Human Resources Training, workplace Harassment

How to Conduct a proper workplace Harassment and Bullying Investigation

bullying_thumb

TrainHR, a leading provider of professional training for the areas of human resources, is organizing a 90-minute webinar on the topic, “How to Conduct an Internal Harassment and Bullying Investigation to Determine Facts and Minimize Liability” on February 18. Dr. Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying and author of over 30 books, book chapters, and journal articles on these and related topics, will be the speaker at this webinar.

Please visit  http://bit.ly/2MmrX2H to enroll for this webinar.

This activity 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).

—————————————————————————————————————

Harassment and bullying are inescapable realities of the workplace. So are workplace discrimination and harassment. They can happen very subtly and very insidiously. When this comes to the notice of the management, an internal harassment and bullying investigation becomes necessary to bring the guilty to book and to ensure that equality in the workplace is established.

The Equal Employment Opportunity Commission (EEOC) has its own set of requirements on how to deal with this issue. To use its own words, it expects the organization to “investigate promptly and thoroughly take immediate and appropriate corrective action by doing whatever is necessary to end the harassment, make the victim whole by restoring lost employment benefits or opportunities, and prevent the misconduct from recurring”. The receipt of a complaint of bullying or harassment is the basis to starting an investigation that is fair and just and addresses both the complainant and the perpetrator objectively.

The investigation is the basis to addressing bullying or harassment by an organization. How do organizations get this right? What are the elements of an internal harassment and bullying investigation? In what manner does the organization address workplace discrimination and harassment and bring about equality in the workplace? All these will be addressed at this webinar.

Discussing workplace discrimination and harassment threadbare

Dr. Strauss will explain the process of an internal harassment and bullying investigation. Participants will learn how to handle workplace discrimination and harassment complaints and conduct the investigation to determine facts. If the organization has to keep its liability at a minimum, it has to employ the right methods by which it analyzes evidences, draws conclusions, writes the formal report outlining the investigation, and takes the necessary corrective actions. All these should be done fairly so that the entire process instills confidence in the employees that there is equality in the workplace.

In this webinar on internal harassment and bullying investigation, which will benefit Human Resources Professionals, HR training Manager, Investigative Officers, Managers, Supervisors, Team Leads, Directors and Department Heads, Dr. Strauss will cover the following areas:

  • To determine if an investigation is necessary
  • To discuss the steps of an investigation
  • To explore the intricacies of interviewing the accuser, accused and witnesses
  • To differentiate between a formal and informal investigative procedures
  • To determine credibility of all interviewees
  • To draw conclusions following an investigation
  • To list necessary elements in writing the formal report outlining the investigation.
Advertisements
Human Resources Training, interview, Interview training

How to ask Probing Questions and Conduct Effective, Efficient Stay Interviews

recruiter-and-interviewee

Fremont, CA: TrainHR, a leading provider of professional training for the human resources industry, is organizing a webinar on the topic, “How to ask Probing Questions and Conduct Effective, Efficient Stay Interviews” on February 13. The speaker at this one-hour learning session is Marcia Zidle, CEO of Leaders At All Levels.

Please visit https://www.trainhr.com/control/w_product/~product_id=702304LIVE/?wordpress-seo to enroll for this webinar.

This activity 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).

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.

—————————————————————————————————————–

Whenever the organization’s HR senses that an employee is planning to leave the company soon, it should not hesitate to talk to the employee about it. This conversation should go beyond the superficial greetings and good wishes and small enquiries. This, however, should be done only after HR gets credible information that an employee, especially a senior or important one, is planning to leave. HR should be open, frank and specific during this one-on-one conversation. This session, called a stay interview, should be done to gauge the employee’s intention.

Depending on how well it is carried out, stay interviews can have the effect of helping the organization retain a key employee. It goes without saying that retaining the talented employee is of utmost importance for the organization, as a recent Harvard Business Review article entitled “How to Keep Your Top Talent” shows: it says that about 25 percent of an organization’s top talent plans to leave within a year of joining.

Since it is very critical for organizations to retain talented people, HR make effort to do so. In consultation with management, it should proffer concrete suggestions and offers for what the organization has in mind to retain the employee.

Probe the reasons

The essence of the stay interview is that it should probe why the employee is planning to leave. HR should come up with a set of questions that should, while being informal, should be standard and structured. It should dig out the reasons for which the employee has made up her mind to quit and should explore all avenues for retaining the employee.

The pay, the work environment, the growth prospects or lack of motivation or employee engagement-any of these could be reasons for which the employee is planning to leave. The stay interview should get to understanding the exact reason. At this webinar, Marcia will explain the ways of eliciting these. The core point of note is that when done properly, the stay interview can be very effective at reversing the employee’s decision to quit since they are personalized, give the employee the opportunity to speak her mind out, bring out concrete remedial actions, and are inexpensive.

She will cover the following areas at this webinar:

  • Identify five key factors that impact an employee’s desire to stay or leave
  • Recognize four possible “triggers” that cause the employee to consider leaving
  • Learn how to ask probing questions and conduct effective, efficient stay interviews
  • Survey a list of eight retention actions to increase employee’s loyalty and commitment
  • Review a sample of stay interview questions and develop your own customized list to ask
  • Discover how to develop stay plans for your employees and manage accountability
  • Develop a simple “how-to-toolkit” that includes who to select, how and when to approach; interview formant and how to handle possible resistance.

————————————————————————————————————–

About the speaker: Marcia Zidle is the CEO of Leaders At All Levels and a board certified executive coach based in Dallas Texas. With over 25 years of management, business consulting and international experience in the areas of business transformation, talent management and leadership development, she provides strategic focus, alignment and guidance to business leaders and their teams to ensure they get on the right track, stay on the right track and not get side-tracked in their drive for higher performance and profitability.

Human Resources Training, workplace conflict resolution

TrainHR to organize 90-minute, HRCI-approved webinar on “What Every HR Professional Should Know about Coaching Toxic Personalities” on January 15, 2019

are-toxic-employees-ruining-your-workplace-640x302

Fremont, CA: TrainHR, a very trustworthy name in the area of human resources training, will offer a webinar on January 15, 2019, on the topic, “What Every HR Professional Should Know about Coaching Toxic Personalities”. This webinar will have Mitchell Kusy, an illustrious HR professional who is currently professor in the PhD. Program, Graduate School of Leadership & Change, Antioch University, as the speaker.

Please visit  https://www.trainhr.com/control/w_product/~product_id=702277LIVE/?wordpress-seo to enroll for this webinar and gain valuable insights into how to handle toxic personalities at the workplace.

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 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).

—————————————————————————————————————

This webinar is completely based on a comprehensive three-year study the expert at this webinar, Dr. Mitchell Kusy, carried out with Dr. Elizabeth Holloway, aimed at analyzing how toxic behaviors in the workplace rob organizations of everyday politeness, making them places that people avoid joining and working in.

This study, which had a sample of more than 400 participants, zeroed in on measurable figures that convincingly proved that when employees make daily courtesy a habit, it leads to an environment in which there is positive change in the organization.

Dr. Kusy will explain the findings of this study in detail at this webinar. He will validate his findings by presenting facts which show what changes could be observed before and after employees adapted this attitude.

How to avoid toxic behaviors?

The core of this webinar is to demonstrate a practical and fresh approach that amalgamates everyday civility with performance management. A salient part of this study is how to avoid narcissistic employees. The speaker will explain how a simple tool such as this can be extremely powerful in bringing about change at almost no cost and yet offer high returns.

One of the strongest negative consequences of having a toxic employee is that other employees would not hesitate to leave the organization if they had a toxic employee in their midst. This is what about half of the respondents in this study said. Toxic employees bring with them a domino effect: they breed more toxicity among their colleagues, which vitiates the entire organization. Dr. Kusy will also offer learning which lead to an understanding of the ways in which toxic behaviors destroy team cultures when implemented at the micro HR level.

Dr. Kusy will explain the following startling facts at this webinar, which the study of which Dr. Kusy was co-author showed:

  • 92% of employees rated the range of severity of toxic work behaviors 7 to 10 on a 10-point scale: How can HR reduce the severity of these behaviors?
  • 94% of employees have work with a toxic person in the past 5 years: What are best practices for HR intervention?
  • 87% reported that team climate worsened: How can HR assess team climate with a simple and innovative assessment tool?
  • 51% of your organization’s top talent is likely to quit because of a toxic person: What are top HR strategies to reduce this turnover?
  • 90% of your customers who witness a toxic interchange between two employees tell others: How can HR prevent the erosion of your business?
  • 6% of individuals impacted by a toxic person ever filed a formal complaint: What can HR do to increase this low reporting percentage?

This webinar is of immense use for those who have to deal with toxic behaviors in organizations, such as HR Leaders, HR Practitioners, Talent Development Professionals, Organization Development Practitioners, and Leadership Coaches.