Research and practice need to go hand in hand

Research and practice are two sides of a coin. Most actions result from thoroughly and well carried out research, but somehow, research has largely been confined to being just an academic activity that is carried out for satisfying the professional urges of the researchers. Translating research into practice, however, is very important, because research in itself does not mean much in the real world if what is obtained from it is not implemented. Likewise, many practical, real world products and solutions are the result of sound and in-depth research.

So, combining research and practice is of paramount importance in nearly all areas in which research and practice are carried out. It is not just the area of laboratory science or clinical trials that see research and practice; many other areas and activities involve research, for which putting its results into practice is very important for getting better results.

Education benefits vastly from the merger of research and practice

When implemented in general spheres of education, research and practice play a very important role in augmenting the quality of education. When research and practice go hand in hand, there is also a high rise in educational standards. The benefits of translating research into practice have been pretty pronounced in many areas in which research and practice have worked in tandem.

The importance of the marriage of research and practice will be emphasized during a webinar being organized by TrainHR, a leading provider of professional trainings for the human resources industry. Dr. Feyi Obamehinti, a senior teaching professional with over 20 years of experience in the educational field, will be the speaker at this webinar.

Just visit http://www.trainhr.com/control/w_product/~product_id=701635LIVE/? wordpress-seo   to enroll for this lively and meaningful webinar on the importance and role of research and practice in the field of education. 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 host of areas relating to research and practice

Dr. Obamehinti will cover important areas related to research and practice at this webinar. In this session, she will cover the importance of research in the field of education. She will examine major research done in the past ten years. She will also show how to translate research into practice, offering two examples of research and how those look like in the classroom, and implications of translating research into practice.

This webinar will help participants gain more awareness of the importance of research as a necessary tool to improve education standards. It will give them a deeper insight on how to leverage research outcomes for student achievement. Moving forward, this webinar on research and practice will also help participants gain an understanding of what works in education theories and explain how the fusion of research and practice will help in professional growth. She will also offer updates that are relevant to this discussion on research and practice.

Dr. Obamehinti will cover the following areas during this discussion on research and practice:

  • Welcome/Opening statements
  • Introduction to research and its importance in the field
  • Some major research in the past ten years in the field
  • How to translate research into practice
  • Two examples of research and how that looks like in the classroom
  • Implications of translating research into practice

 

 

Effective meetings are a means to improved performance

 

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Effective meetings become a very critical means to improving the organization’s performance. Meetings are absolutely indispensable as a vehicle for sharing thoughts and conveying important decisions. Is there any organization that does not conduct meetings? Meetings are the most important means to discuss every issue from broad room decisions to the smallest of topics. This is the catch with meetings: When they are organized right, they can throw up wonderful and meaningful outcomes. If not, they can end up being a complete waste of time and sessions at which nothing is achieved.

This is why organizations need to devise ways for conducting effective meetings. Meetings are certainly going to take place for sure, because no organization can be without holding meetings. But the art of making the most of these meetings lies in organizing effective meetings.

Hold effective meetings, or don’t hold meetings at all

If meetings are not effective, they end up being a complete waste of time and result in loss of important resources. If the productive time of important members of the organization is lost on meetings that don’t yield much for the organization, it reflects poorly on the organization’s ability to organize effective meetings. If effective meetings are not held and most meetings end up being less than meaningful; meetings not only become ineffective; they even become the butt of ridicule for the personnel organizing them.

This characteristic about meetings makes it absolutely essential for organizations to understand and learn how to conduct effective meetings. The ways of understanding the essence of effective meetings and knowing how to organize them will be taught at a webinar that is being organized by TrainHR, a highly popular provider of professional trainings for the human resources industry.

At this webinar, David Rohlander, author of the Amazon bestseller, The CEO Code, and Idiot’s Guides: Management Skills, published by Alpha Books/Penguin in November 2014, will offer understanding of how to conduct effective meetings. To gain the most out of this highly educative and entertaining session, register by logging on to http://www.trainhr.com/control/w_product/~product_id=701623LIVE/?wordpress-seo.

The elements of effective meetings

The first step to conducting effective meetings is to decide if the meeting is necessary in the first place. The important people involved in this exercise have to know what compelling need is there for the organization to organize the meeting. A compelling case has to be built for holding the meeting.

Why and who of effective meetings

Unless unavoidable, a meeting should not be conducted, because it is going to kill everyone’s productive time.

The next important element of effective meetings is to decide who will need to make it to the meeting. This question is as important as the earlier one, namely, if the meeting is needed. And then, when the right people have been invited for the meeting, effective meetings happen when the organizers of the meeting decide the agenda and subject matter for the meetings, to ensure that they serve important purposes and are impactful.

Effective meetings are also about accommodating different personalities

Not everyone attending a meeting is expected to carry the same level of understanding or an even temperament. Addressing all these is important to make meetings effective. And, follow-up is another important aspect of effective meetings. It is only when the effects are maximized that one can say with some element of certainty that effective meetings have been conducted.

At this session, David will address all these important points of effective meetings. He will cover the following areas at this webinar:

  • How to plan for a meeting and build an agenda
  • Tricks for staying on the agenda and honoring the time commitments
  • Successful interaction with participants
  • Ensuring clarity, understanding and acceptance
  • Follow up
  • Feedback and how to “Inspect what you expect”

 

Top trends in management accounting

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Top trends in management accounting need to be taken into account by professionals in this area of work. As a field, management accounting has evolved and come a long way in the last few decades. For this reason, professionals in this field need to be aware of the top trends in management accounting if they have to stay ahead of the curve. Disciplines or activities that constitute top trends in management accounting yesterday have become part of standard practice today. Likewise, what people consider as top trends in management accounting could become the same in the future.

First, what is management accounting? In simple terms, management accounting may be described as a discipline in which the professionals who work in it prepare, by deep research, and provide statistical information and reports for business managers. These reports serve as the basis to short and long-term business decisions that have a direct impact on the organization, which is why these inputs are extremely important for a business.

Top trends in management accounting go beyond financial numbers

Being aware of the top trends in management accounting is important for management accounting professionals because management accounting does not confine itself to just financial accounts. It goes beyond that. It takes finance, management, accounting and business techniques, trends and skills to prepare incisive reports, which add real value to any organization. Top trends in management accounting include trends that exist in the methods of doing all these.

So, when management accountants prepare the critical inputs for management, they cover all areas of business, and offer insightful advice to managers on the repercussions of taking crucial decisions, or evolving a business strategy or on the prospects of risk.

What are the top trends in management accounting?

As we just saw, top trends in management accounting are never static. They keep changing with the times. As of now, these are some of the popular top trends in management accounting:

  • Channel and customer profitability reporting
  • Integration of enterprise performance management methods (e.g. strategy maps, balanced scorecard)
  • Driver-based rolling financial forecasts
  • Application of analytics, and
  • Co-existing methods, such as lean accounting.

If accounting professionals have to be successful in being important suppliers of information needed for business growth, they need have mastery of these and other top trends in management accounting. In addition, in order to be successful, accounting managers need to know how to convert costing principles, such as the causality principle, into practical practices with the supporting tools.

A training session to impart familiarity with the top trends in management accounting

The method of imbibing these practices and putting the top trends in management accounting into practice will be the learning a highly educative and valuable webinar from TrainHR, a leading provider of professional trainings for the human resources industry, will be offering.

At this webinar, Gary Cokins, an internationally recognized expert, speaker, and founder of Analytics-Based Performance Management, will be the speaker. In order to gain a complete learning of the ways of understanding and putting the top trends in management accounting into practice, just log on to http://www.trainhr.com/control/w_product/~product_id=701605LIVE/?wordpress-SEO  to register.

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).

It is more than just numbers

At this session, Gary will show how management accounting is all about perceptiveness and interpretation rather than an accumulation of just numbers. He will show how reporting, validating and reporting data are more important than collecting and presenting figures. This session on top trends in management accounting will equip participants the discernment needed for making sense of numbers, charts and diagrams to present crucial information for management in the backdrop of uncertainties, complexities and volatilities in the business environment.

Gary will cover the following areas at this session on the top trends in management accounting:

  • The expansion from product costing to include channel and customer profitability reporting and analysis
  • The integration of managerial accounting with other enterprise and corporate performance management (EPM/CPM) methods (e.g., the balanced scorecard, incentive compensation, risk management, supply chain management)
  • The shift from historical reporting to predictive accounting (e.g., marginal/incremental costing; rolling financial forecasts, performance-based and driver-based budgeting, customer lifetime value [CLV])
  • Imbedding analytics into managerial accounting (e.g., correlation and segmentation analysis, recursive partitioning with decision trees)
  • Acceptance of two or more co-existing managerial accounting methods
  • Chargebacks to internal users and service level agreements of information technology (IT) and shared services
  • Recognition of barriers slowing the adoption rate of advanced managerial accounting (e.g., resistance to change, being held accountable, weak leadership) to gain buy-in.

https://debitoor.com/dictionary/management-accounting

http://www.cimaglobal.com/Starting-CIMA/Why-CIMA/what-is-management-accounting/

Documenting Employee Discussions –a very important function for HR

Contract

Documenting employee discussions is a very tricky and at times painful activity for organizations. While it is crucial for HR for a number of reasons, it is a difficult habit for the other employees to imbibe. Documenting employee discussions is important from a legal perspective, because this makes the case strong and defensible.

The old Latin phrase, verba volant, scripta manent is the basis for all legal proceedings around the world. What this phrase means is this: What is uttered flies, while what is written stays. How true this is in the world of law, where everything is based on evidence! In organizations too, this principle is the foundation for deciding on actions against employees and for defending lawsuits that they may bring up against employers for unlawful actions.

Documenting employee discussions is crucial as it provides vital evidence

Documenting employee discussions is the right approach to take in an organization, because it is easy to first of all deny anything that is crucial to a decision about an employee. On top of it, it is easier to interpret and contradict any statement, making a verbal utterance a very weak basis for decision-making for management. When a verbal exchange has taken place between employees and is set to become the reason for a major management decision, using such a fact weakens the case.

On the other hand, documenting employee discussions is a strong basis for organizations whenever a legal proceeding takes place against it. Surely, an organization that bases its case on strong, documented evidence has a much stronger chance at defending itself legally than one that has only verbal or oral utterances as its source for actions.

It is difficult to make the habit of documenting employee discussions grow into employees

However, documenting employee discussions, no matter how important it is for HR and for organizations themselves, is a habit that is difficult to inculcate in employees. Some employees are not serious enough about documenting employee discussions, being unaware of the repercussions of not doing so. Others may simply overlook this activity for a number of reasons.

Employees need to be made aware of the need for documenting employee discussions, because of its importance to the employees themselves in the event of a legal proceeding. The point that documenting employee discussions serves as the basis on which court cases are either won or lost needs to be drilled down into employees. They need to be made to understand that it is employees themselves who stand to gain when they make a habit of documenting employee discussions.

Learn the importance and ways of documenting employee discussions

For its part, HR needs to make employees understand the need for documenting employee discussions and to also help them understand what all need to be documented, and how. The proper ways of documenting employee discussions will be taught at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the HR industry.

At this webinar, Michael D. Haberman, a consultant, speaker, writer and teacher and co-founder of Omega HR Solutions, Inc. a consulting and services company that offers complete human resources solutions, will be the speaker. To gain the full benefit of Michael’s experience in the HR industry and to understand the need and ways of documenting employee discussions, register for this webinar by logging on to

http://www.trainhr.com/control/w_product/~product_id=701617LIVE? wordpress-SEO

At this session, which will provide participants the information needed to be better able to document employee discussions and defend the organization from loses incurred due to poor documentation practices; Michael will cover the following areas:

  • How and why documentation is good
    • Meets the legal requirements of Federal statutes
    • Provides a record of interactions with employees in order to provide better recall of what was said and done
    • Helps knowledge retention. You do not need to have the original parties to have a recollection of the event or conversation
    • Provides the legal documentation needed to defend the company in a lawsuit
  • We will talk about how documentation will get you in trouble
  • What is necessary for good documentation
  • We will talk about what tools can be used

Conflict management is not about chopping heads

 

Conflict management is not about chopping heads. Chopping heads is not a wise option or decision when it comes to conflict management. Many a time, a session in which the parties in a conflict can be made to come together and sit and talk can resolve conflict. Conflict management should not adapt the extreme approaches of either throwing the parties out of the organization or treating them with kid gloves.

It is wrong to say that all conflict is bad at all times. This is simply not so, because conflict between employees or between the employee and the management is a sign that each entity is viewing a situation or problem or business issue differently. This needs more ironing out than heavy handedness. Using more force than is necessary leads the organization away from the goal of conflict management.

Why is conflict management a serious issue?

Nothing illustrates the need for conflict management more than the fact that conflict management is experienced by seven out of eight employees in an organization. Managers spend half their time on conflict management. Imagine the benefit that organizations could derive if this time could be spent on business development or other constructive activities rather than on conflict management.

Nearly half the managers in a Korn Ferry Institute study admitted that conflict management is the toughest skill to learn. Statistics apart, conflict management is imperative for organizations because a conflict that is not resolved rankles in the mind. It leads to further stress in relationships, loss of productive time, and stagnation in one’s career and depression, not to talk of its detrimental effects on the families of those affected by lack of proper conflict management skills.

Different conflict management situations warrant different approaches

Conflict management is an art that managers have to learn for their own and the organization’s good. A uniform and blanket approach will not help, because different conflicts need different handling, as each conflict management situation is unique. Conflict management can be successful only if the manager handling it learns the ability of dealing with people with different attitudes and temperaments.

There is no one, universal method of dealing with conflict management. Applying the same principles all the time to all situations will result in serious losses for the organization, because if conflict management is not successful, there is a lot the organization suffers from.

Learn the art of conflict management from the expert on conflict management

To help professionals across a vast spectrum of industries learn the art of conflict management that is customized to each situation and to help them realize the importance of adapting the right approach based on the particular situation, TrainHR, a leading provider of professional trainings for the human resources industry, will be organizing a webinar.

Loretta Love Huff, a highly acclaimed executive coach, author of books on leadership and creator of Sleep, Leap, Reap: The Bamboo Approach to Bountiful Business Growth, a consulting process that generates new revenue sources and increases profit margins for professional service firms and service-based businesses, will be the speaker at this webinar. To gain the benefit of learning from this well-known coach, please log on to http://www.trainhr.com/control/w_product/~product_id=701655LIVE/?wordpress-SEO .

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).

Loretta will be covering the following areas at this webinar:

  • How to determine which approaches work best in specific situations
  • The best way to resolve an issue and maintain a strong, positive relationship
  • Positive ways to communicate needs and then, get them met
  • The secret weapon for broaching really touchy subjects
  • How to and why you benefit from being more appreciative of diverse points of view
  • How to identify, affirm and then separate emotions from situations to facilitate more rapid resolution
  • How to devise communications that engender cooperation
  • The value of taking responsibility for the resolutions process.

A lot of diligence has to go into writing investigative reports

Close-up picture of hands writing in the business dairy.

When writing investigative reports in an organization, the person in charge has to show utmost diligence. A properly researched, well-articulated investigative report has the power of ridding the organization of a bad employee. On the other hand, if due diligence has not gone into writing investigative reports or if the employee writing the investigative reports is prejudiced or biased, it ends up marring the career prospects of a good employee. Further, badly written investigative reports can give the aggrieved employee the opportunity to proceed legally against the employer, which results in a number of unnecessary and avoidable troubles.

The person writing investigative reports has to show the right attributes while doing so. This is because the investigative report is the final piece of written evidence that the organization is producing to justify its actions, whether punitive or otherwise, against the said employee. This is the document that everyone who matters, right from the immediate manager to the Board member, to a court of law, if the situation arises, is exposed to. This is the crucial piece that serves as the basis for action, which is why following the due process while writing investigative reports becomes all the more important.

Show the findings as they are

Moreover, if the report misses something that actually happened at the investigation, no one is going to come to know about it, because what is not reflected in the report does not exist to the people who use the report as a basis for taking action. So, writing investigative reports in the right manner becomes all the more important.

Understand the proper ways of writing investigative reports

The effective ways of drafting a foolproof investigative report will be imparted at a webinar that TrainHR, a leading provider of professional trainings for the HR industry, will be organizing. This webinar will have Teri Morning, who is President, Teri Morning Enterprises, as speaker.

To understand the ways of constructing the methods and processes for writing investigative reports; enroll for this webinar by visiting  http://bit.ly/2jr4EGH . 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).

This webinar will give participants the ideal way of writing investigative reports. It will cover the following areas:

  • Format of a report
  • What should be included in a report and as importantly – what should not
  • Style for report writing
  • Writing of allegation(s)
  • What to do with evidence
  • What goes in a witness summary in the report and what does not
  • Writing of your final determinations
  • What to do with partially substantiated allegation(s)
  • Why the report summary is written last
  • Tips for proofing and analyze your own final report
  • Report writing mistakes
  • Characteristics of a good report.

Simulations are a powerful hiring technique

 

hiring (1).pngSimulations are a powerful hiring technique for a number of important reasons. Selection of personnel –the right one of course –is a very difficult task for even the most experienced HR professional. When a candidate answers all questions relating to the job convincingly, there is no guarantee that the person has the adaptability to the culture of the new organization. Worse, if the person’s past experience has shown similarity with what is required at the new job, how does that in itself assure that the person will be good at doing a great job in this organization over the next few years?

Reference to past similar experience is one of the tools with which to assess the suitability of a candidate to a job, but it is not foolproof. A more effective and powerful, yet simple tool is simulations. Simulations as a hiring technique are all about getting the candidate to actually perform a piece or sample of the work she will be doing at the organization in the future, if hired.

This is simple logic: Why not give her the actual process that needs to be implemented if the new hire comes in as a process manager? If you want to assess the efficacy that a manager is going to bring in implementing processes; you don’t ask her how successful she has been in writing codes or programs. If you are hiring a plumber, the ideal way of judging his suitability is to show him a leaking pipe and asking him what tools and skills he needs to fix it.

Simulations as a hiring technique test and reinforce the suitability of the candidate in a number of ways

This is the concept of simulations as a hiring technique. Simulations as a hiring technique work by creating the actual work environment in which the candidate will be working in the future in the new organization. This involves not only creating the environment; it also involves assessing the approach the candidate takes to the task. Is she going to panic at the sight of the challenge? Is she going to take a calm and composed approach? Is she going to need some help? All these simulations as a hiring technique make it much easier for an organization to zero in on and eventually hire the right candidate.

Learn the ways of putting simulations as a hiring technique in place

How does one create the framework for simulations as a hiring technique? The ways of doing this and putting a process in place for making simulations succeed as a hiring technique will be the content of a highly rewarding webinar that is being organized by TrainHR, a popular provider of professional trainings for the human resources industry.

At this session, Harold Brull, a licensed psychologist who has taught industrial/organizational psychology at the undergraduate and graduate levels for many years, will be the speaker.  To enroll for this webinar and gain immensely from the expert on hiring, please register by visiting http://www.trainhr.com/control/w_product/~product_id=701589LIVE/~Harold%20P_Brull/~Show_Me_-_Using_Simulations_in_Personnel_Selection_. 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).

A hands-on idea approach to simulations as a hiring technique

At this webinar, Harold will give a hands-on idea of how to implement simulations as a hiring technique. He will explain how the optimal use of simulations as a hiring technique will result in making the hiring process better rounded and more effective. He will show how simulations as a hiring technique will help to choose, construct, administer, and evaluate candidate results.

Harold will cover the following areas in this session on simulations as a hiring technique:

  • The place for simulations in selection
  • The history of simulations
  • The structure of competence
  • Steps in using simulations
  • Types of simulations
  • Simulations by position
  • Examples from manufacturing
  • Managerial assessment
  • Building a more effective in-basket
  • Simulations and job samples
  • Role play simulations.

http://www.brandonhall.com/blogs/using-simulation-to-improve-recruiting-and-selection/

http://www.selectinternational.com/blog/should-you-use-a-job-simulation-in-hiring