Human Resources Training, workplace Mentoring

Establishing the Mentor – Mentee Relationship in your Organization

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A 60-minute webinar is being organized by TrainHR, a leading provider of professional training for the human resources industry, on March 11 on the topic, “Establishing the Mentor – Mentee Relationship in your Organization”. Lynn Ware, CEO and President, Integral Talent Systems, Inc., will be the speaker at this webinar.

Please log on to  http://bit.ly/2Eh1tfE to enroll for this webinar. This training program 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).

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Mentorship programs are of vital importance in an organization’s succession planning and career development efforts. It is thus crucial for any organization to know that it is doing the right things in fostering successful mentor-mentee relationships among its staff. It needs to put matrices in place to measure the effectiveness of its mentorship program.

The purpose of this webinar is to describe the value of mentoring to an organization’s career development efforts. Dr. Ware will explain the business case for implementing a mentorship program within the organization and offer participants the tools and tips that go on to make mentorship initiatives successful.

At this webinar, Dr. Ware will equip participants with the tools and tips necessary for:

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

In this session that is of high value to HR professionals and senior managers, Dr. Ware will cover the following areas:

  • 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

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About the speaker:

Dr. Lynn B. Ware is an Industrial/Organizational Psychologist and thought leader who has practiced for over thirty years in the talent management field. She has designed, developed and implemented career development systems in partnership with several Best Place to Work organizations such as Google and Scripps Medical Center.

Dr. Ware has experience designing, implementing and measuring a wide variety of integrated talent management solutions in the consumer products, energy, financial services, health care, technology, manufacturing and retail industries. She is frequently quoted on trends in talent management in numerous publications such as the Associated Press, San Francisco Chronicle, Harvard Business Review, and Computer World magazine, and has been featured several times on CNN as a global talent management expert.

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Human Capital, human resources management, Human Resources Policies

Building Salary Budgets and Merit Matrices in Today’s Economy

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TrainHR, a leading provider of professional training for all the areas of human resources, is organizing a webinar on the topic, “Building Salary Budgets and Merit Matrices in Today’s Economy”, on March 6. Teri Morning, founder and President of Hindsight Human Resources, will be the speaker at this 60-minute session.

Please log on to http://bit.ly/2DuSdnN to enroll for this webinar.

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The rationale for salary raises is that the employee must have performed to expectations or exceeded them. Another criterion that triggers and justifies a raise is the employee’s exemplary attitude, work ethic, skill, and integrity at work. HR and management should decide the quantum of raise for an employee based on these criteria, plus the other important one, which takes the budgetary allocation for this exercise, into consideration.

Since the salary outlay is often the biggest chunk of expense for most companies, they need to use this resource very adeptly and wisely. The extra budgetary allocation for salaries should lead to more results by bringing about increased efficiency and improved skills from the employees.

This is the result that the concept of Merit Based Compensation (MBC) should bring about in the company. So, it is imperative for management and HR to understand how to make MBC work for the company in a just and effective manner.

Clarity on how to make Merit Based Compensation and Merit-based Performance Matrix work

This is the learning this webinar will impart. Teri will show how linking performance or other parameters mentioned above, or not linking, will drive home the message to employees about what management expects from them and what kind of work or attitude gets rewarded and what doesn’t.

Teri will also show what role a Merit-based Performance Matrix (MBM) can play in this process. Its full definition, namely merit-based, pay-for-performance matrix, should give an idea of what this concept means: MBM can be seen as an indicator for managers, HR and supervisors, using which they could suggest pay increases that are both fair and are supportive of the organization’s business objectives. The Merit-based Performance Matrix links performance with the market rate for pay in a particular sector.

This session is particularly useful for personnel that deal with performance and pay, such as CFO’s, HR Managers, HR Generalists, Plant Managers, Business Owners and CEO’s, Compensation Professionals and Benefit Professionals.

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About the speaker:

Teri Morning is the founder and President of Hindsight Human Resources. An SHRM-certified Senior Certified Professional, Teri has consulted with employers on their problems and trained managers and employees for over 20 years, during which she has met and worked with employees from all types of businesses.

During these two decades and more, Teri has acquired human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing, public sector and both profit and non-profit companies.

Human Resources Training, workplace conflict resolution

Female to Female Hostility at the Workplace: All you Need to Know

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“Female to Female Hostility at the Workplace: All you Need to Know” is the topic of a 75-minute webinar that TrainHR, a leading provider of professional training for the areas of human resources, is organizing on March 4. Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying, will be the speaker at this webinar.

Please visit https://www.trainhr.com/webinar/-702337LIVE?wordpress-seo to enroll for this webinar.

This webinar has been approved for 1.25 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

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Are women more hostile to each other at the workplace? Do women bully and harass other women more at the workplace than men? Do men and women take different approaches or tactics when it comes to bullying?

This webinar is on the very interesting topic of bullying of female employees by other female employees. Women’s bullying is usually subtler and more covert than the one done by men. This makes it difficult to identify and recognize easily. Managers who refuse to see this give bullying women the freedom to continue with this habit undetected.

It is true that women bully other women at the workplace quite differently from men. Whatever the differences, the results of female bullying are there to see:

  • Bullied female employees take off from work more frequently
  • They perform poorly
  • Their morale and motivation are usually low
  • Their trust in management erodes
  • The chances of their quitting their jobs and seeking other employment opportunities are higher.

Understanding of female harassment from all perspectives

At this webinar, Dr. Strauss will take up these and other important related questions relating to female bulling at the workplace from other female employees. She will address core questions pertaining to the topic, which include the following:

 

  • Are women really each other’s worse enemy or is it just a myth and a stereotype?
  • What does research show about women’s hostility to other women, sometimes called bullying in the workplace?
  • Is female to female bullying an issue that deserves attention apart from general workplace bullying?
  • Do we have different expectations of women’s behavior at work than we do of men’s behavior?
  • Do we have a responsibility, as women, to support other women at work?

Some of the aspects that Dr. Strauss will examine in helping participants arrive at an understanding of these critical questions include theories as to whether women are more hostile to each other than to men, the role sexism has in building and reinforcing our stereotypes relating to perceptions of women and men’s bullying, the connection between bullying and harassment, the impact bullying has on witnesses, tort laws on this subject, and tokenism as a means to address this often grave issue.

Dr. Strauss will cover the following areas at this webinar, which is of high value to Human Resources Generalists, Managers, Directors, Women Owners, HR Managers, Controllers, Supervisors, Office Managers, Accounts Managers, or anyone in Management at all levels:

  • To describe women’s ways of bullying
  • To discuss the theoretical causes and contributing factors of women’s bullying
  • To determine if bullying could be illegal harassment
  • To explore the impact of women bullying their colleagues
  • To identify management’s role in the prevention and intervention of women’s bullying
  • To list the steps to take if targeted by a bully.

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About the speaker:

Dr. Susan Strauss conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. The popularity of these exercises can be gauged from the vast spectrum of sectors that her clients hail from: business, education, healthcare, law, and government organizations from both the public and private sector.

She has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She appears on television and radio programs and is frequently interviewed for newspaper and journal articles.