Human Resources Policies

Piercings, Tattoos and More: Dress Codes For the Workplace – Legally Compliant Policies and Guidelines

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As the workplace undergoes many changes, the dress code is one of the areas in which HR is confronted with a host of questions such as: Does the workplace allow only formal dressing? Does it allow semiformal dressing? Does it have a different dress code for different positions? And, as the Millennials enter the workforce, does the company allow tattoos and piercings from its employees?

Organizations should remove any ambiguity about all these issues. The ideal way of doing this is to make a formal dress code in a written form and publish it with the stakeholders, such as the employees and management. The absence of the dress code can lead to unnecessary quibbling between the management and the employees. Many employees may like to dress in a certain way which management might oppose. Where there is a clearly stated dress code, there is no scope for such misunderstanding or potential conflict. A written workplace dress code is also immensely useful where employees take the organization to court over this issue.

Given the importance of the dress code as a means to avoiding unpleasant confrontations between the employees and the management, it is necessary to understand the elements of a proper dress code that the organization will put in place. How do organizations understand the dynamics of a legally valid and compliant dress code?

This understanding will be offered at a webinar that is being organized by TrainHR, a leading provider of professional training for the human resources areas. 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 session, which is being organized on June 10.

Please log on to http://bit.ly/2YLqJmU to register for this webinar.

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At this session, Dr. Strauss will help participants explore the reasons and benefits for having a dress code for the workplace. The aim of this learning is to help promote a dress code that is reflective of the organization’s culture and which shows it in a positive tone. She will highlight the importance of instituting a dress code that is safe and comfortable for the employees. The topic of what is considered appropriate for different generations will also be taken up at this session.

Dr. Strauss will also take up and clarify on delicate issues such as tattoos, makeup for women, jewelry, grooming and religious symbols will be taken up for discussion at this webinar.  she will cover the following areas at this webinar:

  • Reasons to have a Dress Code
  • Your rights as an employer to establish a dress code as a condition of employment
  • What to include in your dress code?
  • Defining business, business casual and casual
  • Professionalism: customer contact positions
  • Morale and respect among coworkers
  • Safety: office and manufacturing positions
  • Uniforms and logo wear
  • Piercings, tattoos and hair
  • Perfume and cologne
  • Hygiene
  • Cultural and religious considerations and other exceptions
  • Younger generation’s preference for informality
  • When companies have been taken to court about “dress”: discrimination cases related to sex or gender, religion, or race?
  • When does dress make a positive or negative impact on performance?
  • Designing a policy which corresponds to your business.

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About the expert: 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.

 

 

 

 

Career Development, human resources management

Strategic Thinking Is More Than the Big Picture

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We all know the importance of strategic thinking. This is the thinking that will grow organizations into leaders in their industry or spheres. Many managers are busy with far too many daily routines and activities that consume most of their time and allow little time to concentrate on the strategic.

Tasks are no doubt important, but one should not get bogged down too much into them to lose sight of the big picture. Losing sight of the strategic results in total breakdown for the organization, which will just be doing things routinely without growing. The challenge for managers and leaders is to balance the tactical with the strategic.

Visualizing the strategic goal and then determining how to get there is what leadership is expected to do. A leader who wants to get to the next level and also take the organization there has to be strategic in her thinking. She has to bring in a strategic perspective.

What is this strategic perspective? It combines business insight with knowledge of the industry. It makes use of competitive information. It goes beyond bringing in a global perspective, and combines strategic skillsets with the tactical.

So, how does a leader inculcate strategic thinking? This will be taught at a webinar that TrainHR, a leading provider of professional training for the human resources arenas, will be organizing on June 13. Valerie Pelan, President of Integrated Focus, will be the expert at this webinar.

Please register for this sixty-minute webinar by visiting  http://bit.ly/2WsLVAF.

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This webinar is aimed at benefiting personnel such as Leaders, Managers, Individual Contributors, High Potentials, and Baby Boomers, i.e., anyone who is already performing a strategic role or will be called upon to do so.

Valerie will cover the following areas at this webinar:

  • Definition of strategic – but it is more than a simple definition
  • Its more than global perspective
  • It includes Business Acumen
  • Industry and competitive analysis – understand your company’s industry and competitors
  • Distinguish between the short term and long-term company financials
  • Tools include: SWOT analysis and Blue Ocean Strategy
  • Compare leadership skills with manager skills
  • Leader focuses on big picture while the manager focuses on tactical actions.

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About the expert: Valerie has been consulting and providing Executive coaching for over 10 years. Her company provides leadership coaching to leaders and high potentials. Her areas of expertise are executive presence, career transitioning and leading change.

She provides her corporate clients with a strategic and global perspective that combines her business experience working in Fortune 100 companies and her experience as an entrepreneur. She works with the owners and executive teams in mid-sized companies providing Strategic Planning and communication skills.

 

human resources management

How to Build a Pay Structure without Regression Analysis

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Building a pay structure without regression analysis brings many advantages. To start with, it is easier. Secondly, it brings one major advantage over regression techniques: it allows pay lines that consider the importance of various job classifications to the organization to be created and manipulated effortlessly. Once this is done, it will offer a proper method for doing so. The pay professional will be in a position to better explain what she has done, and also give an understanding of what it means, to the organization’s stakeholders.

Learning on how to build a pay structure without a regression analysis is what a webinar from TrainHR, a leading provider of professional training for the human resources areas, will offer. The core of this session, being organized on June 12, is to help build a pay structure, starting from hypothetical pay survey data. David J. Wudyka, an independent Human Resource Consultant, will be the expert at this webinar.

Want to gain valuable insights into how to do this? Please register for this session by visiting http://bit.ly/2WiJMan.

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).

This webinar, which is of immense value to Human Resource Managers, Compensation Analysts, Compensation Managers, and Financial Managers of HR Departments; will cover the following areas:

  • What data to use from pay surveys you possess
  • The importance of benchmark jobs and their associated data
  • How much survey data to use for building the pay structure
  • What a “weighted average” is
  • What to use as a measure of the pay range midpoint: “weighted averages” or “medians”?
  • The value of on-line pay data: is it quality data?
  • How wide pay ranges should be
  • The ideal range for “midpoint to midpoint spreads”
  • What the “seed data” should be for the development of pay ranges
  • How to test and integrate your employee pay rates into the new pay structure
  • How often to update your pay structures?

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About the expert: David J. Wudyka, SPHR, brings over 30 years’ experience in the profession. He is the Managing Principal of Westminster Associates in Wrentham, MA, a Human Resource Consulting firm offering a wide array of Human Resource consulting services, including the design of Compensation programs.

He is one of the first people in the United States certified in the Compensation field by the World At Work. David is also an Adjunct Faculty member at several universities in New England, including the University of Massachusetts at Boston and the Massachusetts College of Pharmacy and Health Sciences in Boston.

 

Human Resources Training, Leadership

How Leaders can Create a Culture of Everyday Civility that Means Business

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A toxic employee is a bane to any organization. Such people are not only themselves difficult; they spread their negativity all over the workplace. They not only perform poorly; they also come in the way of others’ performance. It is estimated that as much as six percent of the total compensation costs are lost by companies due to this kind of employee.

Such employees are a challenge for an organization’s HR. But not anymore. A webinar from TrainHR, a leading provider of professional training for the human resources area, will organize a webinar on June 11, whose expert, Mitchell Kusy, nationally known expert on organizational development, will put the entire issue in perspective.

To gain invaluable insights from Dr. Kusy on how to deal with toxic personalities at the workplace, please register for this session by logging on to  http://bit.ly/2W8oaO7  .

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What makes this learning unique is that it is not taken from any book. It is based on a three-year national study carried out by Dr. Kusy himself, in partnership with Dr. Elizabeth Holloway, on the specific topic of how toxic behaviors in the workplace rob organizations of everyday civility. The data that this study garnered, from a sample size of over 400 individuals, will be discussed. Dr. Kusy will present actual evidence and data to show that civility at the workplace can improve team performance, and of course, the organization’s bottom line.

Dr. Kusy will stress the importance of feedback as a strategy for handling the toxic employee. This is important for a variety of reasons:

  • One, most toxic employees are oblivious to the impact their actions have on others
  • Two, giving feedback about toxic personalities is different from the feedback they give about poor performers
  • Three, leaders need to understand that there are subtle differences between giving feedback to a toxic peer, a toxic direct report, and a toxic boss.

He will show what steps HR can take when this method fails. He will suggest four clear ways in which organizations can create daily civility at the workplace:

  • Integrating values into performance management in innovative, concrete, and strategic ways-so that no one gets away with uncivil behavior
  • Designing no-cost recruiting methods, which provides successful screens to reduce the probability of hiring a toxic person in the first place
  • Engaging a standardized team assessment instrument to evaluate how team members may either increase or decrease everyday civility
  • Identifying how to give effective feedback to toxic individuals-feedback that improves that behavior changes will result.

This webinar is aimed at Leadership Coaches, Organization Development Practitioners, Talent Development Professionals, Human Resource Leaders, Human Resource Practitioners, Executives, Managers and Supervisors.

The following areas will be covered at this webinar:

  • Revise traditional performance management into one that positions values of everyday civility into concrete behaviors
  • Coach toxic personalities in the most effective ways to give them feedback
  • Deal more effectively with the 94% of employees who have reported they have worked with a toxic person in the past 5 years
  • Use a simple assessment tool to understand team climate, as 87% reported that team climate worsened as a result of a toxic person
  • Avoid hiring toxic people with a simple, concrete, and no-cost method
  • Calculate the financial cost of toxic individuals in your organization.

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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.

 

Human Resources Training, Leadership

7 Behaviors of Great Leaders

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Leadership, a trait that moves the world in all the disciplines it covers, is a noble one. A leader starts by mastering his own self first before setting out to lead and influence others into the right zone or direction. Nothing beats setting a personal example of leadership when it comes to persuasion. This is the strongest means of conviction that a leader can build into her followers.

One doesn’t have to do anything out of the world to lead. All that one needs is a set of simple, down-to-earth steps that, when once developed, can become a habit. A habit, as we know, is something that is not easy to give up. So, leadership is not, to use the cliched expression, rocket science. It is all about inculcating a set of habits.

So, which are these habits? Does it require a genius to cultivate and implement them? Never. The irony of such an indispensable quality as leadership is that it is a behavior can be learnt, that too, step by step.

These seven behaviors of leadership will the learning a webinar from TrainHR, a leading provider of professional training for all the areas of human resources, will be teaching. David Rohlander, author of the Amazon-bestseller, “The CEO Code”, will be the speaker at this session. Please register for this webinar by visiting http://bit.ly/2WO0R9f .

This webinar, which will be organized on June 11, 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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The core of this learning session is the idea that leadership need not be about reinventing the wheel. It is enough if one alters habits and thinking just a bit to see the wider picture and set goals towards getting there. The key is to introspect and identify which habits to acquire and which ones to change. The expert at this webinar will get down to explaining what these are and how to form winning habits.

The roadmap that David will help participants of this webinar build will be a combination of concrete technics and philosophical justification. Understandably, this session is of great value to personnel such as CEO, CFO, COO; Vice Presidents and Regional Managers, managers and supervisors, newly promoted managers, and high potential employees being groomed for leadership and promotions.

He will cover the following areas at this webinar:

  • What does a great leader look like and act like?
  • How do you live with integrity as a leader?
  • The magic of self-control, growth and caring What about attitude?
  • The primary activities of a great leader
  • How does a great leader treat others?
  • The importance of focused attention
  • It all boils down to 7 basic behaviors.

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About the speaker: The success that David’s book, “The CEO Code” brought resulted in Penguin/Alpha Books asking him to write “IDIOT’S GUIDES: Management Skills”, which was released in December 2014. As someone who has served in the military, academia and business; David combines knowledge with experience and expertise. With over thirty years in management and leadership, David is the ideal “been there, done it” guru. The best tribute to his ability and reputation is the face that five sixths of his new clients come from referrals.

Career Development, Human Resources Training

How to Attract, Retain & Engage Millennials

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This is the age of the Millennials, more so at the American workplace. This is the generation that is beginning to dominate the workforce, and is set to become the largest group among the generations of the employees at the workplace soon.

How do organizations learn to not only manage the new workforce, which has grown with the technologies and gadgets that have profoundly impacted our world, but is also very visually oriented in its learning and is known to have a very limited attention span? Do the Millennials bring a special or unique talent or characteristic that marks them out from the previous generations, and do they need nurturing if organizations can get the best out of them?

All these and more will be the learning from a webinar that TrainHR, a leading provider of professional training for the areas of human resources, will be offering. At this webinar, being organized on June 5, the expert, Tonia Morris, Founder of Simply HR, LLC, will explain how to effectively attract the Millennials to your organizations by understanding what they look for in their careers.

Please enroll for this session by visiting http://bit.ly/2vUUi8T   . 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).

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The core matter of this webinar is a discussion of what the Millennials consider important for their career growth. The expert will offer understanding on this crucial aspect and show and how to retain top talent from this generation. The main objective of this webinar is to provide some insights on what you need to do to reduce turnover, engage your employees and increase productivity and morale in your workplace.

The speaker will seek to answer any questions that the participants may have on attracting, retaining and engaging the Millennials. The attendees will walk away with an understanding of the expectations that the Millennials have in today’s workplace and how to attract and retain what is set to become the largest generation in the workplace.

Tonia will seek to help the participants understand and resolve issues arising out of issues such as high turnover, disengaged employees, low productivity, and low morale.

In this session, which is aimed at the benefit of those who deal with this generation at the workplace, such as Human Resource Manager, HR Generalist, Business Owners, Managers and Consultants, Tonia will cover the following areas:

  • How to effectively attract Millennials to your organization
  • What the Millennials’ job expectations are (retaining them)
  • The best way to communicate with the Millennials
  • How to keep them and engage them.

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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.

 

business communication, Human Resources Training

The art of Win-Win Conducting Negotiations

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Negotiations are a very key element of a business. The real purpose of a negotiation is served when the two (or more) parties feel they have walked away with some gain. Called the win-win negotiation, this bargaining skill is hard to learn and practice, but is very valuable when one gains it.

What does a win-win negotiation entail? Does it call for a talent, a skill or something else? Do persuasion skills work, or do bargaining skills work? Or is it hard sell that counts? A webinar from TrainHR, a leading provider of professional training for the human resources area, will provide the answers to questions such as these and many others.

Tony White, a seasoned communication expert, will be the speaker at this webinar, which is being organized on June 7. Please register for this learning session by visiting http://bit.ly/2w0i9UF  . 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).

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The essence of this webinar is the learning that the expert will offer on what he calls “interest-based” negotiations, whose primary goal concerns meeting the true interest of both the parties. It goes beyond dominating the other party and meeting one’s own personal gains. It extends to offering that much more to both the parties concerned. A win-win negotiation is the standard when it comes to what organizations expect from a bargain.

Tony will offer perceptive understanding of how to approach a win-win negotiation. He will show how to fulfil the ultimate goal of a win-win negotiation, which is planning for and meeting both corporate and personal agendas assertively while almost totally avoiding conflict.

Those who are having a tough time with using a disciplined approach to negotiation and want to find a way to meet both their and the other party’s negotiation interests, and feel threatened that too much is being taken away from them at the negotiation, will benefit immensely from this webinar.

At this session, Tony will cover the following areas:

  • Identify the core principles of Interest-based negotiations
  • Understand what are, and how to identify the other party’s substantive, procedural and emotional interests
  • Understand and practice core negotiation communication skills such as use of questions, reframing and acknowledgement
  • Understand the Conflict Spiral and how to avoid it
  • Use a practical negotiation template to help you plan for your next negotiation.

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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”.

 

 

Human Resources Training, payroll best practices

New Forms and Requirements of the 2019 Payroll Tax Update Explained

Payroll-Taxes

A change in the penalties for information returns is one of the updates the IRS has brought. As a result of this change, those companies which still require W-2’s and the required ACA forms will cough up more penalties. Organizations have to also be mindful of the fact that a pilot program has been implemented by the IRS, which has a bearing on the way payroll service providers work, since they are now required to have an additional number on the W-2 as an extra layer in helping to reduce identity theft. Following the resounding success of this pilot program, it is now the feature with which Form W-2 has been updated for 2019.

So, organizations that work in any manner on a payroll need to be aware of the various aspects of such updates. Want to gain more on this learning? A webinar from TrainHR, a leading provider of professional training for all the areas of human resources, offers just this.

Being organized on June 3, this this webinar will have Dayna Reum, Payroll Tax Manager at PetSmart Inc., as its speaker. Please register for this valuable training by logging on to http://bit.ly/2VfXvdF.

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Familiarizing participants with the updates for 2019 is the chief learning this webinar is going to impart. This learning is vital to be compliant with the IRS. In updating participants with the present status of this legislation, the speaker will help them get a grasp of the possible repercussions of the tax reforms. She will offer them an understanding of how this update pertains to tax reform and explain what the IRS thinks in this matter.

Another learning this webinar is going to impart is about the annual updates that the participants need to be aware of. The speaker will give an understanding of this, and will also explain the various forms and will describe how to handle them for 2019. Dayna will also give an understanding of tax reform and the impact it will continue to make on the way payroll functions.

At this webinar, which is aimed for the benefit of Payroll Professionals, Tax Professionals, Accountants, Controllers and Human Resource Professionals, the speaker will cover the following areas:

  • Form 941 & Form W-2
  • Deadline Updates for 2019 for W-2 Reporting
  • Changes to the Form 941 for 2019
  • Tax Reform Updates
  • Annual Taxation Updates
  • Deferred Comp
  • IRS Limits (Mileage, transportation, etc.)
  • Taxation of Fringe Benefits
  • 2019 Budget and Payroll Impact
  • Tax Reform and what it could mean for you.

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About the speaker: Dayna has received a Citation of Merit for her service along with being a Gold Pin member of the APA. A Certified Payroll Professional, she also serves on the National American Payroll Association on the national Strategic Leadership Task Force, Government Affairs Task Force. Dayna is also certified in HR hiring and firing practices and is a Six-Sigma Greenbelt.

 

 

Human Resources Training, Workplace Wellness Program

Implementing the Affordable Care Act, GINA, and other Discrimination Laws into your Wellness Program

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Wellness programs have come a long way from being a set of activities consisting of a newsletter, or, incentives for exercising and taking a look at one’s diet, to something of a holistic strategy that actively intervenes in promoting the health and wellbeing of the employee and decreasing the employer’s healthcare costs.

Traditionally, wellness programs have been seen as a benefit for the employee. These programs aim to incentivize employee participation with the wellness programs and reward them based on their level of involvement. However, in the process, most wellness programs have given way to some another kind of discrimination based on the employees’ special class, such as disability, race, or gender.

While the evolution of wellness programs is certainly a positive thing to have happened for the workforce, designing them in a manner that transcends these limitations is the need of the hour. This makes it imperative for organizations to put in place a wellness strategy that is non-discriminatory towards all their employees.

Laws such as the ADA, GINA, FMLA, and other civil rights laws, along with other new federal regulations, have emphasized the role of nondiscriminatory wellness plans in organizations. Regulations from the U. S. Department of Labor (DoL), the Treasury, and Health and Human Services (HHS) make it mandatory for every individual participating to be able to receive the full amount of any reward or incentive, regardless of any health factor or the type of wellness program,

Further, new regulations have divided wellness programs into two types with specific rules for each. A highlight of the regulations is that they address the issue of employee discrimination based on health/disability, age, gender and other protected classes. These laws have created specific regulations to prevent employee discrimination in wellness programs. From January 1, 2014 onwards, employers have been required to ensure that their wellness programs comply with the final rule.

A webinar from TrainHR, a leading provider of professional training for human resources, will set these issues in the proper perspective. 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 ninety-minute webinar, which is being organized on May 17.

Please visit  http://bit.ly/2PW8uaV to enroll for this webinar and gain clear insights into how to implement a nondiscriminatory and legally compliant set of employee wellness programs into your organization.

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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The aim of this learning session is to specifically help participants differentiate between the two types of wellness programs. While doing so, Dr. Strauss will explain why the knowledge of the ways by which these two types of wellness programs is important. She will list and explain the four standards required by the ACA for health-contingent wellness programs to follow to ensure nondiscrimination.

She will take up HIPAA and specific discrimination laws for discussion and explain the requirements for their compliance in wellness programs. Participants will be able to understand the difference between the reasonable alternative standard for activity-based wellness programs and the reasonable alternative standard for outcome-based plans. Dr. Strauss will also show the steps that the participants of this webinar can take to strategically plan a comprehensive wellness program.

She will cover the following areas at this webinar:

  • provide examples of how wellness programs have resulted in discrimination lawsuits
  • explain the role that the ADA, GINA, FMLA, and other civil rights laws play in the design and development of your wellness strategy
  • provide specific examples of the alternative standards and why they are mandatory
  • list the benefits of a Wellness strategy to minimize healthcare costs for the organization and the employee
  • discuss the critical steps in designing and developing the Wellness strategy
  • plan an effective organization-wide implementation process
  • Establish an effective evaluation method of the Wellness program.

 

Personnel who are closely involved in employee wellness programs, such as CFO’s, Wellness Directors, Risk Management Directors, Occupational Health Nurses, Employers and Business owners, and Human Resources Specialists and Managers will benefit from this course in a big way.

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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.

 

employee onboarding, Human Resources Training

Effective Onboarding: How to Engage, Motivate and Retain New Hires

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Quite some misunderstanding abounds among organizations about onboarding of new hires. Despite being one of the most critical activities for HR, it is misconceived as consisting of only induction and orientation. Although important in themselves, induction and orientation are only part of the onboarding process. Onboarding starts with the induction of the new hires, but its core consists of the issues that matter most to an organization: acclimatizing and acculturating the new employee.

Onboarding is not a onetime task. It is a series of steps that could take quite some time, sometimes even months. This is the period in which the new hire gets to understand everything about the organization, such as its business, its policies, its expectations, and most importantly, its culture. It is only when there is a cultural fit that it can be said that there is a level of compatibility between the employee and the organization. HR’s aim should be to bring this about.

How does it do it? This is the learning a valuable webinar from TrainHR, a leading provider of professional training for the human resources areas, is imparting at a webinar it is organizing on May 13.

Marcia Zidle, the CEO of Leaders At All Levels, will be the speaker at this sixty-minute webinar. Please visit http://bit.ly/2PPvJU2 to register for this webinar, 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).

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Getting the onboarding right is the surest means to retaining talent, because if there is disharmony at the onboarding, the instinct for most employees is to quit and seek greener pastures. This is borne out by the following facts:

  • When the onboarding process goes wrong, one third of new hires look to quit the organization in only six months of joining
  • Lack of a motivating and inspiring onboarding process is seen to be the foundation for the reason for which one third of the new executive hires fail to meet their targets
  • Lack of the right onboarding process results in an organization losing up to two out of every three new talents in just four years, at the current annual turnover rate of 10-15%.

That positive and well created and nurtured onboarding is the antidote to these ills is affirmed by a study by The Aberdeen Group, which concluded in no equivocal terms that proper onboarding can help retain 70 percent of the new leadership talents, although the contents of these programs could vary from one organization to another.

Deep and clear understanding of how to get the onboarding process right

In the course of imparting an understanding of the ins and outs of the onboarding process, Marcia will cover the following areas at webinar:

  • Learn six mistakes to avoid in your new hire onboarding process
  • Identify the 4 C’s: The building blocks of an effective onboarding program
  • Recognize the difference between orientation and onboarding: They are not the same
  • Review the six best practices, with real-world examples, for implementing an onboarding program in your organization
  • Understand the responsibilities of three key stakeholders: Executive management, human resources, the new hire’s manager.

All the personnel in organizations who are stakeholders in retaining the new hires, such as CEO’s, COO’s, VP of Human Resources, Chief Learning Officer, Directors, Project Managers, Operation Managers and Supervisors, Team Leaders, and Staff Managers and Supervisors, will benefit immensely from this webinar.

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About the speaker: A board certified executive coach, Marcia works with executives, management teams and high potential professionals. Marcia is the author of “The Effective Manager: What Really Works” handbooks and “Career Savvy: Life Preservers for Today’s Rough Seas and Tomorrow’s Raging Waters”.

She is the host of The Business Edge, a weekly internet radio show on the business channel of Voice America Media, giving practical advice to executives and managers on how to take their company, firm or practice to that next level with less stress and more success.