Human Resources Training, interview, Interview training

Stay Interviews: A Powerful and Low-Cost Employee Engagement

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The best way to find out what your employees want and how to retain them is to ask them. Ask questions to gauge how you’re meeting your employees’ expectations. Not just “How’s it going?”, but specific questions to get specific answers. Explore why these people remain with your company. Why did they join the organization? How well are their objectives or dreams being fulfilled? Which aspects of their work do they enjoy the most? Which do they least enjoy? Are they receiving sufficient opportunities for growth and development? What would influence them to look elsewhere?

The stay interview is a one-on-one interview between a manager and a valued employee. Its aim, quite simply, is to learn what makes employees want to keep working for you. Likewise, it’s designed to elicit what might motivate them to leave.
The stay interview is an opportunity to build trust with employees and a chance to assess the degree of employee satisfaction and engagement that exists in a department or company. Stay interviews are preferable to employee satisfaction surveys because they:

  • Provide a two-way conversation and a chance to ask questions
  • Get more in-depth understanding of that employee’s current motivation
  • Offer managers the opportunity to quickly reinforce the positives and deal with the employee’s concerns

A recent Harvard Business Review article ‘How to Keep Your Top Talent’ warns that 25% of your top talent plans to jump ship in the next year.The results for engagement and effort are even more alarming, since about a third of employees surveyed admit to phoning it in at work. That’s bad news if you believe that staying competitive relies on the passion, drive and creative energy of talented people.

Many organizations use exit interviews to find out why employees are leaving their jobs. Unfortunately, asking an employee on their last day “why are you leaving?” doesn’t provide useful information in time to prevent the turnover. A superior approach is a “stay interview.” because it occurs before there is any hint that an employee is about to exit the firm. A stay interview helps managers understand why employees stay so that those important factors can be reinforced. They also signal frustrations that can be nipped in the bud before they drive the employee to start looking elsewhere.

The Benefits of Stay Interviews:

  • They stimulate the employee: Most employees are excited simply by the fact that the organization is concerned about their future and that their manager took the time to consult with them
  • They’re personalized: Unlike engagement surveys and many other retention tools that are focused on what excites a large number of employees, this approach is customized to a single identifiable individual and their wants
  • They include actions: Unlike exit interviews, which only identify problems, stay interviews also encourage the parties to identify actions that can improve the employee experience and actions that can help eliminate any major turnover triggers
  • They are inexpensive: These informal interviews don’t require a budget. In most cases, a half to an hour of a manager and an employee’s time are the only major cost factors

Adding stay interviews to your engagement and strategies can help your organization retain critical employees. It’s the single best tool you can give managers.

Learn more :  http://bit.ly/2YxV9cV

Human Resources Policies

New EEOC Report: Workplace Harassment Prevention Not Working-Harassment Continues to be a Problem

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You have been in Human Resources or management for years. Your plate is full-too much to do and to know in your increasingly stressful job. You are expected to stay current in discrimination and harassment case law for all the federal and state protected classes. Are you current? It seems like an unending responsibility. You remember hearing something in the news about a change in the pregnancy law, but can’t remember what it was.

You know that the American Disabilities Act and Title VII have expanded with something called an accommodation meeting, but what does that require? You heard that a company was required to pay a plaintiff an additional $1,000,000 because the company didn’t do harassment training-could that be true? You have a company wellness program and have heard that employees are suing for discrimination based on the incentives offered for those who take part in the program. And it still isn’t clear as to whether you can personally be sued for the misconduct.

It is almost impossible for managers and HR professionals to stay current in the ever evolving civil rights case law due to their busy workload. As a result, discrimination and harassment may go unrecognized and allowed to continue creating a hostile work environment for employees resulting in absenteeism, turnover, loss of productivity and physical and emotional health consequences to the target and witnesses of the abuse.

LEARN MORE :  http://bit.ly/2TA4bSY

hr best practices, Human Resources Training, workplace conflict resolution

What Every HR Professional Should Know about Coaching Toxic Personalities

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Toxic personalities are a fact of workplace life. Toxic personalities are those who are negative in their outlook, because of which they not only perform poorly themselves; they come in the way of others’ performance, as well. They can be meddlesome, cantankerous, or very difficult to get along with. What is more; organizations end up losing as much as six percent of their total compensation costs due to such employees. And, these toxic personalities are the reason 51% of the organization’s workforce quits!

How do organizations deal with such a personality, when politeness is of utmost importance in an organizational culture and employee behavior? There should be no problem in dealing with toxic personalities that are mediocre performers. But how do organizations deal with toxic personalities that are star performers?

The solution is a webinar from TrainHR, a leading provider of professional training for all the areas of human resources. Foremost authority on workplace behavior, Mitchell Kusy, will explain to participants of this webinar the ways by which politeness can replace toxicity at the workplace. To enroll for this highly useful and interactive session, please visit http://bit.ly/2FctGWH .

The content of this webinar is based on the extensive three-year national study that Dr. Kusy carried out in partnership with Dr. Elizabeth Holloway on the topic of how toxic behaviors in the workplace deprive organizations of everyday civility. At this session, Dr. Kusy will cull data from this study, which was carried out on a sample size of over 400 individuals. The indispensability of civility at the workplace in improving team performance, and with it, the bottom line, is backed by hard data and solid evidence.

The highlight of this study is the futility of feedback as a strategy that employers use in dealing with the toxic employee. Dr. Kusy will explain what human resources should do when it discovers that feedback is not successful and what else should be put in place to make it effective through the use of three detailed templates.

Macro and micro HR perspectives

Dr. Kusy will examine toxic personalities from both the macro and micro HR perspectives. The macro perspective consists of strategies of how to co-design organizational cultures of everyday civility, as defined as a norm of respect that is modeled, reinforced, and integrated into the culture of the organization. He will also explain the ways of adapting innovative, simple, and no-cost recruiting practices to avoid hiring these narcissistic personas in the first place.

At the micro level, Dr. Kusy will demonstrate how to design team assessment strategies with which to identify the kind of toxic behaviors that erode team cultures.

Dr. Kusy will open participants’ minds to the two most troubling questions HR faces on this topic:

  • How to handle a toxic boss?
  • How to help organizations design cultures of everyday civility that impact the bottom line?

Dr. Kusy will explain how strategies can be integrated into daily HR practice that will help build respectful engagement that offsets toxic behaviors. All these will be reinforced through real-life examples, robust practices, and clear strategies-all formed from research and evidence-based methods.

At this session which is of immense value to those who deal with toxic personalities at the workplace, such as HR Leaders, HR Practitioners, Talent Development Professionals, Organization Development Practitioners, and Leadership Coaches; Dr. Kusy will cover the following areas at this webinar:

  • 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?

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About the speaker:

Fulbright Scholar in Organization Development, Dr. Mitchell Kusy is a professor in the PhD. Program, Graduate School of Leadership & Change, Antioch University. Mitch has consulted and been a keynote speaker with hundreds of organizations nationally and internationally-helping create work cultures of respectful engagement impacting individual, team, and bottom-line performance.

Dr. Kusy has coauthored six books, of which the latest is the just-released, Why I Don’t Work Here Anymore: A Leader’s Guide to Offset the Financial and Emotional Costs of Toxic Employees.

employment law, HR compliance, Human Resources Training

Wage and Hour Topics: Making Sense of Requirements Affecting Exempt and Non-Exempt Employees

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For a financial supervisor, the knowledge of the relevant pay practices and applying the right one required for the type of employees she oversees is critical, no matter for how long the supervisor has been managing employees. The most fundamental knowledge needed is of the two basic pay employee status types under federal and state laws:

  • The exempt, and the
  • Non-exempt.

To many, it may seem as if some basic idea of these two types is enough. But there is a lot more to the employee pay statuses than these. One needs to be familiar with the fact that one type is paid a salary and the other, an hourly rate. This is just one of the several aspects and intricacies of what is broadly classified under “Wage and Hour.”

A learning session from TrainHR, a leading provider of professional training for the human resources arena, will help participants explore Wage and Hour topics in-depth. It will offer a clear understanding of several differing factors under the broader subject commonly referred to as “Wage and Hour.”

Melveen Stevenson, CEO and founder of M.S. Elemental, LLC, a human resources and business advisory firm based in Los Angeles, California, will offer valuable insights into this area of Wage and Hour practices. Please visit http://bit.ly/2Y0TMmy to enroll for this course.

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).

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On the surface, handling pay practices may appear simple, but diligence is needed when it comes to classifying exempt and non-exempt employees properly. Businesses have to be acutely aware of the proper way of applying the appropriate federal and State Wage and Hour requirements. Acts such as misclassifying employees’ status, improperly paying employees, incurring penalties and fines, or making recordkeeping mistakes can invite major risks for non-compliance and the resultant penal actions.

The aim of this course is to give the participants a practical overview of the requirements along with strategies for implementing policies and procedures for Wage and Hour compliance. Melveen will examine the more common exemptions that apply to executive, administrative, and professional employees.

She will explain what differences lie between an employee and independent contractor, something that is of high importance in what is called the present-day “gig” economy, where the emphasis in many industries is on contract or ad-hoc hiring.

Being a practical one, this course will open the participants’ minds to the more common mistakes that employers make in attempting to comply with Wage and Hour requirements. The speaker will offer a review of some of the best practices that help companies be compliant.

At this 90-minute session, Melveen will cover the following areas:

  • Source of federal law for wage and hour requirements
  • Exempt and non-exempt classifications
  • Exemptions that apply to executive, administrative, and professional employees
  • Employee versus independent contractor
  • State meal and rest break requirements
  • Recordkeeping best practices for wage and hour requirements compliance.

This course is designed for the benefit of professionals that handle Wage and Hour issues, such as business owners, leaders, and managers who currently have employees, will be hiring employees, or are considering hiring an Independent Contractor. The target group also includes current leaders who have to manage either Exempt or Non-Exempt employees, and Executives, Vice Presidents, Directors, Managers, and Supervisors.

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About the speaker:

A certified HR professional with a background in accounting and finance, Melveen helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. Melveen has held leadership positions in human resources operations, supply chain, and talent management at international companies in food manufacturing, medical devices, and consumer products. She has also worked internationally.

Career Development, Human Resources Training

Transition from Peer to Supervisor

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Gaining promotion and ascending the ranks in the organization is a great feeling. It doesn’t happen to everyone easily. Many have to toil for it and earn it. While this is a well-deserved promotion, it brings with it a dilemma for the newly-promoted employee: how to deal with peers, the very colleagues who she would have superseded to phase into the new position.

This can be tricky at times because of various reasons. When an employee gets promoted, it is not always going to be a pleasant feeling for many or all of her colleagues. Competition, lack of cooperation, jealousy, backbiting and all such negative traits can come to the fore when the colleagues are not comfortable with the rise of one of their own, to whom they would have to report in the future.

The challenge is to maintain cordiality and avoid and prevent bad blood among the team members. The newly promoted employee needs to motivate the team and manage it effectively if it has to be a high performance team. How does she ensure that the team members are going to perform well when they are waiting for an opportunity to bring the new supervisor down?

The ways of doing this is the learning a webinar from TrainHR, a leading provider of professional training for all the areas of human resources, will impart. At this session, Tonia Morris, Founder of Simply HR, LLC a consultant and management firm, will be the speaker. Please register for this webinar by visiting http://bit.ly/2FbiGZD .

At this 60-minute session, Tonia will emphasize the importance of communication in preventing and resolving many of the issues concerning how to manage a team of which the new supervisor was a part till the promotion. She will show how to set boundaries, how to communicate effectively, how to build trust and respect, and how to provide positive feedback to peers and colleagues. She will show how to overcome the most pressing challenges newly promoted supervisors face.

This webinar, from which personnel in positions such as Managers, Supervisors, Leaders, Human Resource Professional and Shift Leaders or Team will benefit immensely, will cover the following areas:

  • How to Communicate more Effectively as a Supervisor
  • When to be Flexible and when to Stand Firm
  • Steps to Build Trust and Gain Respect
  • How to Develop your Own Personal Management Style
  • How to Set Boundaries with Coworkers/Peers
  • How to Deal with Uncomfortable Situations
  • How to Motivate Others to Achieve Results.

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About the speaker:

Tonia Morris, who calls herself “your Generational Connector”, owns her speaking and training company. An accomplished speaker, Tonia offers leaders training solutions that cultivate a generationally-inclusive work place.

She has partnered with organizations such as Chick-fil-A, Oracle, Spelman and Kennesaw University to name a few, to bring training solutions for engaging Millennials in the workplace, working with leaders to transform their cultures by attracting, developing and retaining a workforce that is generationally inclusive.

With more than 20+ years of progressive HR experience, Tonia provides keynote speeches, lunch-and-learns, and workshops for organizations and associations across the Southeast.

Career Development, Human Resources Training

The Millennial Workforce: How Smart Companies Engage and Tap Their Entrepreneurial Energy

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In this present scenario at the American workforce, where, as the Deloitte Millennial Survey, released in January 2014 shows, Millennials will make up nearly half the workforce by next year; there is a pressing need for employers to devise the right strategies to hire, retain and optimize this major chunk.

A few facts about the Millennials are well known. For instance, being the first generation to be almost contemporaneously born with the new technologies that are influencing our world; they are prone to very short attention spans and are more likely to rely on the visual medium to grasps concepts better. These apart, what is also striking about them is the fact that they hate working in a bureaucratic environment and love to be independent at work.

Being highfliers, they don’t like to be confined to the workplace for long. They love to be enterprising and will move to more rewarding opportunities much faster than the previous generations did. The criteria they usually consider for higher rewards include autonomy, freedom to be creative, and the opportunity for making an impact.

This makes it imperative for managers of the present-day organizations to create the right environment for this segment of the workforce if they have to leverage their skills and knowledge. The aim of doing this is obvious: to be in a position to better marshal their talent to make them more productive for the organization.

Thorough learning of how to handle the Millennials at the workplace

It is this knowledge that will be the core of a learning session that TrainHR, a leading provider of professional training for the human resources areas, is offering at a webinar. At this webinar, Marcia Zidle, CEO of Leaders At All Levels, will be the speaker. Please visit http://bit.ly/2Hc8QZu to register for this highly valuable session.

Marcia will show how organizations can create the entrepreneurial spirit in both large and small companies and help managers bring about employee engagement, innovation and retention from the millennial workforce. She will cover the following areas:

  • Define engagement and identify the three types of employees
  • Recognize the myths and the realities of the millennial workforce
  • Discover why millennials are great candidates for intrapreneurship
  • Review examples of intrapreneurship in large, medium and small size companies
  • Recognize the type of culture that encourages innovation and intrapreneurship
  • Discover why the manager is the key for employee engagement, innovation and retention
  • Review five management techniques that will lead to better communication and results with Millennials.

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About the speaker:

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.

Marcia’s expertise includes coaching high performers for senior and mid-management positions, developing effective executive teams, positioning organizations for significant growth and facilitating business and team performance. Her specialties include strategy and culture, change management, employee engagement, team building, career management, leadership assessment and development.

 

Human Resources Training, payroll best practices

Webinar from TrainHR on NY Payroll Update

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The State of New York has been enacting payroll laws that have been particularly focused on employers and employee employer relationship. This has been the trend for the past few years, where its laws have concentrated on everything from wage and hour concerns to taxation to even how the State wants employers to handle overpayments to employees.

It is necessary for many organizations that are based in New York or have employees in the State to have full knowledge of this set of payroll rules. This knowledge helps firms to compliant with the law, which will help them avoid the penalties that come with noncompliance.

A webinar from TrainHR, a leading provider of professional training for the human resources industry, will offer complete learning on these payroll laws in the State of New York.

Dayna Reum, Payroll Tax Manager at PetSmart Inc., will be the speaker at this useful session. Please visit http://bit.ly/2SWzSFL to register for this webinar and gain important insights into how to comply with the regulations set out by the New York State payroll laws.

Learning on all the aspects of payroll for employers in the state of New York

The main focus of this learning is the review that Dayna will make of all the aspects of payroll for employers in the state of New York. Taxes will be discussed from state withholding to the Metro Commuter Tax. She will also explain all the wage and hour rules, right from minimum wage, to voting time requirements. Another important learning that this webinar will offer is the newly updated legislation concerning lawful deductions from pay.

This session is of extremely high value to those who process payroll for employees in New York. Dayna will give them a thorough and proper understanding of the complicated state payroll laws that apply to such organizations or individuals. She will cover the following areas at this 60-minute webinar:

  • Details of NY Wage and Hour Rules
  • Concerns Regarding Deductions of Wages and Overpayment Rules
  • Understanding State Tax Withholding Requirements and Reporting
  • NY Local Taxes, Disability Taxes and how to Handle
  • Wage Payment and Pay Card Legislation
  • Terminated Employee Concerns.

Personnel and organizations that deal with the payroll taxes, such as Payroll Professionals, Tax Professionals, Accountants, Controllers and Human Resource Professionals will benefit from this webinar.

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About the speaker: Dayna has worked extensively on payroll related matter for over 15 years. Winner of several merit awards for Customer Service and Acquisitions and Divestitures, Dayna has also taught at the Metro Phoenix American Payroll Association meetings and at the Arizona State Payroll Conference on topics such as including Payroll Basics, Global/Cultural Awareness, Immigration Basics for the Payroll Professional, Multi-State and Local Taxation and Quality Control for Payroll, international and Canadian payroll. Besides her payroll accomplishments, Dayna is certified in HR hiring and firing practices and is a Six-Sigma Greenbelt.