employee performance evaluation, Human Resources Training

Performance Management: Moving from Feedback to Coaching

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It goes without saying that in the present day workplace, home to as many as five generations, there is a deeper and far more pronounced need for greater interactivity and involvement of the employees, than before. The role of performance management in retaining employees can never be overlooked. An objective, process oriented performance management strategy is an extremely effective means to keeping employees engaged and retaining them.

A benchmark for the effectiveness of a performance management strategy is the extent to which it helps the organization retain employees when the availability of talent is scarce. Organizations that adapt and instill such a performance management system come up trumps in any situation.

Organizations can learn to do this by enrolling for a training being organized by TrainHR, a leading provider of professional training for the areas of human resources, on September 4. The expert at this session, Tonia Morris, Founder of Simply HR, LLC, will offer valuable insights into these aspects of a performance management strategy. Please enroll for this webinar by visiting https://www.trainhr.com/webinar/performance-management:-moving-from-feedback-to-coaching–702594LIVE?wordpress-seo .

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The surest way by which organizations can retain talent is by making their talented employees feel wanted and valued. This is the core of what a performance management system should achieve. Failing to bring about this feeling in the employees alienates them and deters them from participating in the performance process. When there is an absence of an engagement process with the employees, there is a strong sense of disconnect between them and the organization. This is the primary reason for which talented employees leave organizations.

The ways by which to put effective performance evaluations in place will be explained at this session. Tonia will show how to implement a performance management system that incorporates certain predetermined parameters to bring about objectivity, and yet, is at the same time, flexible enough to accommodate new inputs and contributions.

The learning offered at this webinar will enable the participants to only learn the importance of carrying out effective performance evaluations, but to also conduct these themselves. This will help them understand the ways of keeping employees engaged in the process and handling difficult conversations during the process.

The highlight of this session is the explanation of a simple, yet highly effective solution for providing feedback-The CARE Approach.

In detailing all this, Tonia 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.

Staff whose work involves employee engagement will benefit from this webinar. These include Managers, Supervisors, Leaders, Human Resource Professionals and Shift or Team Leaders.

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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.

 

employment law, Human Resources Training

PDA, ADA, and FMLA. How to Manage Requests for Light Duty, Leave, Transfer, and More

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These days, there exist an abundance of laws that are aimed at protecting the health of pregnant women at the workplace. Three major legislations: The Pregnancy Discrimination Act (PDA), Americans with Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA), guarantee protections and rights to pregnant women at the workplace.

These laws often work in conjunction with each other. For instance, the PDA empowers a woman who is temporarily unable to perform her job due to a medical condition related to pregnancy or childbirth, to be treated by the employer in the same way as any other temporarily disabled employee is. If some kind of impairment results from the pregnancy, it could be considered a disability, and the employee enjoys the same protections offered to people with disabilities under the ADA.

And then, the FMLA gives pregnant women many of the rights it gives to other employees. Pregnant women cannot be discriminated against in terms of the nature of work they carry out because of this condition. They are also protected from harassment arising out of pregnancy, childbirth or any other medical condition related to these.

Are employers aware of their legal obligations to pregnant women under these legislations? Those who don’t risk inviting penalties. A webinar from TrainHR, a leading provider of professional training for the areas of human resources, will offer thorough and proper explanation of the nuances of these legislations as they impact employer-pregnant women relations.

Being organized on September 9, this webinar will have Teri Morning, the Founder and President of Hindsight Human Resources, as the speaker. Please join in for this highly valuable session by visiting  https://www.trainhr.com/webinar/pda,-ada,-and-fmla.-how-to-manage-requests-for-light-duty,-leave,-transfer,-and-more-702527LIVE?wordpress-seo

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Teri will highlight not just what an employer is required to do in terms of its obligations to pregnant women; she will also show how to treat such employees. She will explain the manner in which employers are required to structure and handle situations that arise with relation to pregnant women.

Often, many supervisors take subjective and arbitrary decisions on the employer’s accountability towards pregnant women. At this webinar, the speaker will show how to avoid this. She will offer a thorough understanding of the protections these laws ensure to pregnant women against retaliation when they fight the employer legally under the provisions set out in these. She will also explain the nature of complaints made regarding an employer’s treatment of a pregnant employee or in relation to employers’ failure in fulfilling their obligations towards an employee correctly.

The speaker will cover these areas at this webinar:

  • The Pregnancy Discrimination Act – what the PDA requires of employers
  • Discrimination and Harassment of pregnant employees
  • Pregnancy and the Americans with Disabilities Act – what the ADA requires of employers
  • Pregnancy and the FMLA – what the FMLA requires of employers
  • FMLA hot spots regarding pregnant woman and new parents
  • Who is a parent under FMLA?
  • What an employer must do, can do and can’t do regarding,
    • Light duty
    • Accommodations
    • Alternative assignments
    • Disability leave
    • Unpaid leave
  • Safety issues and pregnant employees
  • How to educate and then monitor particularly uncooperative managers
  • Retaliation towards pregnant employees – prevention, detection and protection

Personnel/professionals that will derive value from this webinar include Plant Managers and Upper Management, HR Directors, Managers, Generalists and Associates, Safety Managers and Associates, Small Business Owners, and Regulatory Compliance Managers and Associates.

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About the speaker: During the over twenty years she has spent in human resource and training, Teri has gained experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies. She loves to consult with employers on their problems and trained managers and employees, and meeting and working with employees from all types of businesses.

 

business communication, Human Resources Training

Winning Presentation Skills Put Power, Punch and Pizzazz into your Presentations

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A presentation is the most powerful means of delivering a message. No matter whether one makes a presentation to one person or to a million people, the effectiveness and the style matter like nothing else. A powerful presentation speaks more for the person making it than for what it delivers. A person who has the art of delivering an effective presentation is highly valued and esteemed.

It is estimated that the content of the presentation matters to a small extent-only 15% of the effectiveness. The rest is accounted to the skill or the way in which the content was presented. This underscores the importance of a solid presentation. Having said this, does making an impactful and effective presentation depend on complex factors?

No. This is an art that can be imbibed even by people with minimal presentation or communication skills. The ways by which they can refine their abilities and deliver killer presentations will be the content of a ninety-minute webinar session that is being organized by TrainHR, a leading provider of professional training for the areas of human resources, on September 11.

Arnold Sanow, a Certified Speaking Professional, will be the expert at this session. Please log on to https://www.trainhr.com/webinar/winning-presentation-skills-put-power,-punch-and-pizzazz-into-your-presentations–702554LIVE?wordpress-seo to register for this highly valuable session.

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Arnold will help the participants of this session deliver their presentations with grace and professionalism. He will teach them how to captivate their listeners, persuade their audience to implement what is taught at their presentation, and gain in comfort and confidence while doing so.

The result of this learning is that the presentations the participants make after taking up this learning will sizzle and sparkle. Arnold will teach them the skills needed for effectively designing, developing and delivering the presentations that persuade, motivate and influence customers and co-workers and win more proposals.

The most important learning that participants will walk away with is an understanding of how to overcome the biggest challenge for presenters: the inability to communicate their message in a manner that the audience understands and relates exactly to.

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Aimed at any company or organization where presentations have to be delivered for conferences, in-house meetings or to customers, Executives, Managers, Technical Staff and Sales Staff, this session will cover the following areas:

  • Characteristics of successful presenters
  • The 12 most common mistakes presenters make
  • 5 steps to deal with “speakers’ anxiety”
  • The 4 different communication styles and how to use them to your advantage
  • How to build rapport and connect with your audience
  • 3 techniques for making effective impromptu presentations
  • Planning your presentation step-by-step
  • 6 dynamic ways to open your presentation
  • 15 ways to keep your audiences’ attention
  • Strategies for dealing with a disruptive audience
  • How to use humor
  • Use of audio-visual aids
  • Effective use of body language
  • 7 strategies for closing your presentation

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About the expert: Arnold Sanow is a presentation, personal presence and communication skills expert who speaks and works with speakers to assist them in their presentation and communication skills.

Author of six books, he has delivered over 2,500 keynotes, seminars and training sessions to over 500 different companies, associations and governmental agencies. He is also a former adjunct professor at Georgetown University in Washington DC.

Human Resources Training

The 10 Step HIPAA Compliance Review

MentorHealth

Achieving-HIPAA-Compliance-with-document-management-software

If there is one life or death issue for a Covered Entity and its Business Associate, it has to be HIPAA compliance. This is one point that could determine whether they will continue to be in business or fold up. This underlines the criticality of HIPAA compliance for a Covered Entity and a Business Associate.

While providing the appropriate patient rights and controls on its uses and disclosures is important to show compliance with HIPAA, a Covered Entity or a Business Associate needs to do more: it has to also to demonstrate this.

The CE or BA should also have performed the appropriate analysis of the risks to the confidentiality, integrity, and availability of electronic Protected Health Information (PHI). Unless this is done in a compliant manner, the CE or BA cannot ensure that it is protecting the PHI from vulnerabilities. Loss of a device holding data, accidental acts or…

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employee onboarding, Human Resources Training

Onboarding New Hires: How to Get them Quickly up to Speed, Engaged and Productive

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Onboarding is an activity that has got a far lesser share of importance than it should have. Although the most important exercise in selecting the new hires and acclimatizing them to the organization, it has hardly got its due, mainly because of the misconception that onboarding consists of only induction and orientation.

True, onboarding starts with induction, but the really purpose of onboarding is in bringing about a cultural connection between the new hire and the organization. For this reason, onboarding should be seen as not a destination, but a journey. Depending on the position for which onboarding is being done and the person’s outlook, it could stretch from a few weeks to a few months.

It is far easier to familiarize the new hire with the physical aspects of onboarding, such as the business practices, goals, objectives and policies, than to do so with that aspect of onboarding that really counts: the adaptation and assimilation of the new employee into the organization. Success in helping to achieve this is the benchmark of the effectiveness of the onboarding process.

TrainHR, a leading provider of professional training for all the areas of human resources, is organizing a webinar on September 5, at which organizations can learn how to strike their onboarding process rich. Marcia Zidle, the CEO of Leaders At All Levels, will be the expert at this session. Please enroll for this webinar by visiting https://www.trainhr.com/webinar/onboarding-new-hires:-how-to-get-them-quickly-up-to-speed,-engaged-and-productive–702598LIVE?wordpress-seo.

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So, what happens when the onboarding process goes awry? These are the results it brings about in the organization:

  • One in three new hires will leave the organization within half a year of joining
  • Nearly the same proportion of new executive hires fails to meet targets
  • Companies end up losing six out of ten new hires in a mere four years at the present average annual turnover rate of 10-15%.

The silver lining is that this entire process is reversible, as a study conducted by The Aberdeen Group has shown. Properly chosen and appropriately nurtured onboarding processes can arrest this decline by helping to retain as much as seven out of ten new leadership talents. Although true overall, as the study says, organizations have to factor in the significant discrepancy in the content and extent of these programs.

In explaining the elements of an effective onboarding process for new hires, Marcia will cover the following areas at this 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.

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 are some of the positions that will benefit 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.

 

 

 

Employee Handbook, Human Resources Training

Employee Handbooks: 2019 Updates

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The employee handbook illustrates the nature of employer-employee relationships in an organization. Despite its importance to the organization-it sets out all that the employees can and should expect from their employers and eases employees into their respective roles in the organization-it is still a highly undervalued document in most organizations.

Being the guarantor of the organization’s commitment to the employee; the employee handbook instils a sense of realism in employees about what to expect from their organization. For this reason, the employee handbook should be relevant, precise and rightly worded.

When there is a mismatch between what the organization states in the handbook and what the employees perceive of it, it leads to confusion and worse, legal confrontations between the two sides. An ambiguously worded handbook gives the employee the chance to challenge it legally during times of an unlawful termination.

The importance of having a correctly designed and presented employee handbook is best illustrated in a recent memorandum from the General Counsel of the NLRB, which says such employee handbooks can violate the law and can have a “chilling effect” on employees’ activities.

All the vital aspects of an employee handbook, such as its components, its constituents, the elements that need to be kept in mind while drafting it, the legal safeguards that they need to guarantee, and many more issues concerning employee handbooks will be explained in a lucid manner at a webinar that is being organized by TrainHR, a leading provider of professional training for all the areas of human resources, on September 6.

Ronald Adler, the president-CEO of Laurdan Associates, Inc., will be the expert at this session. Please do enroll for this learning by visiting  https://www.trainhr.com/webinar/employee-handbooks:-2019-updates-702548LIVE?wordpress-seo

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These are some of the functions of employee handbooks:

  • They enhance the employment brand
  • They are vital in recruitment and retention
  • Employee handbooks enhance employee relations, employee morale, and productivity
  • With employee handbooks, there is uniform and consistent application, interpretation, and enforcement of organizational policies and rules
  • They help to protect the organization against claims of improper employee/supervisor conduct
  • Employee handbooks bring down the organization’s exposure to employment related liabilities

In the course of explaining these and other aspects of employee handbooks, including what is new for 2019, Ronald will cover these areas at this webinar:

  • Key employee handbook issues in 2019
  • A review of the NLRB’s recent memorandum on employee handbooks
  • How organizations can reduce the gap between policy issuance and effective implementation
  • Review the basics of employee handbook development
  • Discuss the expanding purposes and scope of employee handbooks
  • Learn the dimensions of critical handbook policies
  • Understand the framework of employee handbook audits activities

Personnel that deal with employee-employer relationships will gain immensely from this webinar. These include HR Professionals, Risk Managers, Internal Auditors, In-house Counsel, CFO’s, CEO’s, Management Consultants, and other individuals who want to learn how to use develop and implement employee handbooks.

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About the Expert:

Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance. He is a co-developer of the Employment-Labor Law Audit (the nation’s leading HR auditing and employment practices liability risk assessment tool.

A certified instructor on employment practices for the CPCU Society, Ronald has conducted continuing education courses for the AICPA, the Institute of Internal Auditors, the Institute of Management Consultants, and the Society for Human Resource Management.