Human Resources Training, workplace conflict resolution

Working with thoroughly disagreeable, even dysfunctional co-workers


A disagreeable and dysfunctional coworker is a curse for any employee. Such negatively oriented employees are a thorn in the flesh and can adversely affect the morale in the organization. It is true that even the most sober and best behaved employee can get nasty at times, but this is not the same as a disagreeable and dysfunctional employee, who not only does it all the time, but revels in this kind of behavior.

The dysfunctional employee is out to annoy, irritate, and hurt others. Such an employee has no sense of rules and etiquettes that most others in the organization adhere to and respect. They are puerile and touchy. They completely lack the professionalism and grace that one expects of an average employee in any organization.

This makes it very difficult for organizations to deal with such employees. It is always a challenge for HR to get such employees to mend their ways; yet, the responsibility of bringing such employees in line with the organization is an imperative for HR and the rest of the management.

How do organization achieve this? This is the content of a very interesting and valuable webinar that TrainHR, a leading provider of professional training for the areas of human resources, is organizing on June 4. Teri Morning, the Founder and President of Hindsight Human Resources, will be the expert at this webinar, which is of sixty minutes’ duration.

Please visit to register for this webinar and gain the benefit of this highly pertinent learning. 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, Teri will cover the following areas:

  • Spotting the difference between merely disagreeable or difficult, thoroughly disagreeable, and dysfunctional
  • The difference between passive, assertive, angry and the most dangerous of all – passive aggressive
  • What to do about bullies, backstabbers, belittlers and the bitter ones.
  • Despots, controllers, and detrimental coworkers
  • Liars, blamers, and cheats
  • The cruel, the vicious and the vindictive
  • How to know when things are inordinately out of hand and to ask for help.


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

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



Career Development, Human Resources Training

Attracting, Growing and Retaining Millennials


The generational spread that characterizes the American workforce today is unprecedented: it consists of no fewer than five generations. Quite naturally, the latest entrant into this workforce, the Millennials, will be the dominant group as the others start to phase out. They are set to constitute almost three fourths of the total workforce by 2025, an estimate made out by the US Bureau of Labor Statistics.

Hiring, retaining and getting the best out of the Millennials is a challenge that organizations face now. New generations have been entering the workforce from the beginning, but the Millennials are the first generation that was born contemporaneously with the onset of new technologies such as the internet and the many spinoffs it has brought in its wake, such as the social media, online learning and many more.

The Millennials are characterized by impulsiveness and a lack of attention, and a flair for the visual medium. These, plus other factors that mark them out, need to be factored in when inducting them into the workforce. This makes learning of the ways to handle them an imperative for organizations. If they have to derive the best that the Millennials offer, organizations’ HR has to learn how to optimize the organization’s resources by leveraging the unique strengths that the Millennials bring into the workforce.

The ways by which they can do this will be the learning a webinar that is being organized by TrainHR, a leading provider of professional training for the human resources areas, on May 15. The speaker of this sixty-minute session is Lynn Ware, CEO and President, Integral Talent Systems, Inc.

Kindly visit  to enroll for this webinar. 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 core of the learning taught at this webinar is the ways by which organizations can brand themselves as being Millennial-friendly. Dr. Ware will show the preferred ways in which Millennials like to learn and develop themselves (Millennial learning preferences). She will help participants discover the components of an integrated career development strategy for Millennials at their organization. She will help them identify leadership practices that are effective in engaging and retaining millennial talent.

Since this generation is closely associated with technology, an organization that wants to hire millennials needs to pitch itself as one that appeals to this generation by showcasing the technological innovations it adapts. Dr. Ware will explain the findings of research that has tried to understand what Millennials look for in their employee work experience. This is going to be a highly practical and interactive session in which participants will learn how to manage their recruiting process to attract millennial applicants over the competition, how to develop them and to retain them longer than average.

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

  • Share research findings on what attracts and retains Millennial compared to other generations
  • Explore employment policies such as flexible work schedules
  • Build a Millennial sticky employment brand for your organization
  • Consider how to modify your organization’s existing development methods for early career workers
  • Create more effective management practices relevant to Millennials
  • Create an action plan for creating a more Millennial centric work environment.

Recruiters, Learning Professionals, Talent Managers, Leadership Development Experts, Internal Communications Experts, and Line Business Managers-personnel who are closely associated with the recruitment and onboarding of employees, and who will be required to deal with Millennials, will benefit immensely from this webinar.


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

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.

Human Resources Training, interview, Interview training

Using Behavior Based Interviewing to Select the Right Candidate


Nothing is perhaps as important for an organization as hiring the right people. This is the most crucial ingredient for organizational success. While the right hire can bring the organization multifold returns, a wrong hire can do just the opposite. It disturbs the functioning of the company in many ways, apart of course, from costing it monetarily. It is also a fact that the cause of most involuntary terminations can be traced to improper hiring. In spite of this, companies and their human resources departments make many bad hiring decisions for key positions.

This may not be intended, but the loss that a bad hire brings is something that an organization cannot overlook or forego. This makes adapting the right hiring technique an imperative for organizations. HR needs to understand just what parameters work for the right hiring. One of the most effective hiring techniques an organization’s HR can adapt is what is called the behavior-based interviewing method to help predict the kind of person it is hiring.

How does behavior-based interviewing work?

Behavior-based interviewing uses past behavior as an indicator of the performance that can be expected in the future from a candidate. It looks not merely at the achievements listed out in the candidate’s resume, but explores the way the candidate behaved in proven situations in the past, which can be a strong predictor of how she will behave in the future in the light of the organization’s business needs and objectives.

A webinar from TrainHR, a leading provider of professional training for all the areas of human resources, will help you understand the concept of behavior-based interviewing in greater depth. This webinar, being organized on May 2, will have Grant Schneider, president and founder of Performance Development Strategies, as the expert.

To enroll for this 60-minute session and to get a thorough understanding of how to adapt behavior-based for your organization, please visit .


Grant will explain how to use past behaviors, rather than the resume, as the criterion for zeroing in on the right candidate. He will show how to use this as a measure of the extent to which the candidate is going to perform in her future role in the organization and evaluate the responses. This is a more predictable and concrete means to assessing a candidate’s suitability to a position than relying on mere assumption and gutfeel. Behavior-based interviewing builds on the belief that a candidate’s past is the most effective criterion for assessing her present. At this session, which will be of immense benefit to personnel who are involved in hiring, such as HR Professionals, CEO, Senior Vice President, Vice President, Executive Director, Managing Director, Regional Vice President, Area Supervisor and Managers; Grant will cover the following areas:

  • How to create and ask open-ended questions
  • How to solicit examples of past behavior to predict future behavior
  • How to take useful interview notes
  • How to get beyond the rehearsed answers to find out what a candidate is really thinking
  • How to establish interview evaluation criteria
  • How to identify and evaluate skills objectively.


About the expert: Grant Schneider is a Certified Coach who uses an approach that helps organizations identify their vision of success, develop the roadmap, create goals and then achieve those goals. His organization helps organizations achieve greater results by aligning people in the organization with the organization’s mission and strategy. Grant helps these organizations create change, develop managers and executives, and create high performing teams resulting in engaged employees and loyal customers.

A past president of the Westchester Human Resource Management Association and past Executive Director of the New York State Society for Human Resource Management who has served on the Society for Human Resources’ national panel for HR Metrics and Human Capital Measurement; Grant currently runs the Academy for Entrepreneurial Excellence, which is a joint venture of the Business Council of Westchester and Westchester Community College.

Human Resources Training, Strategic Planning

Strategic Planning and Execution: The 1-2-3 Year Plan for Enterprise Success


Chalking out a sound business strategy and constantly introspecting on its effectiveness for the organization are a must for the organization’s leadership. The organization has to keep looking at questions such as how it develops strategy, who thinks strategically in the organization, and if the organization is implementing strategies that create value, generate growth and result in profits.

Leadership should also analyze what new approaches might trigger the organization’s move to a new level of high performance. With the evolution of strategy formation and strategic thinking, it is absolutely essential for organizations to keep probing themselves about these core questions.

Organizations’ leadership needs to have the answers to these questions. It should also have clarity on what tools still work and continue to be useful or otherwise in the development of the strategy.

Want to gain sharper insights into how to inculcate strategic planning and execution that ensures organizational success? A webinar that is being organized by TrainHR, a leading provider of professional training for the human resources area, will offer these. Chris DeVany, the founder and president of Pinnacle Performance Improvement Worldwide, will be the speaker at this 90-minute session, which TrainHR is organizing on May 8. Please visit  to enroll for this meaningful and valuable session.


Chris has modeled this webinar on the fact that managers learn by doing and gain a wider perspective of management practice through breakout sessions, practice exercises, and case applications. He will use this approach to help participants of this webinar resolve their dilemmas and doubts about strategy and get direction on up-to-date analytical and organizational approaches to solutions.

In designing this course, the speaker has melded methods that are proven by practice with new insights and ideas from a wide range of current strategic thinking. As a result, participants will gain a clearer insight into critical questions such as when it is the right time to rethink strategy or to re-invent the organization. This session will offer a clear perspective on the role the organization has in the development and implementation of successful strategies.

Participants of this webinar will walk away with greater understanding of the ways of identifying the benefits of focusing on strategy, gain clarity on the different ways in which vision can be used in the organization, know how to how to integrate strategy, objectives, metrics, and performance, get more perspective of the new strategic patterns that are evolving in the business world, which will help them develop ideas to apply them into their respective organizations, and finally, explore when a firm strategy implementation plan is needed and when a relatively less proactive action is needed.

Chris has designed this course to be of immense value to professionals in positions that involve strategic thinking, and these include Executives, Managers at all Levels, Supervisors, CEO’s, VPs, and Directors. He will cover these areas at this session:

  • How to structure the development of a strategy for an organization
  • How to ask strategic questions
  • How to generate sufficient data and organize it into relevant information for use in developing a strategy
  • How your organization and the business environment in which it exists interact through strategy formation and implementation
  • How resources reinforce strategic direction and influence results
  • Positive means of engaging the organization in strategy formation and implementation.


About the speaker: Chris’ organization focuses on management and organization development. Chris has published numerous articles in the fields of surviving mergers and acquisitions, surviving change, project management, management, sales, team-building, leadership, ethics, customer service, diversity and work-life balance, in publications ranging from ASTD/Performance In Practice to Customer Service Management.

His book, “90 Days to a High-Performance Team”, published by McGraw Hill and often accompanied by in-person, facilitated instruction, has helped and continues to help thousands of executives, managers and team leaders improve performance.