entrepreneur of the Year Award in 2009, 2010 and 2011, and was the first Canadian to be awarded the prestigious AICI International Civility Star Award in May 2010.

Want to hear from such an accomplished master on how to inculcate civility at your workplace? Then, please register for this webinar by visiting TrainHR.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Discussion on the problems areas of civility

At this session, Lew will encourage participants to have open discussion and understand how to implement solutions in key areas of work that relate to civility. These include:

  • Understanding what civility is exactly, and learning why they should care about it
  • Identifying symptoms of viral rudeness in their workplaces
  • Recognizing if/how they as individuals contribute to a toxic workplace
  • Adopting behaviors that foster civility in the workplace.

After this valuable learning session, participants will be able to walk away with tangible benefits. They will be able to:

  • Understand how civility can build trust and build their bottom line
  • Use three key ingredients to embed civility into their work and life to communicate more effectively, build trust and encourage respect
  • Implement five best practices for fostering civility with their clients, community and in general
  • Take away sources and resources they can use immediately to build civility into their business.

Of immense benefit to professionals in Human Resources, Business Owners, Managers, and Consultants; this webinar will cover the following areas:

  • Defining civility: the cost as well as the consequences of incivility
  • Understanding the 3 main reasons people are not civil even when they know the risks
  • Best practices for fostering civility with your clients, coworkers and others.

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A Workplace Wellness Program that satisfies Diverse Generational Workforces

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Wellness programs at the workplace, as we all know, are crucial to ensuring the wellbeing and health of the employees in an organization’s workplace. But today’s wellness programs have their own unique challenges. This is a kind of challenge that has never been faced by HR in the past. What is so different about today’s workplace wellness?

We have the Millennials entering the workplace. So, why should this fact make workplace wellness a different matter altogether? Well, for the first time ever, we have as many as five different generations working side by side at the same workplace! This is the sheer novelty of the current workplace scenario.

The Millennials, and all

While the Millennials may dominate the workplace in the near future -they currently make up about a third of the workforce and will comprise nearly half of the workforce by 2020- the previous generations are still very much around and are yet to fully phase out. This places the US workforce at a unique position where there are as many as five distinct generations working with each other.

This brings us to the crux of one of the challenges facing HR: designing a workplace wellness program that fits all these five different generations. To devise a blanket program makes no sense. So, what kind of workplace wellness strategies should companies devise?

Get to understand how to put a workplace wellness program that fits five generations

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This extremely important and pertinent learning will be imparted at a webinar that TrainHR, a leading provider of professional trainings for the areas of human resources, is organizing.

At this webinar, Don Powell, President and CEO of the American Institute for Preventive Medicine, a URAC Accredited Wellness company, which is a leading developer and provider of health and productivity management programs; will be the speaker. Please visit TrainHR to enroll for this webinar and gain important insights into how to craft a workplace wellness program that fits the requirements of these five generations.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Understanding through case studies and research papers

At this webinar, Dr. Powell equip participants with an understanding of the defining characteristics of each generation. He will share interesting research and case studies, which will help the participants build concrete strategies to engage a multi-generational population in their wellness program.

Any professional involved in wellness programs at the workplace, including Human Resource Professionals, Benefit Managers, Wellness Coordinators, Occupational Health Nurses, Medical Directors, EAP Professionals, and Health and Safety Directors will be able to derive benefit from this very important webinar.

Dr. Powell will cover the following areas at this webinar:

  • Identify three broad based strategies to engage a multi-generational workforce in existing wellness strategies
  • Create at least one new wellness initiative using delivery methods that members of all generations can relate to
  • Site the results of at least two scientific studies where the focus was on generational issues related to wellness programs.

 

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Statistics and Compensation are deeply related to each other

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Pay is basically about statistics, as it is designed and administered around math. Math, as we all know, is vital to all aspects of pay, right from the structure to the analysis of data.

The importance that statistics has in compensation can never be understated. When devising and analyzing concepts relating to pay, such as pay ranges, pay survey data, individual and group pay rates, and other elements of a compensation program; knowledge of statistics is a must.

Understanding the relationship between statistics and compensation

An in-depth exploration of all the close relationship between statistics and compensation will be made at a webinar that TrainHR, a leading provider of professional trainings for the human resources industry; is organizing. The speaker at this webinar is David J. Wudyka, SPHR, Managing Principal of Westminster Associates in Wrentham, MA, who is an independent Human Resource Consultant with over 30 years’ experience in the profession. Davis is one of the first people in the United States certified in the Compensation field by the World At Work.

You can get to explore the deep relationship between statistics and compensation by registering for this webinar at TrainHR .

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

All the elements of the pay structure

The aim of this webinar is to help the participants simplify and elucidate the assumed complexities of the pay structure and make them get a grasp of the many elements of the statistics behind the pay structure. In the course of helping the participants of this webinar with this; he will pose and counter the myriad questions about statistics in pay structure. These are some of them:

  • How to calculate minimums and maximums of a pay range, knowing just the new midpoints?
  • What is a compa-ratio, and how is it used?
  • How does one calculate a percentile, and how are percentiles used?
  • Why are weighted averages used by the majority of Compensation practitioners, and not the median?
  • What is the difference between simple regression analysis and multiple regression analysis, and how do practitioners use these concepts in a practical way?
  • What is correlation analysis and how does this analysis help in pay program administration?
  • When you are creating new pay structures, how can you estimate the number of grade levels between new midpoints using selected midpoint to midpoint spread percentages?
  • Why do practitioners divide pay ranges into quartiles?

Familiarity with all the measures that go into pay programs

These statistical concepts can be a very effective means to improve one’s ability to create and analyze one’s compensation program. The speaker will help identify the measures that Compensation professionals use when they design and administer pay programs, from the creation of pay structures through the analysis of pay survey data. This webinar will offer clarity on the underlying statistics of the elements of compensation programs.

It will cover the following areas during this session:

  • How to create and analyze pay range widths (“spreads”)
  • Why “weighted averages” are more widely used than “medians”
  • Defining “means”, “medians” and “modes” (and how to use them)
  • How to understand the statistics of pay structure design
  • Understanding the difference between regression and correlation analysis, and how to apply them effectively in pay program analysis
  • How “percentiles” differ from “percents”, and how to calculate them
  • How to calculate rate range minimums and maximums from estimated midpoints
  • Calculating the “penetration” of pay rates in pay ranges
  • The Compa-ratio: what it is, how to calculate it and how to use it
  • Why pay ranges are divided into “quartiles”
  • The difference between “linear regression” and “multiple regression”
  • How to estimate the number of grade levels between two new pay structure midpoints
  • What are “measures of central tendency” and why are they important for analysis?

Compensation Analysts, Human Resource Managers, Human Resource Generalists, Financial Managers, and Human Resource Managers who are new to the Compensation function are some of the personnel who will extract high value from this course.

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