Human Resources Training, workplace Harassment

How to Conduct an Internal Harassment and Bullying Investigation to Determine Facts and Minimize Liability


Employers who either receive a complaint, or otherwise learn of alleged harassment in the workplace, have to investigate that matter promptly and thoroughly. They should take immediate and appropriate corrective action, which should include doing whatever is necessary to end the harassment. They should also restore lost employment benefits or opportunities, and should take steps to prevent the misconduct from recurring. Organizations are also legally bound to ensure a just and fair handling of a harassment complaint. These are the requirements set out by the EEOC.

While the wordings of these requirements from the EEOC are lofty, the implementation is easier said than done.  The investigation process is the most critical element in dealing with harassment. How do organizations ensure fairness and objectivity at the investigation? What steps are they required to take to ensure that the investigation meets the legal requirements set out by the EEOC and other laws?

This learning will be taught in very great detail at a two-hour webinar on how to conduct an internal harassment and bullying investigation to determine facts and minimize liability. This session is being organized on May 10 by TrainHR, a leading provider of professional training for the areas of human resources. For this marathon learning session, TrainHR brings the highly respected Susan Strauss, national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying, as the speaker.

To gain complete insights into how to  conduct an internal harassment and bullying investigation to determine facts and minimize liability, please register for this webinar by visiting   .

This webinar has been approved for 2 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).


This webinar offers a complete understanding and explanation of the process of internal harassment and bullying investigation. Dr. Strauss will help participants learn how to ensure impartiality and objectivity in handling harassment complaints and conduct the investigation to determine facts and minimize liability by:

  • Analyzing evidences
  • Drawing conclusions
  • Writing the formal report outlining the investigation
  • Taking corrective actions where necessary.

Dr. Strauss will cover the following areas at this webinar:

  • Determine if an investigation is Necessary
  • Discuss the Steps of an Investigation
  • Explore the Intricacies of Interviewing the Accuser, Accused and Witnesses
  • Differentiate between a Formal and Informal Investigative Procedures
  • Determine Credibility of all Interviewees
  • Draw Conclusions following an Investigation
  • Listing necessary Elements in writing the Formal report Outlining the Investigation.

This webinar is aimed at benefiting professionals in organizations who are in charge of workplace investigations. These include Human Resources Professionals, HR training Managers, Investigative Officers, Managers, Supervisors, Team Leads, Directors and Department Head.


About the speaker: Dr. Strauss has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She has been featured on television and radio programs as well as interviewed for newspaper and journal articles.

She conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector.

Human Resources Training, workplace conflict resolution

Toxic Work Behaviors Erode the Patient Experience (More Than You May Know!)


Did you know that toxic people are present not only at the corporate workplace, but are found even in healthcare settings? In such core sectors, their impact is all the more negative, where they can vitiate a vital aspect of this sector such as patient safety.

Mitchell Kusy, world-renowned consultant and keynote speaker who has helped hundreds of organizations nationally and internationally-helping create work cultures of respectful engagement impacting individual, team, and bottom-line performance, carried out vital research along with his research colleague on what toxic employees bring to the organization.

In this three-year national study which involved over 400 individuals, Dr. Kusy found out some highly insightful aspects of toxic behavior in the medical sector:

  • Disruptive behaviors cause around four fifths medical professional to cause medication errors
  • Around half of all nurses reported patient errors as a direct result of physician abuse
  • Two thirds of these interviewed at this research reported lateral abuse, i.e., from nurse to nurse, and nearly four fifths reported suffering from vertical abuse, i.e., physician to nurse
  • Around half of the sample said they are unable to handle the incivility
  • Around a third of nurses who quit the sector say it is due to the direct fallout of having to deal with toxic people
  • Around half of the medical errors is due to intimidation, and is the cause of around a quarter of the total patient mortality.


Want to hear from the expert himself on these brilliantly insightful points? A webinar from TrainHR, a leading provider of professional training for the human resources areas, offers you the opportunity to do so.

It is organizing a webinar on May 6, at which none other than Dr. Kusy himself will be the speaker. He will share the wealth of his findings with participants at this 90-minute session. Please enroll for this invaluable learning by logging on to .

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).


If the above points resulting from Dr. Kusy’ s research are alarming, here is more:

  • Only between one and six out of hundred people targeted by a colleague’s incivility ever filed complaints
  • More than nine out of ten leaders say they have worked with toxic people
  • More than nine out of ten interviewed at this research gave a rating of between 7 and 10 for incivility on a 10-point scale
  • Nearly half of them said the same person showed uncivil behavior repeatedly, at the rate of 2-3 times per week
  • Uncivil behavior is the reason for which half of the victims said they would likely leave their job rather than endure the ignominy.

At this learning session, which is aimed at core personnel in the healthcare industry who are most likely to deal with uncivil behavior, such as Chief Nursing Officer, Nurse Leads, Medical Leaders, Nurses, Physicians, Ancillary Healthcare Professionals, HR Healthcare Leaders and Healthcare Administrators, Dr. Kusy will cover the following areas:

  • How toxic people reduce patient safety
  • How toxic people erode team performance
  • What to do about toxic providers who are organizational stars
  • How to avoid hiring toxic people
  • What to do once a toxic individual is there
  • Why feedback to toxic people often fail
  • How to coach a toxic peer, toxic boss, or toxic direct report
  • Patient areas as a result of a toxic person.


About the speaker: A 2005 Fulbright Scholar in Organization Development, Dr. Mitchell Kusy is a professor in the PhD. Program, Graduate School of Leadership & Change, Antioch University. At the hundreds of organizations he has consulted with or been a keynote speaker nationally and internationally; he has helped to create work cultures of respectful engagement impacting individual, team, and bottom-line performance.

His latest book is “Why I Don’t Work Here Anymore: A Leader’s Guide to Offset the Financial and Emotional Costs of Toxic Employees”. Prior to this, Mitch co-authored five business books, one of which has been a best-seller. In 1998, he was named Minnesota Organization Development Practitioner of the Year.

Human Resources Training

HR101 – HR For New HR Generalists and Non HR Department Heads


The strongest line of defense an employer can build against the risk of unwarranted employment claims is training supervisors and managers in the basics of HR compliance, basics of employment law, and how to write documentation and how to use the tools of employee development.

And, this is not from the business perspective alone. This practice helps the organization from all perspectives. Seen from a supervisor’s or manager’s perspective, training them right from the beginning is an invaluable tool for ensuring productivity, compliance, employee development and engagement. It also helps in protecting and safeguarding their own career.

Looking at this practice from an HR perspective, training supervisors and managers of the basics of HR compliance can build a strong line of defense against several unwarranted employment claims, including those that often begin from miscommunication, misinformation, and mismanagement.

And, what about from the employee’s perspective? It is well-known that a professional supervisor who is well trained in the obligations of employers to their employees goes a long way in helping to retain employees.

So, in all, training is the only real insulation for HR to protect the organization from unwarranted employee claims. The ways of how to get this right will be taught at a webinar that TrainHR, a leading provider of professional training for the human resources areas, will be organizing on May 8.

Teri Morning, founder and President of Hindsight Human Resources, will be the speaker at this session. Please enroll for this highly valuable learning by visiting   . This 60-minute 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).


Teri will explain the importance of proper training that HR generalists and HR department heads need to undergo, with emphasis on documentation. The repercussions of not being trained in these areas are too varied and serious. In a scenario where training is lacking, even experienced supervisors and managers have a difficulty in understanding how to go about in facing situations.

This situation is all the worse for rookies in this position, those who inherit a chaotic department, or those who have to manage their peers after being promoted to take up a position in HR. A lot of tact and persuasion is needed to handle situations such as these. It is easy for emotions to run high for no apparent or genuine reason. Even routine functions or tasks could turn into full-blown reasons for conflict.

Teri will show how the right training and with it, proper documentation can help to prevent unpleasantness in employee relations. She will cover the following areas at this webinar:

  • Basics of the Big Four of employment compliance- Title VII, FLSA, FMLA, ADA
  • Managing from Day One – Using the 4 tools of a manager: Coaching, Performance Reviews, performance improvement plans and discipline
  • The 12 elements of Documentation
  • What to do if someone is struggling doing their job for whatever the Reason – having a Process
  • Inheriting a Dysfunctional Department – Avoiding the Pitfalls
  • Preventing Harassment, Bullying and general Dysfunction
  • What to do with Employee Complaints.

This webinar is aimed at the benefit of anyone who is a supervisor or manager, frontline managers, department managers, new HR persons, location managers, anyone newly promoted into a management position, managers who were promoted from within their companies, and small business owners.


About the speaker: Teri Morning specializes in solving companies’ “people problems”. Apart from being certified by the State of Indiana in mediation skills, Teri is also certified in Project Management and IT Management, is qualified as a Myers-Briggs practitioner, and holds the SHRM certification of a Senior Certified Professional.

Human Resources Training, payroll best practices

NY Payroll Update


The state of New York has been emphasizing heavily on employers and laws around the employee-employer relationship over the last several years. Most of its laws have concerned the areas of wage and hour concerns and taxation, and even how the state wants employers to handle overpayments to employees.

Anyone who works in the state of New York or has a business in that State need to be aware of these laws. This is for the obvious reason that these businesses are covered by these laws. So, knowledge of the laws pertaining to the employee-employer relationship, and in particular, the payroll aspect of it, is absolutely essential.

This is just what a webinar from TrainHR, a prominent provider of professional training for the human resources areas, will be offering. This 60-minute session, which will be held on May 1, will have Dayna Reum, Payroll Tax Manager at PetSmart Inc., as the Expert. Please visit  to stay updated with the latest pertaining to payroll and other related laws in New York State.

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).


At this webinar, Dayna will review all aspects of payroll for employers in the state of New York. She will discuss the important topic of taxes from state withholding to the Metro Commuter Tax. She will also review all the wage and hour rules from minimum wage to voting time requirements. She will explain and clarify on the newly updated legislation concerning lawful deductions from pay.

This session is immensely useful for those who process payroll for employees in New York. This webinar is aimed at giving a thorough understanding of the complicated state payroll laws. Being organized for the benefit of personnel who are directly or indirectly connected with payroll activities, such as Payroll Professionals, Tax Professionals, Accountants, Controllers, and Human Resource Professionals; this session will cover the following areas:

  • 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.


About the Speaker: Dayna has worked extensively on payroll related matters 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.


employee engagement, Human Resources Training

Performance Management: Moving from Feedback to Coaching


As the workplace becomes more and more interactive, involving the employees in a much deeper manner than was done before, the need for using performance management as a core strategy to retain employees gains ground. A process oriented and objective performance management strategy is the surest means to engage employees.

The importance of performance management in helping to retain employees can never be overstated, more so in today’s workplace, which is home to an unprecedented five generations of workers. As organizations struggle to retain talent, the need for putting a performance management system that takes core parameters into consideration is a must.

The ways of doing this is the learning a webinar from TrainHR, a leading provider of professional training for the areas of human resources, is imparting. TrainHR brings Tonia Morris, Founder of Simply HR, LLC, for this hour-long session. To explore the novel and highly effective ways of instilling a performance management system into your organization, please register for this webinar by visiting .

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).


Tonia will emphasize the importance of making employees in today’s workplace feeling valued. This motivates them to participate in the performance process. Effective performance evaluations that take certain predetermined parameters to ensure objectivity, and are at the same time flexible to accommodate new ideas and contributions, are thus important to this process.

The speaker will teach participants the importance of carrying out effective performance evaluations, and more importantly, will show how to conduct them. This will lead them to an understanding of how to engage employees in the process and how to handle difficult conversations during the process.

She will explain how participants to this webinar can implement a simple solution when providing feedback-The CARE Approach. The absence of an engagement process with the employees makes them disengaged, a concrete step to their exit from the organization. This webinar will explain all these in detail. Aimed for the benefit of personnel who deal with employee engagement, such as Managers, Supervisors, Leaders, Human Resource Professionals and Shift or Team Leaders, this webinar will cover the following areas:

  • Develop Rapport with Employees
  • Provide Effective Feedback
  • Provide Collaborative Environment
  • Encourage Employee to Self-Evaluate
  • Anticipate & Manage Employee Defensiveness, Anger or Other Emotions
  • Follow-up Performance Management Interventions.


About the expert: Tonia describes herself as a “Generational Connector”. The company she founded, Simply HR, LLC, is not only a consultant and management firm; it is also a speaking and training company.

Predictably, Tonia is at home with speaking and providing leaders with training solutions that cultivate a generationally-inclusive workplace. Her observation of the diversity and generational gaps in the workplace made her determined to start an organization of her own in which she could offer solutions to problems arising from this situation.

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.

employee onboarding, Human Resources Training

What’s New in Onboarding


Interviews are only a part of the onboarding process. The onboarding process includes the interview, as well as the induction process, the training, plus much else. In other words, it is the means by which the new hires are acclimatized into the organizational culture. So, it is very crucial to create a positive impression into the new hires about the organization. This is the primary objective of an onboarding process.

This is also the reason for which the onboarding process should not be carried out clumsily. If done this way, the gains of the interview process would go on to get neutralized and undone. This is something that organizations need to avoid if they have to get the new talent to take off and grow into the organization.

When done right, a proper onboarding process can fill the organization’s bottom line to the tune of millions of dollars. However, getting it wrong can wreck the bottom line. This is why HR should develop and implement a well thought-out process that matches employee expectations.

Want to learn the ways of designing, developing and implementing an effective onboarding program with which employees become fully engaged, productive and successful in quick time? Then, a learning session from TrainHR, a leading provider of professional training for the human resources industry, is just right for you.

This session, which TrainHR is organizing on May 9, brings the highly respected Industrial/Organizational Psychologist and thought leader, Lynn Ware, as the expert at this session. To derive the benefit of the rich experience that Dr. Ware brings into this topic, register for this sixty-minute session by visiting

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 essence of this learning is the knowledge that Dr. Ware will impart about the current best practices in onboarding and the ways of organizing the new hire experience to build commitment, confidence and competence. She will also explain how current day technologies, such as online gaming, and mobile applications can be integrated into the onboarding process to improve the engagement and inspire the new talent to quickly grasp the knowledge and skills they need to perform in the new job.


This learning will help participants of this webinar to adapt ways by which they can rapidly contribute to the achievement of the organization’s desired business results. Incorporating these strategies will help participating organizations implement the latest in onboarding technology.

This webinar is aimed at benefiting all the personnel who are involved in the onboarding process, and these include Human Resource Professionals, HR Generalists, Managers, Supervisors, Leaders, Executives, Talent Managers, and Retention Consultants.

Dr. Ware will cover the following areas at this webinar:

  • Turn your onboarding event into a 90 day process
  • Engage your new hires in learning the required skills quickly and easily
  • Use technology to streamline new hire logistics and help them learn new job skills in an engaging and interesting way
  • Ensure team cohesion and support for new hires by involving key team members in the process
  • Maximize new hire productivity by ensuring candidates have the tools to “pre-board”
  • Increase the retention of all new hires and reduce their turnover during the first year on the job
  • How to design a 90-day onboarding process that reduces the time it takes to get new employees up to speed
  • How to provide your virtual organization with the mobile application for tablets and smartphones
  • How to design and develop the content and learning activities to be used on the gaming platform
  • How to use manager, buddy and new employee checklists in the process
  • How to measure the business impact and contribution your new onboarding process delivers
  • Innovative case examples
  • Your Questions.


About the speaker: Dr. Ware is the CEO and President at Integral Talent Systems, Inc. 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.

HR compliance, hr policies, Human Resources Training

Advanced FMLA: Issues and Solutions


When employers make mistakes in managing Family and Medical Leave Act (FMLA), it can cost a bomb: in the order of an estimated $21 billion in lost productivity, continued health benefits, and labor replacement. The average cost of lawsuits that have resulted from wrongful terminations: $300,000.

The only real way to avoid situations such as this is to be armed to the teeth with the right and proper information about the FMLA’s applications. This is the only genuine antidote to errors in managing FMLA, whose repercussions we have just examined. Information about the law can protect the company and ensure that better and more cost-effective decisions may be made.

Having said this, this is not the easiest of tasks, because, if it were so, companies would not land in this kind of trouble. An indicator of the challenge associated with understanding the law, as well as the interaction of FMLA with other laws, is the fact of studies attesting to the fact that more than half of all employers have granted unverified time off.

A 60-minute learning session from TrainHR, a leading provider of professional training for all the areas of human resources, will set these issues in the proper perspective. Michael Haberman, co-founder of Omega HR Solutions, Inc., will be the expert at this webinar, which is being organized on May 8.

Please visit to register for this session, which 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).


Among the primary areas of information that a company needs to understand is what constitutes a ‘serious health condition’ under the FMLA. Michael will give an understanding of what constitutes this.

This webinar will also offer clarity on those who may want the company to file an unfair labor practice charge while determining the interplay between the FMLA, the Americans with Disabilities Act (ADA), and the Fair Labor Standards Act (FLSA).

Other areas on which Michael will clear the many doubts that participants may have include what can be done to identify and address potential abuse of FMLA leave, as well as how FMLA interacts with other similar medical and disability-related leave statutes.  He will also offer tips and tricks for suggested best practices and answer any FMLA-related questions that the participants of this webinar could have.

In this session, which is of immense value to those who deal with FMLA, such as HR Managers, CFO’s, Office Managers, and VPs of HR; Michael will cover the following areas:

  • Serious Health Condition
    • Inpatient Care
    • Continuing Treatment
    • Chronic Conditions
  • Abuse
    • Authentication/Clarification
    • Re-Certification
    • Second Opinions
  • Interplay Between FMLA and Related Statutes
    • ADA
    • Title VII
    • FLSA


About the speaker: A consultant, speaker, writer and teacher; Michael brings several years of experience in dealing with the challenges of human resources in the 21st century. His consulting and services company offers complete human resources solutions.

Mike is the author of the Human Resources blog found at, which has been recognized as a top human resources related blogs. He has also been named a top Digital Influencer in Human Resources. In addition, Mike has presented numerous webinars on various HR related issues including wage and hour compliance, rewards, culture, social media use in HR, practical futurism for HR departments and more.

Human Resources Training, Succession planning

Succession Planning: It’s Not Just for Emergencies – It’s a Leadership Development Strategy


Succession planning is perhaps as vital to an organization as its business itself. An organization that has its succession plan in place is an organization that is ready for any crisis. What would happen if the market the business is built on comes crashing down? Worse, what if a disaster of the magnitude of 9/11 or a natural disaster hits a company, destroying every asset, physical and intellectual, that was built in perhaps years or even decades, in minutes?

It is in situations such as these that succession planning matters like nothing else. Succession planning is not about making hurried decisions and replacements when an unexpected business turn happens. It is also not about naming a new CEO during the height of the crisis.

So, what is succession planning and how do organizations build a successful one? This is the learning TrainHR, a leading provider of professional training, is imparting at a webinar it is organizing on May 6. TrainHR brings Marcie Zidle, the CEO of Leaders At All Levels and a board certified executive coach, as the expert for this session.

Please visit to register for this webinar and gain invaluable insights into how to put an effective and resilient succession plan in place for your organization.


The core of an effective succession planning is to identify and develop the organization’s future leadership at all levels. Recruiting superior employees, identifying and developing their knowledge, skills, and abilities, and phasing them into more and more challenging roles, are all part of the succession planning process. This is the how organizations can ensure that they have a strong leadership bench as a backup at its beck and call, and ready to fill vacated roles or assume new ones.

At this very meaningful session, Marcia will explain to participants how they can identify their potential leaders who can assume greater responsibility in the organization. She will also show how to delegate and test the variety and impact of various development experiences to the staff that will be made part of the succession plan, and how to train and engage them in supporting the key, high-potential leadership roles.

It is true that the organization is as good as its leadership. Great organizations are those that prepare leaders at all levels, even when they are in a position of comfort. This is the difference between average and excellent organizations. The latter thinks ahead, while the former carries out last-minute firefighting exercises. Marcia will introduce some of the best practices that leading companies have been employing to groom leadership in advance of and in anticipation of a future shock. She will emphasize the importance of ingraining and integrating succession planning right into every step of the organization’s daily, normal activities.

Marcia will cover the following areas at this webinar:

  • The focus of this webinar is to learn the elements of effective succession planning and will include these six objectives
  • Discover the seven deadly sins of succession planning: What not to do!
  • Examine the pros and cons of insiders vs outsiders to fill specific positions: Which is better?
  • Understand the 70-20-10 rule for developing your future leaders: What it is and how to use it
  • Identify the 10 best practices that high performing organizations use for grooming outstanding leaders
  • Review the 5 steps that must be followed to build a culture that supports development from the top down
  • Utilize the Center for Creative Leadership’s 3 key elements with examples for successful leadership development: Assessment – Challenge -Support.


About the speaker: 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.

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

Outsourcing Risk: HIPAA-Compliant Vendor Management



A compliant vendor management system is at the heart of a HIPAA Business Associate Agreement (BAA). A vendor management agreement sets out the relationship between the technology vendors for a Business Associate, right from EHR vendors to IT consultants. It also includes cloud-based email and file services, which are potentially vulnerable to cyberattacks and data breaches.

So, it is extremely crucial to get a vendor management program right. The good news is that HIPAA sets out the ways by which to devise a vendor management program which will offer a means for protecting the organization and ensuring that privacy and security is covered everywhere, irrespective of whether the systems are in-house or managed by a HIPAA Business Associate.

So, the key to putting an effective and robust vendor management program is to ensure that it is compliant with the requirements set out by HIPAA. This is the only real means…

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hr best practices, Human Resources Training

Foundations of Change Management for HR Professionals


Wondered how far human resources has come from the days of counting the heads of the employees present in the office to one that is an integral part of the organization’s core functions? HR today has a role to play in all the functions the organization performs, right from the most routine one, all the way up to mergers, takeovers and acquisitions.

If this is the extent to which HR has evolved in what may termed the normal period, what should it do in today’s world of globalization, explosion of the information technology and the like? Change is the buzzword in today’s businesses. And nothing is more critical for organizations than knowing how to handle change management. Who could be a better facilitator for change management in the organization than HR?

Interested in exploring this topic more? A webinar from TrainHR, a leading provider of professional training for the human resources areas, will be explaining how organizations’ HR can help cope with change management.

People skill specialist, trainer, negotiator, facilitator and author, Tony White, will be the expert at this webinar. Please log on to  to enroll for this highly valuable training session and derive understanding of how HR can play a stellar role in change management.

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).


Knowledge of change management is no longer optional for organizations; it is mandatory. Lack of it could make a critical difference in the organization. Human resources, given its position in the organization, is uniquely placed to help facilitate this all-important transition in the organization.

At this 90-minute session, Tony will provide participants with the tools, strategies and techniques for successfully positioning their organizations in the light of unprecedented change, both in its nature and its speed. This session is of immense value to organizations that are struggling to cope with change management. Tony will show how HR can bring in a more disciplined approach to change management, which will help organizations build what he calls the change management “muscle”.

Professionals in any role of HR will benefit from this session, at which all the areas relevant to the topic will be discussed. These are:

  • Working Definition of Change
  • Why Change?
  • Types & Nature of Organizational Change
  • Transition and Future State Models
  • Understanding Resistance to Change
  • Planning for Effective Change Management
  • Three Stage Scalable Organizational Change Management Process
  • Four Core Questions
  • Change Readiness Surveys
  • Change Management Roles
  • Managing Change
  • Communication
  • Resistance Management
  • Reinforcing and Evaluating Change.


About the expert:

Tony White has conducted training workshops, delivered keynote addresses and facilitated high-level executive initiatives for a broad cross section of business, education, and government organizations for over twenty-five years.

During this long tenure, he has held very notable positions ranging from part-owner and director of a private label food manufacturing company, a partner in an international training company, a change management specialist in a global enterprise, a community college outreach partner, and an in-house instructional designer with a high-profile government office.

Tony is also author of “Make It Happen – A Practical Handbook for Team Leaders, Project Managers and Facilitators to Build, Facilitate and Repair High Performance Teams”.