Human Resources Training

Wage & Hour mistakes can prove extremely expensive

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Wage and Hour calculations are sometimes tricky, but that is no excuse for making mistakes. Wage and Hour mistakes can be extremely expensive for organizations. In 2015, the US Department of Labor (DoL) collected close to a quarter of a billion dollars in back wages for nearly a quarter of a million employees whose pay did not comply with the requirements of the Fair Labor Standards Act (FLSA). Just a misclassification of independent contractors resulted in a seven-figure settlement recently.

Equally surprising are these facts: The number of FLSA-related lawsuits filed in federal courts went up by over 250 percent in 10 years. In 2014, monetary awards for Wage and Hour lawsuits averaged over $ five million.

Enacted in 1938, the FLSA continues to be the US law for determining wages. Although promulgated in a different era; the FLSA has undergone changes over time and is now powerful enough to impose embarrassingly high penalties on companies.

Complete understanding of the FLSA’s Wage and Hour provisions is essential

All these facts point to the need for a complete understanding of the FLSA. This is the only means to avoiding falling into the DoL’s net, as most Wage and Hour mistakes are a result of not understanding the provisions of the Wage and Hour legislation in thorough detail.

A few common mistakes do happen even to companies that think they are diligent in their understanding and implementation of Wage and Hour provisions. It is to dispel misconceptions such as this that TrainHR, a leading provider of professional trainings for the human resources industry, will be organizing a webinar.

Grasp of top five Wage and Hour mistakes

Michael D. Haberman, co-founder of Omega HR Solutions, Inc. a consulting and services company that offers complete human resources solutions, and a consultant, speaker, writer and teacher, will be the speaker at this webinar.

In order to get a thorough understanding of the five common Wage and Hour mistakes and to avoid the possibility of attracting penal actions from the DoL, please enroll for this webinar by visiting  http://www.trainhr.com/control/w_product/~product_id=701619?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).

Attention to detail is at the heart of implementing Wage and Hour provisions

At this session, Michael will draw participants’ attention to the top five Wage & Hour mistakes. Paying or not paying attention to detail is often the difference between getting Wage and Hour calculations right and ending up paying penalties. It is to such issues that Michael will draw attention during this webinar. He will emphasize the imperative for getting trained to give greater attention to detail, especially in small companies, which are also now under tighter scrutiny from the DoL.

This session will be highly beneficial for professionals who deal with Wage and Hour, such as HR managers, Office managers, HR administrators, Managers, Supervisors, and Accountants and Controllers with HR responsibility.

At this webinar on Wage and Hour, the speaker will cover the following areas:

  • Misclassifying non-exempt employees as exempt
  • Not tracking time properly
  • Not paying overtime as required
  • Not paying supplemental time correctly (break time, travel time, etc.)
  • Improperly classifying employees as independent contractors.

http://www.ibmadison.com/Blogger/The-Bottom-Line-By-Associated/December-2014/Top-10-wage-and-hour-mistakes-employers-make/

https://www.littler.com/top-ten-wage-hour-mistakes

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Human Resources Training

Achieving new peak performance with the Coherent Performance model

 

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We have heard of sportsmen and musicians being in their “zone” every now and then. This is when their creative energies are at their peak. This is when they perform to such levels that it exceeds their own expectations or capabilities. In other words, this is the peak performance.

How does one reach this zone? Is it possible only for the people with special talent, or is it something you and I too can achieve? Is it a process or a kind of creative paroxysm?

The HeartMath Center finding

A research and training center near Silicon Valley, called HeartMath, has developed a model of tools and technology with which people at any level of their respective organizations can transition to a higher level of success, performance, and well-being.

Developed with valuable inputs in the form of work that is tried and polished through the Stanford Business School, this is a program using whose key principles and scientific research one can augment one’s poise, inner strength, buoyancy, and overall performance. That this model is helpful in inculcating the many critical skills needed to be resilient in the face of rapid change and uncertainty is something even experts agree upon.

A webinar from TrainHR, a leading provider of professional trainings for the human resources industry, will organize a webinar at which the idea of peak performance and the ways of evoking one’s inner strengths to get there will be explained. Bruce Cryer, who is Global Director, HeartMath HealthCare, founding director of HeartMathUK and HeartMath South Africa, and co-founder of What Makes Your Heart Sing, will be the speaker at this webinar.

To gain a thorough understanding of the concept of peak performance and derive its benefits for your organization, please register for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701608?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).

The Coherent Performance model

A prime highlight of this presentation is the Coherent Performance model of peak performance. A very interesting aspect of the Coherent Performance model is the role of the heart in it.  The HeartMath training center has demonstrated this. Equally importantly, it showed how order, stability and harmony among the various elements of the human system can result in a state by which it is possible for not just the accomplished or the highly motivated people, but common people as well, to reach their peak performance. The Coherent Performance model establishes a scientific basis for applying these principles for attaining peak performance.

This state of the mind, known as coherence, is a result of positive emotions that are induced by the mind.  Compassion, inspiration and appreciation, as opposed to negative feelings like anger, anxiety and fear, combine to take people to that state of coherence. These are the same feelings that contribute to the person’s attainment of the state of peak performance.

Everything that goes into conditioning the mind for peak performance

Peak performance, or being in the zone, is something that can be attained by following the principles set out in the Coherent Performance model. This webinar will explore how to understand peak performance using the Coherent Performance model. It will show how to develop the elasticity, robustness, nimbleness and adaptability needed for developing this state of mind.

There are bountiful benefits that flow out of reaching this state of mind. We perform at our optimal levels at work, which is the prime factor for a good professional and personal life. We are at heightened levels of energy, capability and motivation as a result of being in this state of mind.

In the course of showing how the Coherent Performance model can be adapted to reach peak performance; Bruce will cover the following areas at this webinar:

  • Peak Performance model
  • Scientific basis for Coherence in neuroscience, neuroplasticity, and heart physiology
  • The relationship between Peak Performance and Coherence
  • Social and professional applications
  • Case studies from business and military.
Human Resources Training

Onboarding is a crucial exercise for HR

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Onboarding is far from being a handshaking, introductory session in which pleasantries are exchanged. Introduction and paperwork are a very small part of onboarding. Onboarding goes beyond this. It is the process in which the new hires are acclimatized to the new organization, its people, its environment and its culture, apart of course, from its business.

Why is onboarding critical?

Onboarding is extremely important because this is the act that actually connects the new talent to the organization. This is all the more so when the onboarding program is for important positions such as leaders. Leaders and even executives are hired to bring something new to the organization. They are not the usual hires. They are expected to put their talents to use to help the organization take the growth path.

Immediately after recruitment, there is some initial excitement for the new hires. This is the same feeling that one gets whenever something new is tried. It tends to wear out over time. Alas, this feeling is stronger in the case of a new job. If the onboarding is not properly done, new hires start feeling a sense of déjà vu and are likely to lose their motivation in the new organization quickly.

Consider the following points to understand why onboarding is very important in retaining new hires:

  • A third of new hires look for new jobs in the first six months of having joined new companies;
  • A third of newly hired employees in the executive cadre fail to meet their targets in the first two years of joining a new organization;
  • At the current high rate of turnover –anywhere between a seventh and a tenth –companies are likely to lose about two thirds of their new talent ever four years.

A webinar from TrainHR, a leading provider of professional trainings for the HR industry, will offer thorough insights into the onboarding exercise. At this webinar, Marcia Zidle, who is CEO of Leaders At All Levels and a board certified executive coach based in Dallas Texas; will be the speaker.

To fully understand the ways in which to carry out a proper onboarding process that serves its purpose of helping the organization retain leadership talent, enroll for this webinar by registering at http://www.trainhr.com/control/w_product/~product_id=701601?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).

The emotional connector

Onboarding is that act in which an emotional connection develops between the organization and the new hires.  This is the period in which the new leaders are exposed to the many cultures –micro cultures if you like –that make up the organization. Many organizations have many unwritten rules and ways of work.

The dynamics of the workplace are usually unique to each organization. Different organizations doing the same business could approach their business through different ways. This is the essence of the uniqueness of each organization’s culture. Onboarding is that important process by which all these are aligned to the thinking of the newly hired leader.

Helping to retain talent

The criticality of proper onboarding is best spelt out in a study by Aberdeen Group, which estimates that organizations that carry out onboarding properly are a third more likely to retain leadership talent. The most important use of proper onboarding is that it prevents organizations from spending all its precious resources on the wrong person.

At this webinar, Marcia will show how organizations’ HR can take the right steps and decisions regarding onboarding, which will go a long way in helping the organization retain its leadership talent and help it achieve its onboarding strategy. She will cover the following areas at this session:

  • Learn six mistakes to avoid in your new hire onboarding process
  • Review best practices in executive onboarding accelerating executive success
  • Understand three onboarding approaches to integrate the new hire into their job and organization
  • Review an onboarding 90 day timeline with key tasks and tools to measure goals and milestones
  • Identify the top derailers for the critical stakeholders the manager, the new leader, human resources
  • Learn from focus groups what new leaders consider the top onboarding issues and ways to ensure success.
Human Resources Training

Human resources metrics are a very important tool in measuring efficiency

 

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HR metrics are often overlooked or underrated in many organizations. This is a mistake, because HR metrics are very important in assessing the efficiency of the HR policies, programs and endeavors. At the heart of the idea of HR metrics is that whatever is taken up for assessment or implementation has to be measurable. As in any other area of management, HR too has to go by the idiom that what cannot be measured cannot be managed.

The ability for being quantified or measured is something that gives an indication of how effective HR metrics are, because subjective or personal assessment or evaluation is of little use. Different HR managers could have different perspectives about an HR initiative.

HR metrics encompass all aspects of the organization

So, what is the basis of HR metrics? The basis to drawing up the right HR metrics is to first understand the organization and its business thoroughly. HR metrics have to be framed after completely taking factors such as the business objectives, its strategies, and its imperatives into consideration. The risk and the opportunity the business faces have to also be factored in when creating HR metrics.

The important learning that comes out of this point is that HR metrics are not created in isolation. They are a result of understanding of the various departments. They need to be comprehensive and have to be a product of proper interaction and comprehension of all the aspects of the business. HR metrics have to thus be created solidly and should be well-rounded.

The inputs of all the stakeholders have to be taken into consideration to help HR metrics serve their purpose of fostering decision-making. Another important element of HR metrics is that they should not just be about spelling out of intentions. If no actions come out of these pronouncements and intentions, they will remain only on paper and be of no effective use.

The number of metrics is not important

Yet another point of HR metrics is that it is not important for HR to frame a huge number of HR metrics. HR metrics, since they are more than just a statement of intent, have to be action oriented, leading to fulfillment of goals set out in them. So, it is important for HR to conceptualize and create HR metrics that are practical and achievable. Just creating a huge number of HR metrics with little accountability or ability for accomplishment will be futile.

The important purpose of HR metric is to help understand how human capital in the organization can be channelized and utilized to help the organization reach its goals in relation to the business and hiring practices the organization employs. The way it identifies and prioritizes its HR metrics is an indication of what the organization considers as its most important objectives. HR metrics should be designed in such a way that they lead the organization towards attainment of these objectives. This is the true test of the effectiveness of HR metrics. It should lead to inputs or pointers that help the organization achieve all that it sets out to.

Required to meet regulators’ and investors’ expectations

More than anything else, there is considerable pressure from governments and regulatory bodies on managements to put in place policies that are compliant with the law. Investors and funders also want to be satisfied about how their investment is being utilized to help the organization show results that lead to enhanced ROI. A properly drafted set of HR metrics is a great means to help organization achieve this and convince investors, government and the regulatory authorities of the ability of the organization to meet these goals, as HR metrics are an objective and unbiased set of measures that assess and increase organizational effectiveness.

Good HR metrics can cover all aspects of the organization, including but not limited to monetary and nonmonetary risks, the effectiveness of the ways of generating revenue and increasing productivity, while reducing costs.

Complete understanding of HR metrics

A webinar from TrainHR, a very popular provider of professional trainings for the HR industry, will give an in-depth understanding of HR metrics. Ronald Adler, the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, will be the speaker at this session.

Attendance at this webinar will help participants gain insights into the many aspects of HR metrics. Please register for this session by visiting http://www.trainhr.com/control/w_product/~product_id=701680?wordpress-SEO .

At this webinar, Ronald will cover the following areas:

  • Gain an understanding of key HR metrics
  • Be able to identify and assess the strategic and operational impact of HR metrics
  • Learn the role of metrics in measuring and communicating value
  • Review the basics of using HR metrics in assessing human capital related risks
  • Learn how HR metrics improve strategic and operational decision making.
Human Resources Training

All about strategic planning and execution

 

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Strategic planning, as the term indicates, is the act of planning the organization’s strategy. Strategic planning is planning for the organization’s long run. Taking the steps required towards taking the organization to its strategic objectives is strategic execution. While strategic planning is the visualization part, strategic execution is the implementation aspect of this vision.
Strategic planning and execution are about taking steps to visualize the organization’s goals and objectives and prioritizing them. Strategy and direction have to be defined first in order to understand how the organization has to strategize its business. As a first step, the organization decides on the team that strategizes its business and who will lead it. It embarks on this action by deciding on its priorities and focuses its resources and energies towards meeting these objectives.
Taking employees and stakeholder along is important
An important element of strategic planning and execution is aligning the employees and the stakeholders to this strategy. Unless the management and the employees are on the same page, strategic planning and execution will be disorderly. Outcomes that strategic planning and execution seek to achieve have to be spelt out. The management has to decide how to make it happen.
Developing a document helps
A practical approach is to develop a strategic planning and execution document. Why this is necessary is that having a document to which to refer to in case of any doubt or misgiving helps the team stay on course. In the absence of a well drafted strategic planning and execution document, the whole exercise become fluid and directionless.
Different people can keep adding their opinions and perspectives, making a mess out of the strategic planning and execution endeavor. Shifting goalposts is a serious mistake in strategic planning and execution. Also, if there is something specific that people have to reach, it makes their work more organized and disciplined. The thought of reaching destination is also a great motivator.
Complete the strategic planning and execution with evaluation
It is also important for those in charge of strategic planning and execution to complete it with evaluation. Taking steps to sustain and maintain what is achieved as part of strategic planning and execution is an important finisher of the endeavor.
Everything that it takes to strategize for the organization and how to take steps towards strategic planning and execution will be the learning a highly interesting webinar from TrainHR, a leading provider of professional trainings for the HR industry will be offering.
Chris DeVany, founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development; will be the speaker at this webinar. 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).
To gain thorough insights into how to plan and execute strategy for the organization, please register for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701598?wordpress-seo .
Making learning on strategic planning and execution interesting
Chris will impart important thoughts and insights into strategic planning and execution at this webinar. He will explain some of the proven practices organizations have implemented and met with considerable success. He will explain a wide range of thinking that can be inculcated to make strategic planning and execution successful.
Through breakout sessions, practice exercises and case applications, Chris will help participants gain a wider perspective of strategic planning and execution. As a result of this learning on strategic planning and execution, participants will be able to:
o Identify the benefits of focusing on strategy
o Learn the different ways in which vision can be used in the organization
o Understand how to integrate strategy, objectives, metrics and performance
o Learn the new strategic patterns that are evolving in the business world and develop ideas for their application for their organization
o Discover when to use action plans to implement strategy and when a looser system is required.
Chris will cover the following areas at this webinar:
o How to structure the development of strategy for an organization
o How to ask strategic questions
o How to generate sufficient data and organize it into relevant information for use in developing strategy
o How your organization and the business environment in which it exists interact through strategy formation and implementation
o How resources reinforce strategic direction and influence results
o Positive means of engaging the organization in strategy formation and implementation.
http://www.balancedscorecard.org/Resources/Strategic-Planning-Basics

Human Resources Training

Establishing the mentor-mentee relationship

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The mentor-mentee relationship is a very important one in an organization. In a large way, the mentor-mentee relationship defines and determines the destiny of the organization. Although there are no rules or laws for the mentor-mentee relationship; an organization in which this relationship functions in a haphazard and unstructured manner is not likely to benefit from it.

Some of the general principles on which the mentor-mentee relationship should be built could include the following:

  • It should be based on mutual trust and definition and recognition of each other’s roles and responsibilities
  • The mentor-mentee relationship should be mentor-guided, but mentee-driven
  • There should be alignment of business goals and strategy between the mentor and mentee
  • There should be complete honesty and openness in the communication between the mentor and the mentee.

The mentor-mentee relationship is vital for an organization

Implementing a mentor-mentee relationship is a vital need for organizations that identify and plan to develop and adapt an effective and painless succession transition. The points mentioned above are broad attributes of a mentor-mentee relationship. The way in which these and other related characteristics of this relationship work varies from one organization to another.

Each organization that embarks on a mentor-mentee relationship has to identify the specific dynamics of the organization to understand what it takes to build a successful mentor-mentee relationship. Such an organization has to first get down to understanding the need for putting a mentor-mentee relationship in place. It has to understand the factors that facilitate a successful mentor-mentee relationship program.

Get an understanding of the ways of implementing an effective mentor-mentee relationship program

The effective and proper ways of adapting and implementing a successful mentor-mentee relationship will be taught at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry. At this webinar, Megan Little, who works as a Senior Consultant at Integral Talent Systems Inc., will be the speaker.

To enroll for this learning session and gain the benefit of a mentor-mentee relationship program, register for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701662?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).

Insights for developing a good mentor-mentee relationship program

At this session, Megan will offer insights that will help participants understand the tools and tips necessary for:

  • Establishing the business case for mentorship programs
  • Mentor matching
  • The role of the mentor
  • The role of the mentee, and
  • How to establish a lasting and effective relationship.

She will cover the following areas at this session on mentor-mentee relationship:

  • The Business Case for Mentorship
  • Role Clarification
  • Defining Mentoring
  • Identifying Role of a Mentor vs. Manager for Development at Eisenmann
  • Mentor Matching
  • Deciding how Mentors should get a Assigned (or if they should)
  • Identifying who should Become Mentors and Why
  • Tools and Tips for:
  • Mentorship Conversations
  • Maintaining the Relationship

 

https://www.joe.org/joe/2010december/tt8.php

https://www.forbes.com/sites/quora/2011/08/30/q-what-are-the-most-important-attributes-of-a-successful-mentor-and-protege-relationship/#13e1b2405a9b

Human Resources Training

Dealing with labor and employment laws relating to social networking

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Organizations that deal with labor and employment laws relating to social networking are caught in a “damned if you do, damned if you don’t” bind. As many laws as one can imagine are applicable. Think of any of these:

  • The Financial Industry Regulatory Authority (FINRA)
  • The Federal Trade Commission
  • The Genetic Information Nondiscrimination Act
  • The National Labor Relations Act
  • The Health Insurance and Portability Act.

The provisions of any of these laws can be used to deal with labor and employment laws relating to social networking. And add state security requirements, and many other laws to these, and the bevy of laws to deal with labor and employment laws relating to social networking is well rounded.

Employees are caught in a classic quandary

Yet, there is considerable confusion about what to allow employees to do and what not do when it comes to labor and employment laws relating to social networking laws. Life is difficult for the employer, to put it mildly. Disciplining employees for their comments can open a Pandora’s Box; not doing so does the same.

The focus for dealing with labor and employment laws relating to social networking has now shifted to the courts of late, as they have begun handing judgments in this area. We have been seeing many cases lately, whose decisions have pertained to the social media. These judgments have been specific to the various industries that deal with labor and employment laws relating to social networking.

An understanding of how to deal with these laws and legal issues

How do all these decisions affect organizations that have to deal with labor and employment laws relating to social networking? How does one make sense of these legal issues, and how do these judgments need to be implemented?

How do organizations that need to deal with labor and employment laws relating to social networking take decisions relating to social networking use by their employees in the light of these judgments?

These will form the basis of a learning session that is being organized by TrainHR, a highly popular provider of professional trainings for the areas of human resources. Susan Desmond Fahey, a Principal in the New Orleans, Louisiana, office of Jackson Lewis P.C., will be the speaker at this webinar. Please log on to http://www.trainhr.com/control/w_product/~product_id=701578?wordpress-seo  to register for this webinar.

Human Resource Professionals, Business Owners, Risk Managers and those responsible for compliance with Sarbanes Oxley can gain complete and proper understanding of how labor and employment laws relating to social networking apply to their organization, their impact, and all other related aspects of this subject.

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 clear understanding of dealing with labor and employment laws relating to social networking

Susan will show what policies and actions an organization that comes under labor and employment laws relating to social networking needs to take in order to be in compliance with the laws. She will cover the following areas at this highly interesting and educative session:

  • Identification of social media
  • Why social networking has become the human resource professional’s latest friend.
  • Why social networking has become the human resource professional’s latest enemy.
  • The National Labor Relations Board’s position on disciplining employees for statement made on social networking sites
  • The Financial Industry Regulatory Authority’s position on social networking
  • The Federal Trade Commission’s guidelines regarding businesses using social media for endorsement purposes
  • What GINA says about social networking and obtaining employees’ genetic information
  • When employee statements can violate HIPAA
  • When can a human resource professional use information on social networking sites in conducting background checks
  • What policies you should consider to protect your company from inappropriate comments on social networking sites
  • How to protect your company’s reputation from the disgruntled ex-employee who takes to social networking sites for revenge.