HR compliance, Human Resources Training

Using Statistics in Compensation

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Compensation has a strong and inseverable link with statistics, the reason being that knowledge of the latter is critical and indispensable for 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.

A webinar that TrainHR, a leading provider of professional trainings for the human resources industry is organizing on January 30, will make an in-depth exploration of the close relationship between statistics and compensation. David J. Wudyka, SPHR, Managing Principal of Westminster Associates in Wrentham, MA, and an independent Human Resource Consultant with over 30 years’ experience in the profession, will be the expert at this webinar.

Please visit TrainHR to gain a solid perspective of the bond between statistics and compensation.

This activity 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).

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.

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Thorough exploration of all the elements of the pay structure

David will simplify for the participants the assumed complexities of the pay structure, which will help them get a thorough grasp of the many elements of the statistics that go into the pay structure. In the course of helping the participants of this webinar with this aspect, he will raise and answer many core questions relating to 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?

A look into all the measures that go into pay programs

A strong grasp of these statistical concepts can go a long way in improving one’s ability to create and analyze a compensation program. David will help the participants identify the measures that Compensation professionals use when they design and administer pay programs, right from the creation of pay structures to the analysis of pay survey data. The aim is to offer clarity on the elements of compensation programs via the underlying statistics.

This webinar will traverse these areas:

  • 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 used 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?

 

This webinar is designed for the benefit of Compensation Analysts, Human Resource Managers, Human Resource Generalists, Financial Managers, and Human Resource Managers who are new to the Compensation function.

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About the expert: David has more than thirty years of experience in his specialty, Compensation Consulting. David has taught extensively in colleges and universities such as UMass Boston, Bryant University, and the U.S. Coast Guard Academy. Davis is one of the first people in the United States certified in the Compensation field by the World At Work.

David looks at ways by which the HR department in an organization can enhance its role to become a Strategic Partner in businesses today. He writes extensively on topics of vital interest to the industry, such as how to improve pay transparency and how to narrow the gender pay gap in which the bottom lines for businesses improves, irrespective of their size.

 

 

Human Resources Training, workplace conflict resolution

Female to Female Hostility @Workplace: All you Need to Know

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Is it true that women are more hostile to each other at the workplace than with men? Can it be said that the incidence of women bullying and harassing other women more than men at the workplace is high? As in every other aspect of life, do men and women think differently when it comes to the approach towards bullying?

These interesting topics and more will be dealt with at in great depth at a webinar that is being organized by TrainHR, a leading provider of professional training for all the areas of human resources, on January 24.

The expert at this webinar is Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying. She will offer valuable insights into the very pertinent topic of bullying of female employees by other female employees.

Please visit TrainHR to enroll for this webinar.

This webinar has been approved for 1.25 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

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.

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It is generally true that bullying by women is subtler than by men. So, identifying and recognizing female-to-female bulling is not very easy. What exacerbates this point is that many managers choose to overlook this fact of the workplace, as a result of which, this practice could go undetected and unchecked.

It may broadly and generally be true that female to female bullying is different from bullying by men; yet, the results of female bullying can be impactful, ranging from absenteeism and lack of trust in management to poor performance and increased employee turnover.

Getting a proper perspective of female harassment

Some of the core questions relating to female bullying, which Dr. Strauss will take up at the webinar include:

  • Are women really each other’s worse enemy or is it just a myth and a stereotype?
  • What does research show about women’s hostility to other women, sometimes called bullying in the workplace?
  • Is female to female bullying an issue that deserves attention apart from general workplace bullying?
  • Do we have different expectations of women’s behavior at work than we do of men’s behavior?
  • Do we have a responsibility, as women, to support other women at work?

These are a few of the learning objectives that Dr. Strauss will impart at this session:

  • Theories as to whether women are more hostile to each other than to men
  • Sexism and stereotypes in our perceptions of women and men’s bullying
  • The nexus of bullying and harassment
  • Impact of bullying on witnesses
  • Tort laws
  • Tokenism

The following areas will be covered at this webinar, which is aimed at the benefit of Human Resources Generalists, Managers, Directors, Women Owners, HR Managers, Controllers, Supervisors, Office Managers, Accounts Managers, or anyone in Management at all levels:

  • To describe women’s ways of bullying
  • To discuss the theoretical causes and contributing factors of women’s bullying
  • To determine if bullying could be illegal harassment
  • To explore the impact of women bullying their colleagues
  • To identify management’s role in the prevention and intervention of women’s bullying
  • To list the steps to take if targeted by a bully.

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About the speaker:

Dr. Susan Strauss conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. The popularity of these exercises can be gauged from the vast spectrum of sectors that her clients hail from: business, education, healthcare, law, and government organizations from both the public and private sector.

She has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She appears on television and radio

 

Human Resources Training, organizational culture

Piercings, Tattoos and More: Dress Codes For the Workplace – Legally Compliant Policies and Guidelines

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The human resources in most organizations walk on sticky ground when it comes to the organization’s policy on employee dress code. It is usually in a quandary about whether to allow employees to wear formal, semiformal or informal clothing.

It could also have to take a call on the different dress codes it allows for different positions. In addition, a new issue that organizations have to deal with is the dress code concerning the Millennials, who are soon going to outnumber every other generational workforce.

It is to help clarify on these and other points relating to the dress code for employees, as well as other related aspects such as piercings and tattoos, that TrainHR, a leading provider of professional training for all the areas of human resources, is organizing a webinar on January 31.

Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying, will be the expert at this webinar.

Susan will emphasize the importance of clarity when it comes to the dress code. She will explain how HR should be clear and unambiguous when it comes to formulating, documenting and circulating dress code and related policies within the organization. Writing down the dress code policy is the surest means to eliminating uncertainty, which in turn is the basis for preventing conflict in the organization. Proper documentation also helps the organization in case of any legal action an employee could bring against it.

Want to understand the role of sound policy on dress code, piercings, and tattoos at the workplace? Just visit TrainHR to enroll for this highly informative and lively interaction with the expert.

This activity 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).

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.

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At this webinar, Dr. Strauss will illustrate the range of benefits organizations gain by formulating a proper dress code. The dress code should not only reflect the organization’s culture and help project its brighter side to the world; it should also ensure that the employees are comfortable in implementing it. The dress code should also be appropriate for each generation.

Other issues closely related to the dress code, such as tattoos, makeup for women, jewelry, grooming and religious symbols, will all be taken up at this session. At this webinar, Dr. Strauss will cover these areas:

  • Reasons to have a Dress Code
  • Your rights as an employer to establish a dress code as a condition of employment
  • What to include in your dress code?
  • Defining business, business casual and casual
  • Professionalism: customer contact positions
  • Morale and respect among coworkers
  • Safety: office and manufacturing positions
  • Uniforms and logo wear
  • Piercings, tattoos and hair
  • Perfume and cologne
  • Hygiene
  • Cultural and religious considerations and other exceptions
  • Younger generation’s preference for informality
  • When companies have been taken to court about “dress”: discrimination cases related to sex or gender, religion, or race?
  • When does dress make a positive or negative impact on performance?
  • Designing a policy which corresponds to your business.

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About the expert: Dr. Susan Strauss conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. The popularity of these exercises can be gauged from the vast spectrum of sectors that her clients hail from: business, education, healthcare, law, and government organizations from both the public and private sector.

She has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She appears on television and radio programs and is frequently interviewed for newspaper and journal articles.

 

 

 

Human Resources Training, workplace Harassment

Neutralizing Harassment – How to Promote the Proactive Personal Response

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Harassment at the workplace is a fact one has to live with. It is not something that can be done away or wished away. It is almost integral to the workplace, although an undesirable one. One cannot stop harassment, but there are ways by which to handle and neutralize its impact.

A webinar from TrainHR, a leading provider of professional training for all the areas of human resources, will show how to neutralize harassment at the workplace and will explain all the major aspects of this topic.

Beverly Beuermann-King, an HR professional who specializes in working with people and organizations who want to control their reactions to stress, build resiliency against life’s challenges and live healthy, will be the speaker at this highly valuable webinar.

Please visit TrainHR to register for this webinar.

This activity 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).

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.

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The core problem with dealing with harassment begins with the fact that it is not very easy to detect or recognize. It can be very subtle and silent. Many employees are clueless about what constitutes harassment, because of which they feel awkward to speak up or protest when someone does something inappropriate.

Despite being a usually simmering problem, it can lead to a host of unwanted outcomes such as lowered employee morale, increased turnover, erosion in motivation, absenteeism, and so on.

This webinar is for those who feel that more can be done to counter harassment. It is aimed at those employees who feel they could do that bit extra to support the organization when harassment takes place and improve the environment at the workplace and the productivity.

Doing this is very important because an organization that is free from harassment, bullying and discrimination is a positive one. This webinar will show how to recognize the visual, physical and verbal manifestations of workplace harassment. It will show how to control the situation in a stress-free manner, while at the same time implementing the company’s policy on harassment.

This webinar will cover the following areas:

  • Understand the key concepts around harassment and why it is important to promote awareness in your workplace
  • Discover who is affected by harassment and what your organization needs to do to combat harassment
  • Utilize a variety of techniques to decrease and discourage harassment in its ‘early’ stages
  • Promote the Proactive Personal Response within your teams to promote a harassment-free environment.

Human Resources Professionals, Health and Safety Reps, Union Reps, Supervisors, Manager, Directors (Team Leads) and Executive Directors Not-For-Profit are some of the personnel that will benefit from this webinar.


About the expert: Beverly is one of less than seventy Canadians to have earned their Certified Speaking Professional designation. A sought-after media spokesperson, she has made over 500 television and radio appearances on shows such as City TV and CBC, and in national publications from the Toronto Star newspaper to Chatelaine magazine.

For over 20 years, Beverly has used her S-O-S Principle with people and organizations who want to control their reactions to stress, build resiliency against life’s challenges, and live healthy, successful lives.

Beverly launched her company, R ‘n B Consulting, in 1995, and since then she has helped teams from a wide range of industries (including healthcare, education, government agencies, finance, and not-for-profit) to shift from stressed out to resilient, enabling them to be happier, engaged, and successful.

Human Resources Training, workplace conflict resolution

Dealing with Difficult People

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Dealing with difficult people…well, this should rank as one of the foremost challenges for most people. At our jobs, in our lives, in our social networks, or just any other place, we are sure to come across difficult people at some point of time. Learning to deal with them qualifies as a life skill, because this skill can take us a long way.

It helps us to gain control over our relationships with people, gives us the tools to implement solutions to problems in both life and at work, and finally, it leads us to the action that needs to be taken when we come across such people.

All this is fine, but how does on learn to deal with difficult people? This is the core question a webinar from TrainHR, a leading provider of professional training for all the areas of human resources, is organizing on January 29, will seek to answer.

Rhonda Scharf, an Ottawa-based Professional Speaker and member of the Canadian Speaking Hall of Fame, Trainer and Author, who is the speaker at this session, will explain the ways of dealing with difficult people.

Please visit TrainHR to enroll for this highly valuable, entertaining and interactive session.

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This session is aimed at helping those who feel constantly victimized in various situations involving difficult people. It could be about getting shouted at by a customer. It could be about having the credit due to oneself being snatched away by selfish and manipulative colleagues, a manager who could throw out all his failures on you, or simply any another.

At this session which is aimed at all employees, HR and Manager, Rhonda will cover the following areas:

  • 5 strategies for improving communication with difficult people – so you can end your frustration!
  • How to diffuse people who are angry, upset or just plain rude, and how to calm tense situations
  • How these strategies will improve your reputation as a professional and reduce your stress
  • What motivates the attitudes and behaviors of difficult people (knowledge is power for future interactions!)
  • Techniques for giving feedback to difficult people to help correct or even improve their behavior (make it easy for you)
  • How to face life confidently, knowing you’re up to any challenge (stop getting kicked around and increase your self-esteem)

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About the expert: A highly experienced professional speaker who calls herself a Workplace Efficiency Expert, Rhonda is a Certified Speaking Professional who has spoken to tens of thousands of people in dozens of different countries.

A member of the speaking Hall of Fame, she has consulted with some of the world’s most recognized companies including Sony, Mercedes-Benz, the US Coast Guard, Exxon Mobil, Bank of Canada, all levels of government in Canada and the US, and hundreds more companies.

Human Resources Training, Leadership

Move from Diversity to Inclusion

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There is perhaps no distinguishing factor that characterizes the American workforce more powerfully than its diversity. Aptly called the Nation of Nations, the US is home to not only workers drawn from almost all corners of the world; it is diverse in another gigantic manner: it consists of at least five generations, perhaps the broadest spread in history.

A small sample of the extent and breadth of the diversity at the American workplace:

According to the National Center for Public Policy and Higher Education, by 2020, 37% of the workplace will consist of those who consider themselves a minority by some or another parameter. Today, more than half the workforce consists of the Millennials, and nearly half of them are drawn from nonwhites.

Doesn’t this telling fact make inclusion a matter of critical importance to organizations in the US? If the American workforce has to continue its domination of the world’s economy and drive it, managers need to quickly understand the dynamics of inclusion in the backdrop of these factors.

Karla Brandau, CEO of Workplace Power Institute, will be the expert at a webinar that TrainHR, a leading provider of professional training, is organizing on December 6, at which she will explain how organizations need to and can move from diversity to inclusion.

Please visit TrainHR to enroll for this extremely valuable learning.

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).

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.

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The diversity that we are witnessing in today’s workforce transcends the traditional markers such as race, ethnicity and gender. Diversity comes from age groups, personalities, life experiences, education and attitudes. It is now more imperative than ever before for organizations to brace themselves to the reality of this new kind of diversity.

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Inclusiveness becomes all the more challenging. How do managers leverage this diversity and channelize it for the organization’s growth? HR that does not involve these generations in matters concerning payroll, management, problem solving and decision-making will find it tough to utilize the skills and experience this diverse workforce brings. In the backdrop of these factors and the slowing economy, how do organizations practice inclusion to retain top talent? These are difficult questions indeed, which this webinar will seek to answer.

This webinar, which aims to equip the participants with the mind-set needed to face these challenges, will show how to:

  • Define diversity and inclusion in your own mind
  • Permit individuals to surface the truth
  • Use the power of gratitude and recognition
  • Identify personality strengths
  • Use facilitation techniques to ensure all opinions are heard
  • Approach issues when errors are made
  • Use emotionally intelligent social skills
  • Express empathy
  • Recognize and be willing to change your assumptions
  • Be culturally Intelligent
  • Refrain from judging others by your own cultural standards
  • Validate the unique attributes each individual brings to the organization

At this extremely useful session, the expert will cover the following areas:

  • See inclusion as a mosaic of new possibilities
  • Look beyond diverse characteristics and search for innate talents and character gifts
  • Respect a plethora of education and life experiences
  • Overcome unconscious bias
  • Replace a scarcity mentality with an abundance mentality

About the speaker: Karla is a thought leader in management and team building techniques. A specialist in personalities, communication skills, and leadership principles, she has authored the book, How to Earn the Gift of Discretionary Effort, which aims to teach managers how to be the leader people CHOOSE to follow, not have to follow because of their position on the organizational chart.

 

Human Resources Training, Workplace dress code

Piercings, Tattoos and More: Dress Codes For the Workplace – Legally Compliant Policies and Guidelines

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One of the touchy areas for an organization’s HR concerns the organization’s policy on dress code. Some of the questions it constantly faces from employees include: does the organization allow only formal dressing, or does it also permit semiformal dressing? Are there different dress codes for different positions? And yes, as the Millennials become the dominant group at the workforce, where does the organization stand in relation to its policy on tattoos and piercings for its employees of this generation?

Clarity is the only real means to answer these questions. The clearer the organization’s HR is about these policies, the better. HR should formulate, document and circulate policies relating to these areas concerning employees. This information should also be shared with the management.

A workplace dress code that is written down and published not only eliminates ambiguity, and with it, the resultant tussles between the employees and the management; it also protects the organization against any legal actions any of the employees may take against it over this issue.

TrainHR, a leading provider of professional training for all the areas of human resources, will offer thorough grasp of all the aspects of a legally compliant dress code at a webinar it is organizing on December 5. The learning that the expert at this webinar, Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying will impart, will help avoid many of the confrontations between the employees and the management.

Please visit TrainHR to enroll for this learning.

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The aim of this webinar is to help participants understand the need for putting a dress code in place. Dr. Strauss will explain the benefits such a code brings. In addition to echoing the organization’s culture and showing it in a positive light, the dress code should make the employees feel comfortable. It should be created in a manner that makes it appropriate for each generation.

Dr. Strauss will show the ways of dealing with matters that is considered as important by the present generations of the workforce. These include tattoos, makeup for women, jewelry, grooming and religious symbols. This webinar will cover the following areas:

  • Reasons to have a Dress Code
  • Your rights as an employer to establish a dress code as a condition of employment
  • What to include in your dress code?
  • Defining business, business casual and casual
  • Professionalism: customer contact positions
  • Morale and respect among coworkers
  • Safety: office and manufacturing positions
  • Uniforms and logo wear
  • Piercings, tattoos and hair
  • Perfume and cologne
  • Hygiene
  • Cultural and religious considerations and other exceptions
  • Younger generation’s preference for informality
  • When companies have been taken to court about “dress”: discrimination cases related to sex or gender, religion, or race?
  • When does dress make a positive or negative impact on performance?
  • Designing a policy which corresponds to your business.

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About the expert: Dr. Susan Strauss conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. The popularity of these exercises can be gauged from the vast spectrum of sectors that her clients hail from: business, education, healthcare, law, and government organizations from both the public and private sector.

She has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She appears on television and radio programs and is frequently interviewed for newspaper and journal articles.