hr training, Human Resources Training

Learning to Manage Time is Crucial for Managers

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This is a factor, which, when handled optimally, makes us become highly efficient and effective at whatever we do. On the other hand, when managed badly, it can drive us crazy. This is the crucial element of Time. We all know that everyone on earth has the same duration of time. Yet, some people seem to have a lot of it, while others seem to be short of all the time. The issue is not time itself, but the way in which it is managed.

Managing time is a skill that is needed for everyone, but more so for managers, who have many things and items to take care of. Even with all the support of people and systems and technologies; time management is a talent and skill that is essential for achieving goals. When goals are not achieved within their timeframe, there is no purpose of having them at all.

Knowing how to leverage is the essence of time management

Time management is about accomplishing set goals and targets within the allocated timeframe. It is about allocating the right resources in the right measure towards doing this. It is about how a manager leverages limited resources to accomplish set goals. Time management is about doing this consistently and making the time available to everyone as productive as one can make. Managers who fail to do this fail the organization. If the employees end up taking more time than is necessary for achieving goals; it is a loser, because the competition can do better at this, with the same amount of time at its disposal.

Time management can be learnt

The finer aspects of time management need to be inculcated if the employees and the organizations have to achieve what they set out to. The ways of doing this will be the learning a webinar from TrainHR, a renowned provider of professional trainings for the HR industry. Nancy D Butler, who is the owner of “Above All Else, Success in Life and Business” business coach and continuing education instructor 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). Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

Want to learn how to make the most of time, so that it benefits you and your organization? Then, please register for this webinar by visiting TrainHR.

Nancy will put participants of this webinar on the path to take better control of their time and enable them to accomplish the things that are most important and better plan for how the rest will get done. It will help them to determine an appropriate balance between their business and personal life.

Nancy will the participants of this webinar an idea of what to do so that they do not feel they are short of time. Participants will no longer feel they are doing all their tasks all alone, that too much time is being taken away by unimportant tasks, or are facing too many interruptions in their work. She will show how they can be in greater control of their time and work.

She will cover eh following areas at this webinar:

  • Overview of different time management systems that can help you manage your time better
  • We will go deeper on one time management system including:
    • Your time wasters
    • Breaking your week into different “types of days”
    • How to allocate each “type of day”
    • What is a model week?
    • Can a model week work for you?
    • A sample model week
  • Other time management tips and tricks to keep you on track and be more efficient and effective
  • And, so much more.

 

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hiring, Human Resources Training

HR needs to Hone the Art of On boarding New Hires

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Onboarding new hires is the most important steps that HR takes in welcoming new employees into the organization. It goes beyond induction and orientation. The onboarding of an employee starts with the induction of the new hires. All that the employees need for getting their head into the organization is part of onboarding. Acclimatization and acculturation are the most important elements of the onboarding process.

Onboarding is not a single event. It is a phase in which the employee gets familiarized with all the aspects of the organization, such as the business, the people, and the environment, and the most important element of onboarding: understanding the organizational culture. In this sense, onboarding goes beyond just paperwork and documentation.

A series of steps and measures

Joining formalities are only a part of onboarding. The main intention and purpose of onboarding concerns connecting the new talent to the organization. This work assumes greater significance for organizations when they onboard important personnel such as leaders. There is a huge difference between hiring leaders and hiring regular employees. Obviously, there is a lot of expectation from decision makers. These leaders are expected to do something out of the ordinary.

A measure of the effectiveness of the onboarding process is how quickly the new hire adapts herself to the organization. The greater the delay in this exercise, the lower the ability of the new hire to deliver. If HR succeeds in the onboarding process; the organization makes the best use of this precious talent.

Motivation is the key

Vendor-Onboarding

In using onboarding as a key tool for absorbing and assimilating the new hire; HR has to do everything in its capacity to ensure that the initial excitement that the new hire experiences upon joining a new organization is sustained and does not fade anytime soon. If HR is unable to help the new hire keep the motivation up by raising their levels and challenging their abilities; it faces the prospect of sending the organization to any of these:

  • One in three new hires looks to quit the organization in only six months of joining, if the onboarding does not convince her of her prospects in the new organization;
  • At least a third of the executive new hires fail to reach their targets in the first two years of joining
  • Ineffective onboarding will be a major contributor to organizations losing two out of three talents in only four years at the present annual turnover rate of 10-15%

A study done by The Aberdeen Group offers hope that these trends can be reversed if the organization adapts the right hiring processes. Organizations that get their onboarding right can retain well over a healthy two thirds of their new leadership talent.

The connecting point

Experience has shown that it is not so much familiarity with the processes and tools that help engender a strong bond between the new hire and the organization as a strong sense of emotional connection with the new hires.

This is a more effective connecting point between the organization and the new hire, and is a far more authentic indicator of the success of the onboarding process than anything else. It is this strong, yet intangible connection is the crucial driving force for aligning the organization’s culture to the new hire, especially, a leader.

Getting the connecting point right

The ways of creating and nurturing this vital connecting point, on which the success or failure of onboarding rests, will be taught at a webinar that TrainHR, a leading provider of professional trainings for the HR industry, is organizing. The speaker at this webinar, Marcia Zidle, who is CEO of Leaders at All Levels and a board certified executive coach based in Dallas, Texas, will explain how to make this happen. Want to make your onboarding process a success and optimize leadership talent in your organization? Then, please enroll for this webinar by visiting TrainHR 

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

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 talent of retaining and nurturing talent

The steps and decisions that HR can take to make onboarding effective will be explained at this webinar. She will cover the following areas at this webinar:

  • 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.

 

 

 

hr best practices, Human Resources Training

Establishing the Mentor-Mentee Relationship is Crucial for Organizations

Business Team Meeting Strategy Marketing Cafe Concept

One of the important relationships that define an organization’s destiny is the one between the mentor and mentee. When handled properly, it is a highly effective means of delegating, increasing productivity, raising the organization’s profile, and for accomplishing a number of business goals.

The way an organization charts its mentor-mentee relationship is largely subjective and individual. It is difficult to lay down strict rules for this kind of relationship. Yet, if there is no clarity on how the organization creates and nurtures its mentor-mentee relationship, it could end up making this an exercise in futility, leading to no tangible results. No benefits will be derived by the organization if this mentor-mentee relationship is undefined and unclear.

The actual method of putting a mentor-mentee relationship rests with the organization based on its own dynamics consisting of its business, culture and outlook. It is specific and unique to each organization. The identification of this factor lies at the root of a successful mentor-mentee relationship.

Organizations have to first understand the need for putting a mentor-mentee relationship in place. They need to understand the factors that facilitate a successful mentor-mentee relationship program. Organizations that identify and plan to develop and adapt an effective and painless succession transition should realize the indispensability of putting a proper mentor-mentee relationship in place.

Despite the uniqueness attached to each organization; there are a few general principles on which the mentor-mentee relationship should be built:

  • Trust is the foundation of the mentor-mentee relationship. The recognition and appreciation of each’s roles and responsibilities should be the cornerstone of a positive mentor-mentee relationship
  • While the mentor guides, the mentee should drive the relationship
  • There should be thorough sync between the mentor and mentee when it comes to the perception of business goals and strategy
  • The mentor-mentee relationship should be characterized by honest and open communication between each other.

Putting an effective mentor-mentee relationship program in place

A webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry, will explain how can organizations can be effective in adapting and implementing a successful mentor-mentee relationship. 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 TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

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).

Imparting the insights for developing a good mentor-mentee relationship program

The speaker at this session 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 assigned (or if they should)
  • Identifying who should become mentors and why
  • Tools and Tips for:
  • Mentorship conversations
  • Maintaining the relationship
hr best practices, Human Resources Training

Documentation of Employee Discussions is all Important

Contract

As with law, the dictum for management is this: What is not documented does not exist. One can look back at the age-old Latin adage to this effect –Verba Volant, Scripta Manent, meaning “what is said flies, what is written stays”. This just about summarizes the need for documentation in organizations.

Documentation is at the heart of organizations, because when employees take an organization to court for some strong reason such as termination -and there is no dearth of such lawsuits -documentation is the decider in most cases. Documentation of employee conversations is a major tool of evidence for law courts. This is the clincher in many high profile and low profile cases.

Deciding factor in litigations

Documentation can win or lose lawsuits, depending on which side of the fence the management is. There are cases where organizations have had to shell out millions of dollars either because documentation was present, or it was not.

Yet, the need for documentation is paramount, because it is the most crucial tool that stand scrutiny in court cases. It is what attorneys and judges look for more than anything else. As seen in the beginning, any event that lacks evidence is as good as a nonevent.

It is a habit that needs to be drilled into employees, but is admittedly difficult to inculcate in the employee mind-set. Not only do employees need to be taught to document; they also need to made to understand what needs to be documented, and how.

Get to learn the nitty-gritty of employee conversation documentation

The intricacies and the minute parts of documenting employee conversations 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, Michael D. Haberman, a consultant, speaker, writer and teacher and co-founder of Omega HR Solutions, Inc. a consulting and services company offering complete human resources solutions; will be the speaker.

Want to understand the importance of documenting employee discussions and conversations and grasp best practices for employee documentation? Then, please register for this webinar by visiting TrainHR.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

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).

Learning about all the important areas of documentation

At this very crucial learning session, Michael will offer learning on how employees will be better able to defend the organization from loses that incur from poor documentation practices.

He will cover the following areas at this webinar:

  • 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

Any personnel that deals with employees in one or another way, such as Office Managers, HR Managers, Supervisors and Business Owners will benefit immensely from this learning session.

hr best practices, hr management training, hr policies, Human Resources Training, leadership and management

Habits can Build a Dream, Elite Team

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The ultimate aim of an organization has to be to build a dream team that can synchronize, coordinate and communicate with the confidence and aplomb of elite SEAL teams of the US navy, which are known for these qualities. This certainly is not wishful thinking. Corporate teams that go on to become this can indeed be built.

It takes time, effort, practice and perseverance to do it. Elite teams are a dream objective of any organization, but building and achieving such a team is by no means a dream. With all the qualities mentioned above, it is possible to mold a team to elite levels. It takes time, repetition and expert coaching and execution to do so.

Elite at all levels

An organization that does this is an elite employer, because the employer who coaches a team to such levels finds the task of having built such a team for the organization extremely rewarding and satisfying. Coaches and motivational gurus find nothing more valuable gratifying than in building another person by giving that person sincere, caring, thoughtful and accountable one on one time.

On the other hand, the team or individual that is raised to that level by persistent coaching feels that the effort has been worth the while, because the effort has helped the employee raise the bar of performance.

The result is that the organization is a valued one, which everyone likes to be a part of. It becomes known for its ability to leverage the talent of its employees through effective coaching and make them better professionals and employees.

Learn the ways of building an elite team

The ways of doing this important exercise of building elite teams 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, David Rohlander, author of Amazon-bestselling book, The CEO Code and Idiot’s Guides: Management Skills, published by Alpha Books/Penguin in November 2014, will be the speaker.

In order to gain the benefit of this valuable learning session, please visit TrainHR

to enroll for this webinar and start implementing this important learning into your organization so that it has elite teams in its ranks.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

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).

Contents of the learning session

Building and nurturing an elite team is a kind of step-by-step process that builds over time. It requires proper focus and channelization of talents and energies. It starts with inculcating a valuable and useful habit that will transform every person the coach directly works with. David will show how this can be done.

In time this habit will pervade the whole organization. As a result, communication will improve, and each member of the team will define the clarity of purpose. This will lead to dynamic results that will translate to an improved bottom line. The skills necessary for building and using this habit will be demonstrated at this webinar.

Breaking down the elements for effective implementation

This learning will lead participants to gradually enhance their ability and impact by constant practice. Since quality communication skills are a prerequisite for effective team building, David will break down each element to smaller pieces so the team is able to quickly implement this learning.

The habit that David will bring about among the participants is already being used by successful companies and has differentiated them from their competition. Participants of this webinar too, will have the chance to learn this habit and become unique in their settings, be it their industry or peer group. This will equip them with the ability to stay ahead of any kind of competition. It is all about the power of unlocking the potential of the organization’s people.

David will cover the following areas at this webinar:

  • Deliberate and Planned Appointment Setting, one on one
  • Having an Agenda that Matters
  • Exhibiting and Practicing TRUER Communication
  • The Art of Asking Questions
  • Reading Between the Lines and Hearing what’s not being said
  • Record Keeping, Responsibility, Accountability and Initiative
  • Feedback, 360s and Performance Metrics, Charts & Graphs
  • Organizational Culture, Values and the big Picture
  • Measuring Results and Training the Trainer
  • Let’s look at how to Form a habit. Why bother?

This webinar will be of very high value to anyone who wants to become part of or build an elite team, such as CEO, Vice President, President, Manager, Supervisor, and any high potential employee who is interested in self-improvement.

hr best practices, Human Resources Training

Getting the Elements of Pre-Employment Testing Right

Answers To The Test

Pre-employment testing is an important and integral testing in the process of hiring the right candidate. It is aimed at gauging the potential or proven abilities of a candidate who the organization has zeroed in on, in relation to specific abilities and faculties. Pre-employment testing is basically the method of screening the candidate for a number of selection parameters such as:

  • Aptitude
  • Positive thinking
  • Emotional intelligence
  • Cognitive abilities
  • Drive
  • Communication ability
  • Skills needed for carrying out the work
  • Sensory and motor abilities
  • Drug testing.

Important aspects of pre-employment testing

Two important aspects stand out in the matter of pre-employment testing. One, pre-employment testing has to be done in a legally compliant manner. If companies overstep the legal confines of pre-employment testing; they can be taken to court by the person or persons whose pre-employment testing was done.

Second, pre-employment testing has to be very effective and professional. It has to set out its goals very clearly and meet them. Done properly, it is a great means to selecting the right fit. If this process falters, it fails to give the expected result. When pre-employment testing fails to deliver –which is almost invariably because it was not carried out properly –the result is a bad hire, which could lead to negative financial results for the company, push up the cost of hiring, and lead to waste of valuable resources.

Getting pre-employment testing is crucial to get the right fit

Given the importance of hiring the right resources in today’s situation of extremely high competition in all businesses and the criticality of talent to organizations; getting the elements of pre-employment testing is crucial. If organizations fail at this very important step, they pay a heavy price not only in terms of not getting the right fit, but also in terms of having to face legal challenges.

How do organizations get their pre-employment testing right? What are the steps they need to take? What are the criteria they need to apply for their pre-employment testing practices?

A complete learning session on how to carry out pre-employment testing effectively

All these will be the content of a very valuable webinar from TrainHR, a leading provider of professional trainings for the human resources industry. Harold P Brull, a licensed psychologist who has taught industrial/organizational psychology at the undergraduate and graduate levels for 17 years, has served as President of the International Personnel Assessment Council, and is the recipient of the Stephen E. Bemis Memorial Award and the Clyde J. Linley Exemplary Service Award, will be the speaker at this webinar.

In order to gain value and benefit of Harold’s vast and varied experience; please register for this webinar by visiting TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

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).

Finessing the edges

The aim of this session on pre-employment testing is to provide practical guidance in adding testing as an important tool in the toolkit of assessment approaches, allowing the hiring organization to make more accurate, informed decisions while minimizing potential negative outcomes.

As a session that will add immense learning value to personnel connected with the hiring, such as HR Generalists, HR Managers, Line Managers involved in Hiring, Attorneys and business owners; this webinar will cover the following areas:

  • The structure of competence
  • How people differ
  • How to analyze a job’s requirements
  • Categories of assessment tools
  • The objective-subjective continuum
  • Understanding the concept of validity
  • Types of tests and what they measure
  • How personality impacts job performance
  • How to choose tests and vendors
  • How to stay out of trouble.

 

Human Resources Training

Understanding and Ways of Dealing with Identity Theft — trainhrtraining

WilliWash

workplace fraud awareness -Identity theft is a serious area of cybercrime. In simple terms, identity theft, as the term suggests, is committed when a cyber thief impersonates a person’s identity and obtains important personal information such as Social Security Number, health records or debit or credit card details, and opens a financial account or starts spending using the victim’s information.

via Understanding and Ways of Dealing with Identity Theft — trainhrtraining

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