Collaboration is important for getting things done, if handled properly

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Collaboration is an essential part of our lives and careers. It is a great means to getting things done when it is not possible for us to carry out all our work ourselves. What did you do when you built your house? Did you carry out all the work related to construction, such as painting, plumbing or electrification yourself? Didn’t you employ the people with the right skills and knowledge for carrying out their respective tasks?

The same goes for collaboration at the organization, because it is simply not possible for anyone to carry out all their work themselves. Collaborations and alliances are necessary for getting a number of things done in an organization. They are important to not only save time, but also to reduce costs and improve efficiency. Collaboration is something like extra hands for an organization.

Helps reduce effort, increases the bottom line

Collaboration, internal or external, helps organizations cut down failure rate by over 60 percent. It can help the organization improve its bottom line by a good 15%. This sounds good, but the important factor that has to be taken into account is how to bring about this collaboration.

Like all other team endeavors, collaboration carries great benefits, but only if it is got right. Properly conceptualized and implemented collaboration brings about many benefits, because if we could delegate a few tasks, we can concentrate on our core tasks and achieve better results. Proper collaboration has these five characteristics:

  • It should be a long term plan for the organization. It should not be just an ad-hoc measure
  • Choosing the right allies who gel from both the business and cultural perspectives
  • People with the right understanding, desire, and willingness to spend time with the alliances apart from carrying out their other duties and responsibilities should manage the collaborative efforts
  • It should not be arbitrary and unilateral. Not just the person dealing with the alliance, but everyone else who matter to that effort has to be in the loop
  • It should be aimed at bringing about a balanced approach to growth.

In-depth understanding of all aspects of collaboration

An in-depth understanding of this important aspect of an organization’s team effort will be offered at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry. Jan Triplett, CEO of the internationally recognized Business Success Center, and an entrepreneur, author, speaker and small business activist, who is a frequent keynote speaker on business growth models, funding and pricing strategies, alliance building, personnel management, and sales processes, will be the speaker at this session.

Want to understand how to make collaboration work for your organization? Then, enroll for this webinar by visiting TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

Collaboration 2.0 and all its elements

Dr. Triplett will familiarize participants of this webinar with all the elements of what it takes to make collaboration successful and productive. She will explain all the issues surrounding collaboration in what she terms “Collaboration 2.0”. The points she will describe at this session will be of immense value to professionals who need this tool to improve efficiency in their work and their organizations. These include owners of businesses, C- Level management staff, department heads, Marketing & Sales Directors with inside or outside Sales Teams, Operations Managers, vendors to larger businesses and non-profit Presidents or CEO’s.

The following areas will be covered at this webinar:

  • Determining when a collaboration or alliance is the right answer for the situation
  • Choosing the right allies, the right agreement (formal or informal), and the right success measurements
  • Creating an early warning system to identify problems before they cascade
  • Implementing the Plan -timeline, expected results, budget management
  • Getting “buy in” from the top to the bottom of the organization
  • Tracking and Evaluating the Plan
  • Adjusting the Plan
  • Exiting from the Alliance.

SHRM recertification powers TrainHR courses!

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TrainHR courses, which were already heavyweight, have now become fortified with Society for Human Resource Management (SHRM) recertification! With this, TrainHR’s courses will now come with the SHRM recertification tag.

So, why should it matter? Hasn’t TrainHR been organizing courses over the years that have helped thousands of HR professionals in their field? Well, what this recertification label means is that the Society for Human Resource Management puts its official stamp on TrainHR’s courses. SHRM-approved courses, as is well known in the industry circles, carry higher value and relevance to the participants.

These trainings are more perceptive, up-to-date, and current. This makes TrainHR courses even more power packed with the ingredients that HR professionals need to stay updated on the latest in their industry.

Plus, these SHRM-certified courses are known for the high level of knowledge they impart to the participants. This is the kind of knowledge and insight that helps them to take on challenges in their work head-on. What’s more; SHRM courses from TrainHR offer credits to professionals. Earning these credits is like building up your credit scores with every course you take. Keep adding to the kitty, and you will be pleased to see what it accumulates to at the end of day.

Helping professionals become smart decision makers

SHRM-certified courses enable HR professionals to take smart steps needed to adapt to the needs of the professions. They also bring about a new dimension into their thinking, which will be more strategic and astute. They are conditioned to look at a situation differently from the ordinary folk by thinking on their feet. With this kind of orientation in their thinking, they add value to what they are doing in their professions.

And yes, you can also show your boss that you have been proactive in enhancing your knowledge in your field. This is a double whammy, as it benefits you, and the organization is all the happier to have someone with gumption and enterprise. With your ears glued to the ground; your outlook is markedly different as a result of learning from these courses.

TrainHR’s courses are now even more solid and stronger. With trainings from such a highly respectable source; you boost your image among your community and in your organization. Our courses enable you to attain that stature. The SHRM recertification is official corroboration of this fact.

How does the recertification process work?

Participants can maintain their recertification by earning 60 professional development credits (PDCs) over three years. They can also choose to retake the certification exam. The real educational time spent at these courses determines the award of the credit. So, while a one-hour educational program offers one PDC; a one-hour and fifteen minute concurrent conference session earns participants 1.25 PDCs, and a three-hour eLearning course offers them three.

Getting the Onboarding Right helps Organizations to keep Good Employees

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Onboarding is an extremely important function for an organization. It is the first step towards creating an impression about the organization in the mind of the new hire. Not getting the onboarding process right puts a stumbling block in the employee’s first step into the organization at the start of her employment. The onboarding process is the method by which the employee takes to the organization, which is why it has to be effective.

A common misconception in the minds of many people is that onboarding is the same as the employee orientation. Employee orientation is just the first step of onboarding. Orientation is about documentation and paperwork and presentations, because this is the session in which the employee gets to know about what the organization does in terms of its business, what it values are, what its position in the market is, and so on.

Onboarding, on the other hand, is an extension of orientation. It is the phase in which the employee gets to familiarize herself with the ways of the organization, the processes, the people, the benefits, and so on. More than anything else, the onboarding process is when the new hire gets to understand the organization’s culture, that most important intangible factor that eventually makes an employee stick to the employer or leave it and seek alternatives.

Period of adaption

It is during the onboarding phase that the new hire gets assimilated and integrated into the organization’s thinking. It lays the foundation to the behaviors expected of the new hire in her stint with the organization. Unlike orientation, which usually does not last more than a day; onboarding is carried out over a long period of time, usually three months, when the employee gets to adapt to the new organization.

This explains the importance of onboarding. This is why an onboarding program that goes wrong risks depriving the organization of good employees that could otherwise be assets of the future. Such an onboarding program is sure to create a less than favorable opinion with the new hire. When the first few weeks of the new employment appear boring and inept, how does one expect an employee to stay for the long haul?

Keeping the interest up is critical

The first signs of alienation emerge right then. Keeping the new employees idle without allocating responsibilities is sure to make them feel unwanted and bored. Feeding them with unnecessary information is another wasteful activity during an onboarding program.

An effective orientation program is one that should not only kick start the employee from day one at work; it should make her feel enthusiastic about doing so and create a feeling of belonging with the organization. It is actually more a process than a program.

Learning on how to get onboarding right

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A webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry, will show how to create and implement an effective onboarding program. The speaker at this webinar is Judi Clements, President of Judi Clements Training & Development, in Clifton Park, NY, and a New York State certified teacher, trained mediator, and qualified Myers Briggs® Personality Type expert.

Please enroll for this webinar by visiting TrainHR . 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).

Helping to avoid common mistakes of onboarding

Judi will show the ways by which organizations can avoid the common mistakes of putting ineffective onboarding in place. She will help them to put not just a program, but a process that can be used for future times. She will show how to make employees productive from the very start of onboarding, which will make them enthusiastic and eager to work. She will help employees to prepare, conduct, and evaluate effective new employee orientation programs, update existing programs and to reflect new technologies and learning styles of 21st century employees.

Judi will cover the following areas at this webinar:

  • Avoid traditional orientation mistakes
  • Define onboarding goals
  • Plan an orientation agenda
  • Avoid information overload
  • Put new employees at ease
  • Ease the transition of new employees into existing teams
  • Develop rapport between new employees & their manager
  • Communicate organizational culture & support
  • Utilize new technologies
  • Provide consistency to ensure legal requirements
  • Increase new employee retention
  • Help HR professionals work with all levels of the organization to improve the onboarding experience.

 

Identifying and Retaining all the Stakeholders in a Business

An often overlooked aspect of a business is the stakeholders. Many organizations have a problem in identifying their real stakeholders. Many stakeholders are pretty obvious since they are visible. But many businesses have a problem in getting to understand who the real stakeholders are because there are the invisible ones who are difficult to identify.

Internal and external stakeholders make up a strong and potent force that has the ability to either make or break an organization. Often, the special benefits they provide are overlooked or ignored, leading to missed opportunities. Organizations stand to gain a lot from stakeholders through a stakeholder engagement process that helps to prevent problems. Proper planning needs to go into it, as it has to take the present situation and anticipate the future ones. The goal of this engagement process is to motivate other stakeholders to stay engaged too, which will be of immense use to the organization.

Identifying the real stakeholder is of utmost importance

Many a time, an organization could be short of its goal when it comes to recognizing the importance of the obvious and the abstruse stakeholder. It needs to understand if it omitted stakeholder from a key discussion or decision. It should also asses the loss caused to it by the stakeholder who causes it problems. These situations keep repeating often in corporate circles, leading to delays, bad feelings, or much more. The answer to this problem is to identify all the stakeholders and understand the role and importance each brings to the business. A wise business comes up with a plan to prevent a stakeholder from causing issues for the management.

Recognizing and retaining the right stakeholder involves more than just communication. Ideally, if the organization has to retain them, they have to do a lot, like:

  • Creating alliances with stakeholder leaders, which involves creating leaders where they don’t exist
  • Engaging with stakeholders by profiling their interests, opinions, values, risk tolerance, etc. and matching them with opportunities
  • Identifying what the organization may or may not negotiate with, and if it can be negotiated, the level and extent to which it can be done
  • Supporting and lauding and rewarding stakeholder efforts

These are some of the processes and actions an organization can take to derive the best out of its stakeholders.

Learn to understand the ways of identifying stakeholders and using them better

The ways of doing all this will be taught at a webinar that TrainHR, a leading provider of professional trainings for the human resources industry, will be organizing.

Jan Triplett, Ph.D., CEO of the internationally recognized Business Success Center, who is an entrepreneur, author, speaker and small business activist, will be the speaker at this webinar. She brings the experience of being a frequent keynote speaker on business growth models, funding and pricing strategies, alliance building, personnel management, and sales processes into this session.

To gain the knowledge of how to optimize the important resources of stakeholders and derive the best out of their experience and knowledge, please enroll for this webinar by visiting TrainHR

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).

Everyone who wants to cultivate stakeholders and build up a fruitful relationship with them and make the best use of it, such as owners of businesses, top management staff (C- Level), Department Heads, Marketing & Sales Directors with inside or outside Sales Teams, Operations Manager, Vendors to larger Businesses and Non-profit Presidents or CEO’s will gain from this session.

At this hour-long session, Jan will cover the following areas:

  • Identifying and profiling all the relevant stakeholders and how to keep that current as plans and situations change
  • Creating a plan and process to communicate and work with stakeholders and other influencers who are relevant to stakeholders
  • Creating an early warning system to identify problems before they happen or grow
  • Implementing the Plan – timeline, expected results, budget management
  • Getting “buy in” for the plan from the top to the bottom of the organization and the stakeholders
  • Tracking and Evaluating the Plan
  • Adjusting the Plan
  • Celebrating success with stakeholders to encourage future participation and cooperation.

Want to lead? Learn to communicate effectively

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Communication is the most important means by which a person or organization express themselves. Communicative ability is difficult to suppress. At the individual level, there are talented communicators, and there are the effective communicators. A talented communicator can be telegenic, and can bring in only style. Substance may be lacking in the communication of a talented communicator.

On the other hand, the effective communicator is one who communicates with conviction, trust, respect, understanding, empathy and resolution. This is the kind of communicator organizations need.

To be an effective communicator; the communicator need not have the charisma or attractiveness of the talented communicator. Such a communicator does not need to even possess strong vocabulary or a grandiloquent or articulated style, or even the ability to be able to speak in public, or that of being a good listener. The effective communicator simply needs to understand how to read people, realize that communication is both receiving and broadcasting, and be able to adapt to many unique and stressful situations when it comes to communicating with others.

A learning session on how to be an effective communicator

All these behaviors and traits can be imbibed and implemented through proper coaching. The ways of doing this form the core of a webinar that TrainHR, a highly acclaimed provider of professional trainings for the HR industry; will be organizing. To enroll for this webinar, just visit TrainHR

The expert at this webinar is David Rohlander, author of the Amazon-bestseller, “The CEO Code”. With five sixths of his new clients coming from referrals, David is the ideal expert to impart learning on the many aspects of effective communication.

Understanding and integrity are the soul of effective communication

David will seek to offer clarity on a simple, but potentially one the most troubling questions in the minds of many people: “How to communicate effectively”. In exploring the critical elements of the effective communicator; David will teach how participants can develop these traits and how they can use communication to accomplish great things through other people.

David will explain his conviction that understanding is at the root of effective communication. This, to him, is the cornerstone of effective communication. He will expand on this thought during the webinar, earmarking a considerable part of it to making participants understand the role of understanding. When participants imbibe this trait into their communication, they will be able to read people, develop awareness of the self and inculcate technics and methods to practice.

Carry honesty and conviction in words

When people learn to communicate effectively, it brings with it important qualities such as being able to lead, and to persuade and carry conviction, which makes people believe in them and their ideas. This gives them a prominent position in the minds of listeners, because it equips them with the power to practice integrity. Their words carry weight when they are uttered with belief, honesty and goodwill.

The hallmark of effective communication is integrity in the words, which is what separates the effective speakers from the talented ones. If this important quality is lacking, they are going to lose the trust and faith that people repose in them. This will make them no different from politicians.

This webinar will offer important learning to professionals across the entire spectrum of organizations, for whom communication is a key part of their work and success. C-Level executives such as CEO, CFO, COO, Vice Presidents and Regional Managers, managers and supervisors, newly promoted managers, and high potential employees being groomed for Leadership & Promotions will benefit in a large manner from this webinar.

At this webinar, David will cover the following areas:

  • What is effective communication?
  • Trust
  • Respect
  • Understanding
  • Empathy
  • Resolution
  • It is an Art.

Dealing with substance abuse at the workplace

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That substance abuse is a serious issue and menace at the US workplace needs no iteration, if one takes a look at these disturbing statistics compiled by the National Drug Free Workplace Alliance (NDWA) for five years from 2008 suggest:

  • Close to nine percent of the workforce in the age group of 18-64 used alcohol heavily in one month prior to the survey

 

  • More than eight percent used illicit drugs in the same preceding period

 

  • Between nine and ten percent of the employees were dependent on either alcohol or illicit drugs for a year prior to the survey

 

  • Substance abuse correlates to the industry in which people work. Mining and construction workers are prone to be the highest consumers of alcohol, while those in the accommodation and food services industry topped in the use of illicit drugs.

These statistics apart, there are many aspects of substance abuse that are of serious concern to the workplace. When employees resort to substance abuse –defined by the World Health Organization (WHO) as the illicit and unauthorized use of harmful substances such as alcohol and/or drugs among others –they become a liability for organizations in more senses than one.

Effects of substance abuse at the workplace

Employees who resort to substance abuse at the workplace suffer from issues that affect their own productivity and that of others:

The National Clearinghouse for Alcohol and Drug Information estimates that the loss, from substance abuse is around $ 13,000 annually per employee. The direct or indirect loss from substance abuse amounts to over $100 billion for the US economy overall. This figure is pretty conservative, since it does not factor in how much more this money could have generated if it were to be put on the right resources.

It also does not take into account the psychological aspects of substance abuse, such as the disturbance it places on the family, and the loss that this habit causes by stunting the emotional development and productive potential of the children affected by the habits of the bread earning member of the family.

These are just some of the ways by which substance abuse affects employees on a day-to-day basis:

  • Employees who are prone to substance abuse are less productive at work
  • They are less lively and are more likely to be lethargic during working hours
  • Their decision-making ability is hampered
  • They have a tendency for getting into verbal and physical fights with their peers
  • Drug or alcohol-dependent employees are more prone to illnesses and injuries, resulting in higher cost of medical attention

Management and HR need to act

Given the enormity of the problem of substance abuse at the workplace, it is imperative for managements and HR to become proactive in dealing with the problem. The onus certainly is on them to prevent and contain the problem of substance abuse at the workplace.

The ways of doing this will be the important learning from a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry. At this webinar, Dr. Steve Albrecht, one of the country’s leading experts on work and school violence prevention and on dealing with high-risk employees, customers, and taxpayers, and who wrote co-wrote Ticking Bombs, one of the first business books on workplace violence back in 1994, will be the speaker.

To hear from an expert of this stature about how to deal with issue of substance abuse at the workplace; please enroll for this session by visiting TrainHR .

A look at recent ambiguous laws

Dr. Albrecht will focus on the recent changes into state marijuana and medical marijuana use, which have made it quite difficult for employers to understand what is legal and what is not when it is used by employees, when consumed both during and off the job. He will cover the most common drugs of use and abuse, including stimulants, like meth and cocaine, hallucinogens, opiates marijuana, alcohol depressants, and dissociative anesthetics. He will explain the protocols for drug testing, results discussions, and return to work.

Above all, he will equip them with the understanding needed to determine if the employee’s altered behavior at work or low performance are a result of substance use. HR and other managerial cadre normally tend to overlook certain behavioral tendencies in problem employees or rationalize them to rule out the influence of drugs.

He will impart the following learning objectives from this session:

  • Recognize how drugs and alcohol are abused
  • Know how to identify the signs, symptoms, and behaviors of employee drug or alcohol use
  • Know how to have “crucial conversation” with employees suspected of drug or alcohol use
  • Understand the drug testing process, discipline, and return to work, and termination

Dr. Albrecht will cover the following area at this webinar:

  • Drugs and alcohol abuse
  • Types of drugs employees abuse and why
  • The testing process
  • Treatment programs
  • Discipline and Termination
  • Return to work.