Losing relationships is easy; rebuilding them takes effort and time

Building relationships is one of the key skills of a business leader. The importance of building a good rapport, with everyone who is of concern to the business –be it business associates, colleagues or whoever –is often overlooked, with the result that it hardly gets the kind of importance and attention it should be getting.

Once a relationship is broken through the use of some loose words or actions; it is difficult to mend it. Yet, whatever can be salvaged has to be. The ways of doing this will be the topic of a learning session that is being organized by TrainHR, a highly popular provider of professional trainings for the human resources industry.

Dr. Genie Laborde, an internationally acclaimed seminar leader, corporate trainer, author and artist, will be the speaker at this webinar. To gain complete and clear understanding of the ways of rebuilding lost rapport, just log on to http://www.trainhr.com/control/w_product/~product_id=701527.

Ways of mending

This webinar will explain ways by which the rapport that is broken once due to any action or words can be repaired. The speaker at this session will cover the following areas:

  • Necessity of understanding rapport
  • Definition
  • Best Strategy
  • Your outcome, Their outcome
  • Dovetailing
  • Rapport lost
  • Quick strategy if lost
  • Additional fine-tuning
  • Increased perception
  • Winning questions

This session is highly useful to a vast array of professionals. It is of use to anyone in business, and to people holding designations such as CEO, CFO and CTO, HR Managers, Supervisors, Senior Management, Sales and Marketing, Leadership, Employee Relationship Manager, and Staffing Manager.

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Career development for the Millennials

It's pretty easy

The Society for Human Resource Management (SHRM) estimated in 2014 that the percentage of the Millennials at the workplace will reach 46% in 2020. In this scenario, it is absolutely essential for organizations to devise ways of managing this group in order to get the best out of them.

Organizations need to identify, grow and develop this young group’s talent. It is a group that needs to be nurtured if its talent and abilities need to be exploited by the organizations that hire them. The talent they bring with them has the potential to be a vital resource for the long-term success of organizations.

Since the Millennial employees have different career goals and aspirations from those of previous generations; an organization needs to do all it can to keep them engaged and moving forward and attract, retain and develop the up and coming Gen Y workforce.

A learning session on how to nurture and develop the Millennials

A webinar that is being organized by TrainHR, a very well-known provider of professional trainings for the human resources industry, will offer understanding of the ways by which to do this. Megan Little, a Senior Consultant at Integral Talent Systems Inc., will be the speaker at this session. To enrol for this session, please visit http://bit.ly/2fhYmd4 .

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).

Helping them develop themselves within the organization

At this session, Megan will teach participants the ways of inspiring and growing their Millennials’ talent in such a manner that they will be more inclined to develop themselves within the organization. HR Professionals and Senior Managers, who deal with employment and issues concerning the Millennials, will find this session very useful. Megan will cover the following areas at this webinar:

  • Current trends and data on the Millennial Workforce
  • Generational Differences in Career Aspirations and goals
  • Tips and tools for developing your Millennial talent

HR metrics is a critical tool for organizations

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To ensure compliance with the requirements that governmental and regulatory expect from them, employers must create, maintain, and demonstrate procedures and activities that are in compliance with the laws. Employers are also under pressure from investors, lending institutions, and third party administrators to ensure that resources are properly used and that results are properly reported.

To ensure these, employers need metrics and measurements that are strategic, operational, and transactional. These metrics should help them identify monetary and non-monetary risks and help them manage revenue generation, productivity, labor costs, and profitability.

Understand the nuances of HR metrics

A detailed understanding of HR metrics will help organizations achieve these business aims. To help them do this, TrainHR, a very popular provider of professional trainings for the HR industry, is organizing a webinar. Ronald Adler, who is the president-CEO of Laurdan Associates, Inc., will be the speaker at this webinar. To enroll for this very important aspect of assessing employee abilities, please log on to http://bit.ly/2f6XSHt . 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).

HR metrics should be all encompassing

These metrics should be developed not exclusively from the HR’s perspective, but from the entire organization’s. They should be equitably distributed between the HR and the C-suite, other departments, and line managers. They should contribute to informed decision-making by taking the input of stakeholders into consideration. So, HR metrics should be predictive and action oriented. HR metrics should focus on outcomes rather than numbers.

Most important of all, HR metrics should be measurable, because as is known in business, what cannot be measured cannot be managed. This measurability is a critical component of the HR auditing process.

HR metrics should serve a number of purposes, such as:

  • Helping in evaluating the value and contribution of the organization’s human capital;
  • Focusing the organization’s attention on how human capital helps it achieve its business objectives;
  • Helping the organization measure and assess human capital management and employment practices liability related risks;
  • Helping the organization assess individual and organizational performance.

Selection of the right metrics is all important

How an organization selects and uses HR metrics specific to it is an indication of how well HR understands the organization’s needs and the metrics’ ability to deliver. HR metrics should assist an organization identify weaknesses and failures in its human resource management and employment practices compliance activities. The selection or omission of the appropriate HR metrics is an indicator of the organization’s ability to judge what is best suited to it.

The most important outcome of putting the right HR metrics in place is that it should lead to a proper assessment of the organization’s performance and should provide it with the inputs needed to evaluate human capital outcomes.

This webinar will show to employers how they need to put metrics in place to measure the employment brand and organizations’ ability to attract and retain top performers and ways to measure legal and statutory non-compliance. It will discuss the use of HR metrics in helping organizations assess these risks, and discusses the use of HR related Key Compliance Indicators (KCIs) that can be used as an element of a continuous audit process that provides assurance of compliance.

Dealing with difficult people is quite an art

Difficult people are, well, difficult, aren’t they? These are what make them so: Their number in an organization could be low, but the impact of their negativity is disproportionately high to their small number. Their behavior is erratic and difficult to cope with, but it affects all the people they come into contact with.

In organizations, their baleful influence frustrates and demoralizes other people and results in absenteeism of other employees and loss of productivity. As a result, the company loses its customers, and with them, its business.

Learning to deal with them

Despite all this, difficult people are a fact of life in the corporate world. They are just everywhere. They cannot be avoided; they can only be handled, not even controlled. The ways of doing so will be the learning that TrainHR, a highly popular provider of professional trainings for the human resources industry, will be organizing.

Valerie Pelan, who has been consulting and providing Executive coaching for over 10 years as President of Integrated Focus, will be the speaker at this highly interactive session. To enroll for this very useful and educative webinar, just visit http://bit.ly/2dHXDNn . 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).

Action steps and processes

At this session, Valerie will offer action steps and processes that work when it comes to dealing with difficult people. She will explain the ways of putting the following action steps into action:

  • Analyze the situation
    • When and how did it start – what happened?
  • Analyze your reaction – what do you have control over
    • What makes it difficult for you?
    • What is the problem from your perspective?
  • Strategies and steps to manage and handle the situation

This session will be highly valuable for those who need to deal with difficult people on a day-to-day basis, such as HR Managers, Supervisors, Senior Management, Sales and Marketing, Leadership, Employee Relationship Manager, and Staffing Manager.

Valerie will cover the following areas at this session:

  • 4 Different Communication Styles
  • Adapt your communication to the one of the other styles
  • Identify the Types of Difficult People
  • Common Mistakes
  • Ways to be Manage “difficult” people
  • 4 Steps When You Communicate Difficult People
  • Book Recommendations

Getting the Millennials to understanding a safety program

 

images-1The Millennials, those born roughly between 1980 and 2000, will be the next generation that will make up the US workforce. What differentiates this generation from the previous ones is that they were born at around the same time that IT, which has changed our lives in the most dramatic of ways, began to evolve. Being of this generation, they come with a few distinct characteristics:

  • They are more gadget and social media friendly
  • Their work life is expected to be more inclusive
  • They accept diversity with greater ease
  • Their work is almost totally paperless and cyber based.

Since this is the first line of employees that have inherited technology to the extent that they are almost congenitally bound to each other; HR in any organization that hires the Millennials has to be aware of their traits if they have to make the most out of their abilities.

A webinar that is being organized by TrainHR, a very popular provider of professional trainings for the human resources industry, will offer valuable tips on how organizations can derive the most out of the Millennials. Jim Zalud, a language expert who has conducted seminars for business and law enforcement personnel for the past three decades, will be the speaker at this interesting webinar.

To enroll for this webinar, just visit http://bit.ly/2f3XV78 . This course 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).

Understanding how to understand the Millennials better

Jim will help participants of this webinar ascertain the events that helped shape the current perception of Millennials. He will illuminate the values that are dear to the Millennials, describe the ways in which the Millennials differ from those of the previous generations, help them identify management techniques with which to get better results from Millennials, and finally, explain what steps managements need to take to build a good relationship with the Millennials.

Jim will cover the following areas during this webinar:

  • How Millennials got to where they are today.
  • Know what Millennials trust, and don’t trust.
  • Learn what Millennials value most.
  • Learn why a Millennial is in conflict with religion.
  • Know how to get a Millennial’s attention.
  • Learn the proxemics that makes a productive workplace.
  • Learn what will secure rapport with a Millennial.
  • Learn about the Apps, Platforms, and Mobile Devices that that interest, and present, the information of their lives.

 

Job rotation is a potential panacea for many ills in an organization

One of the mechanisms by which an organization can augment employee engagement and customer retention, close gaps in their operations and facilitate creation of a more diverse workforce is job rotation.

The most important purpose that job rotation serves is that it will help the organization’s management identify talents at all levels of the employee hierarchy. It is only when employees at the lower tier are given alternative roles and responsibilities that the organization understands what each of them does best.

If this is pursued fully and properly and taken to its logical end; job rotation can become a highly effective tool for identifying leadership, as well as pave the way for putting a very solid succession plan in place. It will help the organization understand where the talent is, and will help to breed and develop it and use it to further both the employees’ and the organization’s objectives. It is more effective than focusing fully on promotion as a means for leadership development.

Keeps employee interest in their job high

Another important thing that job rotation does is that it helps kill monotony among employees. It also equips them for more variety and challenges at work. All the benefits that job rotation brings to an organization, plus the ways of doing it are the content of a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry.

Megan Little, a Senior Consultant at Integral Talent Systems Inc., will be the speaker at this webinar. To enroll, please visit http://bit.ly/2eMsnxr . 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).

A perfect tool for employee engagement

At this webinar, Megan will explain the benefits an organization gains by implementing an effective job rotation program. She will make them understand the ways by which a job rotation program can help the organization grow into a productive one in which the employees are highly motivated and engaged and be effective at initiating and accomplishing its business goals. This learning is highly valuable and important for personnel at various positions, such as HR Professionals, Senior Managers, Business Owners and Consultants.

Megan will cover the following areas in this webinar:

  • The Business Case
  • How job rotation and cross training link to career development and succession planning
  • A step by step checklist for implementing a job rotation strategy in your organization (Includes how to free up time and best practices)
  • Your questions

If meetings are not handled properly, they end up being a big resource drain

Meetings, far from being the core part of a business; are a waste of time. So believe two thirds of executives. If meetings do not serve their purpose, why hold them at all? Why not devise methods by which meetings can be productive, meaningful, purposeful and exciting?

The ways of doing this and illustrating how the team can connect, engage and create ownership for a project effectively will be the content of a webinar that is being organized by TrainHR, a very popular provider of professional trainings for the human resources industry.

Penny Zenker, who has created the P10 Productivity Accelerator System that is focused around the 10 Core Drivers of work success and is a strategic business coach and trainer who helps organizations and entrepreneurs boost productivity, will be the speaker. To discover ways of boosting productivity from meetings and making them the effective tool to communication and planning, which they are supposed to be, please log on to http://bit.ly/2ef8HUP

Make meetings more effective

Since such a high proportion of executives feel so strongly against the purposes served by meetings; it is important to take a closer look at this whole idea of meetings. Participants at this webinar will be able to significantly increase focus and productivity, improve team communication, be able to attain their goals more quickly and efficiently, work more closely and effectively as a team, and finally, dramatically increase engagement and ownership from the team.

This session will be of immense value to a range of professionals such as CEO’s, Professional Directors, Managers, Consultants, Department Heads, and Supervisors.

Penny will cover the following areas at this webinar:

  • Rules and Boundaries create more effective meetings
  • Identify and re-evaluate meetings based on 4 meeting types
  • Managing unwanted meeting behavior
  • Roles and Responsibilities
  • Accountability measures