Human Resources Training

Coaching, mentoring and managing –the triad needed for an organization to work effectively

An organization is sometimes required to use different roles, ranging from that of a mentor to that of a coach and to that of a manager to help take it forward. The effectiveness with which this is done is an indication of how well the team is engaged and employee loyalty, fostered.


A talented employee will be a much sought after resource in the future for businesses. Spotting and nurturing a talented employee should get inhered into the organizational culture. A successful organization is that one that values and uses mentorship, coaching and management and includes constructive and timely feedback into its talent finding strategy. Mentors, coaches and managers work in harmony to inculcate a sense of accountability. Formal and informal feedbacks are indicators of how well these combine to help employees manage their careers successfully.

Learn more about these

At a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry, Valerie Pelan, who has been consulting and providing Executive coaching for over 10 years, will give to participants an understanding of what it takes to perform the different roles of a mentor, coach or manager. 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). To enroll for this webinar, please log on to .

Benefits of playing each of these roles

At this webinar, Valerie will show how managing employees and motivating them to achieve their best require a variety of skills. Valerie will also explain the difference in the role of a mentor vs. role of a coach vs. a role of a manager, which will help in managing employees. In addition, she will show how using different skill sets to effectively engage employees is key to being a manager, as well as the benefits that using a mentor, coach and a good manager bring in helping manage one’s career, providing all the feedback needed.

HR Managers, Supervisors, Senior Management, Sales and Marketing, Leadership, Employee Relationship Managers and Staffing Managers will benefit hugely from this webinar.

Valerie will cover the following areas at this webinar:

  • The different skills to mentor, coach, and manager
  • The role of a mentor, coach and manager in team engagement and employee loyalty
  • Successful career management by employees means accountability and getting formal and informal feedback
  • How to use all three skills and what to expect from each different role in providing career enhancement
  • The role of feedback from the three different types that can enhance your career




Human Resources Training

Finance professionals need to upgrade their writing skills 



It is a commonly held misconception that professionals who work in disciplines like Finance do not need to have good writing skills. Nothing is farther to the truth than this. On the contrary, today’s sophisticated marketplace demands high writing skills from Finance, even though writing may not be their specialized domain. The need to write high-profile, complex documents has arisen because Finance professionals cater to diverse audiences.

Writing is needed for a variety of documents

For Finance professionals, writing is not restricted to presenting meeting briefings and sending away summary emails on the results of the meeting. Contemporary Finance professionals need to write documents that are as complex and varied as:

  • Operational and financial inquiries
  • Fiscal analyses
  • Revenue forecasts
  • Internal justifications
  • Appropriation requests
  • Client proposals
  • Business cases

This being the case, Finance professionals need to possess writing skills with which they can express their organizational objectives and business purposes concisely and professionally. As a result, organizations spend billions of dollars every year on remedial training to rectify poor writing.

The need to cultivate intuitive skills

There is another reason for which Finance professionals need to cultivate good business writing skills. Given the fast paced nature of their work; Finance professionals do not all the time work in locations of their convenience. They may be required to carry out writing tasks when on the move. They may have to perform their tasks in locations such as commuter trains, hotel lobbies, and conference rooms; during fast-paced, noisy business meetings, and under extremely tight time pressures.

It is true that templates do help, but to what extent? There are many writing requirements for which it is difficult to fit the content to a template. This is why Finance professionals need to have writing skills that will help them tide over the difficulties associated with these situations.

The art of business writing skills for Finance professionals is the topic of a webinar that TrainHR, a leading provider of professional trainings for the human resources industry, will be imparting at a webinar. Philip Vassallo, who has taught writing and presentation skills on the graduate and undergraduate university levels, will be the speaker at this very valuable training session. To enroll for this webinar, all that you need to do is to log on to 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).

At this webinar, Philip will explain the key principles of focused, high-impact writing by working through the phases of revising ideas, editing expressions, and proofreading errors. He will arm Finance professionals with a toolbox of memorable and practical strategies and techniques that will guide them through the writing process.

This webinar will serve the following important training objectives:

  • Focus the audience on the purpose of the message
  • Determine the appropriate level of content
  • Organize data to focus the reader
  • Heighten the importance of facts to address the reader’s concerns.
Human Resources Training

Components of a Compensation & Performance Management Program

Compensation and performance management has emerged as a specialized area of management and HR. A compensation and performance management program is essential for any organization that seeks to get the best out of its employees.

At a very basic level, performance management can be described as the assessment of an employee’s performance at work. This is done during a fixed period of time and is meant to help management evaluate the efficiency the said employee brings into work. How this is closely related to compensation is that in every organization, it is performance that decides the compensation an employee gets.

This closely ties compensation with performance management, and makes it an essential element of an organization. Proper compensation and performance management helps an organization understand the value of each employee, and thus helps it make the most prudent use of resources.

A motivator for higher employee performance

Compensation and performance management also motivates an employee into higher performance. One of the ways by which this is done is the pay-for-performance tool, by which in addition to a fixed compensation, an employee is entitled to a higher earning based purely on performance over a period of time or in relation to a defined set of responsibilities or tasks.

Another reason for the importance of compensation and performance management

A sound compensation and performance management program is an objective standard for judging an employee’s ability to deliver to the organization’s satisfaction. A compensation and performance management program is also a good reason to justify a hike or lack of it. When the compensation and performance management program is properly documented, it provides transparency in the employee appraisal process.

Features of compensation and performance management

Sound compensation and performance management should have some core components:


Human Resources Training

The workplace is all about civility


The Civility in America Poll of 2011 threw up a few interesting results: nearly two fifths of workers believe the workplace is becoming more disrespectful, and two thirds think there is a strong need for training in civility.

All the acts of incivility –such as cell phone rudeness, chronic lateness, bullying, dressing unprofessionally, employee theft, poor customer service –are quotidian occurrences and strengthen the belief that incivility is systemic and epidemic. There could be no better time for the world to change than now.

Learn the elements of workplace civility

A highly interesting and interactive webinar from TrainHR, a leading provider of professional trainings for the HR industry, will explain all the elements of civility at the workplace. Lew Bayer, an internationally recognized speaker and leader in the HR industry, will be the speaker at this webinar.

For the past 14 years, Lew has lead the team at Civility Experts Worldwide- now 33 affiliates strong with representation in 12 countries- and earned the title of Canada’s leading expert on civility in the workplace. To enroll for this highly educative and useful webinar, , which 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), just log on to

Make a list to guide you better

A good way to look at how civil or otherwise we have been is to make a list of situations in which we have exhibited uncivil behavior in different situations in the last two weeks. At this webinar, Lew will use examples such as this to reinforce the need for civil behavior. This webinar will offer insight into what causes a workplace to be uncivil. It will offer solutions for creating a culture of civility and mitigating the costs of incivility.

These are the key takeaways of this session:

  • Defining Civility
  • The cost and consequences of Incivility
  • Why you should care about civility- the ROI for business.
  • Understand the 3 main reasons people do not consistently practice civility even when they know the risks.
  • 5 Best practices for fostering civility with your clients, community and in general
  • Next steps: options for learning more
Human Resources Training

Dealing with depression at the workplace

Depression is the most silent and most potent killer at the workplace. It is a greater causer of disability at the workplace than even heart disease, hypertension and diabetes, and results in a whopping loss of $50 billion to treat.  What makes depression dangerous is that if untreated, undiagnosed, or ineffectively treated, it is the most important cause of suicide. Stress and anxiety greatly affect all the core areas of one’s work life, such as workplace performance, relationship with coworkers and peers, quality of work, and relationships with superiors.

For these reasons, it is imperative for organizations to learn to deal with depression at the workplace. They should not only be mentally healthy themselves; they should also know what signs of depression to look for in their colleagues. They and their fellow employees should know how to look for steps with which to identify and deal with a colleague who may be suicidal. This knowledge, along with the skills needed for dealing with these situations, may be the difference between life and death.

Learn the ways of identifying and dealing with depression at the workplace

This all-important issue concerning employees’ mental health will be the topic of a critically important webinar that TrainHR, a leading provider of professional trainings for the HR industry, is organizing. To enroll for this webinar, just log on to

The speaker at this webinar is Jim Zalud, body language expert for the CBS affiliate WIFR TV-23 in Rockford, IL, who has conducted seminars for business and law enforcement personnel for the past 30 years. 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).

It is important to accommodate

When a clinically depressed employee returns to work after absence, accommodating her is paramount to prevent her condition from relapsing. Doing this is good for the company too, as in some cases, such a step will help it to retain the skills and experience the employee has at the job.

These are the areas Jim will be covering at this highly interesting webinar:

  • Know the impact of depression and anxiety in the workplace
  • Know the signs of an employee in crisis
  • Know where and what to say-and don’t say-to a person in crises
  • Know how to accommodate a returning stressed employee
  • Know the resources available to facilitate a resolution
  • Know the impact of depression and anxiety in the workplace
  • Know the signs of an employee in crisis
  • Know where and what to say-and don’t say-to a person in crises
  • Know how to accommodate a returning stressed employee
  • Know the resources available to facilitate a resolution.
Human Resources Training

Optimizing the Unemployment Insurance (UI) program


The Unemployment Insurance (UI) program is a joint federal-state partnership under which benefits in the form of a temporary, partial wage replacement are provided to unemployed workers who have lost their jobs for no fault of their own. Under this program, the benefits an employee is entitled to are directly proportionate to her wages earned. The UI program is financed by two employer-paid UI taxes: A flat-rated federal tax and an experience-rated State tax. The taxing methods and benefits program each State is allowed to determine is set by broad federal guidelines.

UI management is a very major human resource management issue for organizations, since it has a direct impact on an organization’s tax liability, an item that substantially reduces profitability. However, the comfort that UI offers is that its taxes, unlike other payroll taxes, can be controlled through experience-rated measures. This means that an organization’s UI experience, influenced by its success in managing turnover, separations, and chargeable UI claims, provides an objective measure of human resource management effectiveness. Through effective UI cost management, organizations can control their UI tax liability and have positive impact on their financial results.

Learn the ropes of UI management

A highly educative webinar from TrainHR, a leading provider of professional trainings for the HR industry, will offer complete clarity on all major aspects of UI. Ronald Adler, who is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm, will be the speaker at this session.

To enroll for this webinar, visit

HR Professionals, Payroll Managers, UI Specialists, Operations Managers, CFO’s, Risk Managers, and External and Internal Auditors will find this webinar, which 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), extremely useful.

Important updates

This webinar provides an update on federal and state UI issues, discusses 2015-2016 state tax liabilities, assesses the risks and costs associated with UI taxes and benefits, and discusses effective UI tax management and cost control techniques.

Ronald will cover the following areas at this webinar:

  • Gain an understanding of key unemployment insurance issues
  • Discuss the strategic issues of employment stabilization and employee separation management
  • Learn to identify and assess the risks associated with the federal-state UI program
  • Discuss the financial implications of UI liabilities
  • Learn how sound HR management practices reduce an organization’s exposure to UI liabilities and costs
  • Identify and use UI Key Performance Indicators (KPIs)
Human Resources Training

Compensation and Benefits

The topic of compensation and benefits is of high importance to organizations and their HR departments. Compensation and benefits are often talked about in the same breath. Although they are related to each other closely, there is a difference between the two.

What are compensation and benefits?

In the plainest terms, compensation may be termed as the monetary reward a person gets for allowing the organization in which she works to make use of her labor. It is the compensation that the employing organization gives the employee in return for the time the employee spends with the organization. This compensation is purely financial in nature. Having said this, while compensation is essentially financial in nature; it can also be about giving the right motivation for this labor in the form of promotions, challenges, etc.

What about benefits?

Benefits are built into compensation and are part of it. While compensation is primarily associated with the economic aspect of rewards; benefits are what accompany this financial reward. Organizations offer other kinds of rewards too, to employees. These can be in the form of nonfinancial offerings like facilities, perks, leave benefits, allowances for children’s education, maternity benefits, and so on.

Compensation is usually two-dimensional

Compensation and benefits come with each other. They are bound and linked to each other. Almost no organization offers its employees only one of these two aspects of compensation and benefits to the exclusion of the other. Having compensation and benefits in a proportionate measure is what most organizations seek to attain.

Types of compensation

Most compensation and benefits come with a little variation based on the organization, but the core is the same: compensation consists of a fixed pay, which is what may be termed the “guaranteed” sum given to employees as their salary. In addition, most employees, especially those in management and business positions, earn what is called variable pay. This pay is not fixed, and is paid based on meeting targets.


Benefits vary from one company to another, based on the standing the company has in terms of its financial and reputational position. Many organizations make it a policy to reward employees with many benefits that they believe motivates the employees to give in their best. When children’s education, for instance, is taken care of, it is very difficult for an employee to leave the organization and look for alternatives, unless of course, the other aspects of work are miserable enough to compensate for this benefit.

Offering compensation and benefits is thus a matter of balance. An organization that makes a judicious choice in handing these to its employees gets the most out of them.