hr best practices, hr policies, Human Resources Training

Strategies for Successful Career Development

career-page

Talent management is that critical management skill that really defines an organization after all. But then, talent management does not happen in a vacuum. If the organization is to be successful at its talent acquisition and talent management endeavors, it must create the right career development ecosystem for it. Well thought out strategies should go into creating this ecosystem.

This career development ecosystem should be an integrated one, into which many elements need to go in. Once the top management devises the right method for putting this ecosystem in place; it helps the organization tap the strength of its resources in executing its business goals.

It happens only in a positive organizational culture

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The starting point of this strategy for building an integrated ecosystem for talent acquisition and retention is the creation of a sound organizational culture. It is this culture that creates the milieu for the ecosystem to be built and developed. This culture is a prerequisite for equipping employees with the tools they need for realizing their full potential with the organization. The basis to all this is active employee engagement, the absence of which neutralizes and negates everything that the integrated ecosystem can achieve.

What are the ways and approaches for building this integrated ecosystem in which organizations’ employees feel engaged and are aligned to the organizational culture and goals, and love to work for the organization? This learning will be imparted at a highly valuable webinar that TrainHR, a leading provider of professional trainings for the areas of human resources, is organizing.

At this webinar, Lynn Ware, CEO and President, Integral Talent Systems, Inc., who is an Industrial/Organizational Psychologist and thought leader who has practiced for over thirty years in the talent management field; will be the speaker. Dr. Ware has designed, developed and implemented career development systems in partnership with several Best Place to Work organizations such as Google and Scripps Medical Center.

To gain from the three decades of experience that Dr. Ware brings into career development, please register 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.

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).

Successful career development has seven crucial elements

The goal of this training course is to familiarize the participants with a clear understanding of the strategies for creating an integrated ecosystem which facilitates the career development of the employees. Producing a highly engaged and motivated workforce whose talent the organization utilizes to its fullest, and retaining this workforce is the result this ecosystem should yield. The creation of such as career development strategy has as many as seven core elements. Dr. Ware will give a clear understanding of these elements.

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This integrated ecosystem is set in the background of the present-day trend in the job market, in which keeping in mind the difficulty in finding and retaining talent, organizations are building some kind of backup bench strength to prepare for talent departure that happens at short notice. Such exits are all the more common, given the hurry in which fresh blood is eager to seek out opportunities.

Dr. Ware will show, through these seven elements, the ways by which to attract, nurture and retain top talent in the organization. At this session, which will be of immense value to HR professionals and senior management; Dr. Ware will cover the following areas:

  • The components of a Career Development Ecosystem
  • How to create a shared understanding of career development in your organization
  • How to get managers to support career development, have career conversations, and develop people on the job
  • How to motivate managers to become talent developers vs. talent hoarders
  • How to encourage employees to take ownership for their own career development
  • How to use career development as part of a powerful employment brand to attract the best talent
  • Recommendations for job-related online career assessments
  • Content to include in a self-service career development portal
  • Specific career development approaches for Gen Y employees, including tools to level set promotion expectations
  • Enterprise-wide software that can be utilized for talent visibility throughout the organization
  • The role of external and internal career coaches
  • Financial outcomes with case studies from implementing effective career development programs.

Click here for more information

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hr best practices, hr policies, Human Resources Training

Foundations of Process Improvement

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Short for Suppliers, Inputs, Process, Outputs and Customers, the SIPOC tool is used to define the stakeholders for any of these: an event, a meeting or an initiative aimed at bringing in improvement. Putting a SIPOC plan in place involves first clearly defining the process the organization is trying to get an understanding of or improving. The organization has to next go about defining the outputs it gets from each of these processes, and identify who make up the customers for these outputs.

A SIPOC plan’s next step is gaining clarity on defining the variable inputs needed for the steps in these process, and getting an understanding of who the suppliers supplying those inputs are. The SIPOC activity has to draw up a list of suppliers, as well as the customers. This is essential, because the suppliers and customers are a vital cog in the wheel of the SIPOC process, and/or happen to be those who influence the results of the SIPOC process. Documentation is a very important aspect of the information for review and measurement.

Application in many areas

Sales and marketing and HR are among the vital areas, apart from manufacturing, in which SIPOC can be applied for gaining effectiveness. SIPOC is a valuable tool for bringing about sustainable and continuous process improvement. To do this, the organization has to first chart out its sphere of influence. This consists of the various stakeholders, both internal and external, that are part of the process.

All the elements of a sound SIPOC process will be discussed at length at a webinar that is being organized by TrainHR, a leading provider of professional trainings for all the areas of human resources. At this webinar, Daniel T. Bloom, a well-respected author, speaker and HR strategist, who during his career has worked as a contingency executive recruiter, member of the internal HR staff of a Fortune 1000 corporation, and a Corporate Relocation Director for several real estate firms; will be the speaker.

Please enroll for this webinar to get a full understanding of the SIPOC process 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.

This webinar has been approved for 1.25 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Learning through live example

Daniel will demonstrate the effectiveness of the SIPOC process by using a form, which will be used as a guide for identification of the elements of the SIPOC process and how it can be adapted into the tough HR environment. The model he will explain will show how SIPOC can be used for communicating to top management the inputs and outputs for HR strategy in a number of areas including talent acquisition and show the extent of the organization’s alignment with its mission, goals and values.

This webinar will show how SIPOC can be used to communicate the corporate policies and procedures through the entire rank and file of the organization. The steps needed for sustainable process improvement will be a major learning from this webinar.

Daniel will cover the following areas at this webinar:

  • Where do we begin?
  • Creation of a SIPOC diagram
  • Five factors affecting a SIPOC
  • Stakeholder vs Shareholder
  • Lessons learned.
hr best practices, hr policies, Human Resources Training

Why do Employees and Organizations need Worksite Wellness Programs?

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Why do employees and organizations need worksite wellness programs? Well, for the same reason that human need clean air to breathe. If you thought that this expression is hyperbolic, take a look at a study that Harvard did to assess how effective worksite wellness programs can be:

It found that worksite wellness programs play a supreme role in driving dramatic positive changes in both the employee and the organization. This Harvard study points to numbers in justifying this fact: The difference in the ROI between organizations that implement worksite wellness programs and those that don’t is well over 300 percent. If an organization that fails to implement a worksite wellness program has an ROI of $1; the corresponding organization that puts a worksite wellness program earns an ROI of $3.27. The reason for this huge disparity is as logical as it is simple: organizations with an effective worksite wellness program face a drastic drop in healthcare costs.

As a result, organizations can invest the money that would otherwise be required for healthcare costs on more productive activities. This comes on top of the fact that their productivity is already high because they have in their workforce healthy employees, who don’t need to take off work frequently. This Harvard study pegged the raise in ROI due to this factor at $2.73 to 1.

A worksite wellness program contributes healthily to the national exchequer

Apart from at the micro level, an effective worksite wellness program also has a massive macro contribution to make. When healthier workplaces accrue due to the implementation of a worksite wellness program, it leads to greater number of healthy people, which means that the health services are not burdened. As it is, healthy employees are also optimal contributors to the workplace. This is the kind of double whammy that a worksite with an effective wellness program brings about.

After having read this, does having a worksite wellness program at your organization excite you? Do you want to understand the ways by which to put such a program in your organization? Then, you need to attend a webinar that TrainHR, a leading provider of professional trainings in the areas of human resources, is organizing.

At this webinar, Brett Powell, certified Wellness Program Coordinator, who is Vice President at the American Institute for Preventive Medicine, a URAC Accredited Wellness company, will be the speaker. Considered one of the nation’s foremost authorities on engaging a multigenerational workforce in wellness programs; Powell is a sought-after speaker at national conferences including the National Wellness Conference, the Art & Science of Health Promotion Conference, and WELCOA.

Please visit TrainHR to enroll for this webinar. 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.

This activity 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).

Putting in place all the elements of a wellness program

Brett will help participants get a grasp of how they can implement programs which will help them achieve measurable employee welfare outcomes. The 20 characteristics of a healthy workplace that a set of effective worksite wellness programs bring about will be explained at this webinar.

Brett will cover these areas at this webinar:

  • 20 wellness program activities
  • 3 ways to increase participation in worksite wellness programs
  • 5 ways to evaluate the effectiveness of a worksite wellness program

This program is of immense value to professionals such as Human Resource Professionals, Benefit Managers, Wellness Coordinators, Occupational Health Nurses, Medical Directors, EAP Professionals, and Health and Safety Directors, who are involved in employee wellness and productivity.

 

business communication, hr best practices, hr policies, Human Resources Training

Why do we enter each change event without learning from the last failure?

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Change is the only constant in business, we have been told. With the inescapable nature of change; an often-overlooked aspect is the success that change brings. Does every change that happens, happen for the better? Does all change necessarily bring about success? This is an area with exploring.

Failure of change to produce the desired result could be seen or felt at any stage: at the time of delivery, at the time of going live, or at any earlier stage. and, it is important for organizations and individuals to analyze the repercussions of change failure. Did it affect a few members of the team or more? Did it affect the entire organization? Was the loss of a short or long term?

That is, it is important to learn from the mistakes arising from change failure. A major line of thinking that needs to be instilled is the way we look at failure or its possibility. We often ask questions like if a product will be delivered and not when. We are normally resistant to change and are not prepared to accept the outcome of this change. The key is to recognize why a certain failure could arise. We need to learn from our past failures. It is only when we come out of the illusion that each time will be better than the previous one, that we can let our past failures guide offer lessons for guiding us into the future.

A learning session on how to learn from failed change management initiatives

Richard Batchelor, a very highly respected international change management professional, who has extensive experience delivering successful outcomes to engagements in business transformation, enterprise technology solutions and organizational restructures (including M&A) supported by extensive positive achievement in strategic human resources, executive leadership coaching, organizational development and operational excellence delivery, will be the speaker at this webinar.

You can gain insights into all the elements of change management and how to learn from its failures by enrolling for this webinar at 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.

Explaining using a real-life example

Rich will use a recent, large real-life change initiative as an example in this webinar to explain what to do and what to avoid when it comes to initiating and implementing change management that is durable and positive in its effect. During this webinar, he will use this example to describe what went well, and what did not, and what the exercise at change management in this example taught. He will show what levels of engagement were observed before, during and after the change was realized, using this to help understand and explore the role of organizational culture in all this. He will explain what impact organizational culture had, both in the positive and negative senses.

The principal element of recognizing what factor is working during change management will be imparted. The pointers and indicators that failing activities throw up are important to notice and work on. Rich will arm participants of this webinar with the nous needed for recognizing these. He will cover the following areas at this webinar:

  • Change Readiness
  • The Benefits of Lessons Learned
  • Knowing when things are not ok – markers for failure
  • Getting Help with Change Efforts
  • Recognizing when the end has arrived
  • Managing personal Resilience and Integrity.
hr best practices, hr policies, hr training, Human Resources Training

Positive Staff Appraisals are a Good Motivator

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It is natural for high-performing employees to expect good appraisals. While monetary compensation is a good thing, a word of appreciation at a positive staff appraisal goes a long way.

Recognition and admiration are very, very basic human needs. They are as elementary as food and water. When an employee earns recognition and good name in the organization she works for; there is a deep sense of pride and gratitude. One of the best-suited occasions to show an employee how much the organization values her work is appraisals.

Letting the Employee Know What the Management Thinks of Her Work is at the Core of Positive Staff Appraisals

Appraisals, whenever they are done, guarantee an increase in pay or other benefits to the deserving employees. In addition to it, the management should use this as an occasion to voice their impression of why they felt this benefit was justified. That is why positive staff appraisals are a great tool for letting the employee know how much the organization values the good work she put in.

So, how should positive staff appraisals be worded? There is no single formula or template for doing this and depends entirely on how the manager wants to rate the employee who is being appraised. Yet, a few words such as these can serve as a good basis to frame positive staff appraisals:

Positive staff appraisals may generally relate to, but are not restricted to the following qualities:

  • Performance
  • Integrity
  • Reliability
  • Adaptability
  • Problem solving
  • Willingness to take up responsibility and ownership, among many other such qualities. 

     

    In relation to each of these individual parameters, positive staff appraisals may be generally worded in the following ways:

    positiveStaffAppraisals

 

hr best practices, hr policies, Human Resources Training

How do Stay Interviews Help in Employee Engagement and Retention?

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As the organization’s HR, do you have a suspicion that any of your employees could be planning to leave the company soon? In such a situation, the best thing that HR can do is to not let it remain a suspicion, but to talk about it. Nothing beats free and open communication when it comes to gauging if an employee is leaving. This alone clears any doubt that the organization could be having about an employee’s intention to stay on or leave.

However, the basis to initiating an open and frank discussion about employee’s impending decision is solid credibility. HR has to have solid information and supporting documentation to the effect that a person, especially a key person, is planning to leave. HR will end up making a fool of itself if it talks to an employee about her plan to leave based purely on hearsay. If the gut feel goes wrong, it will throw up a very awkward situation.

While this is one part of the story, initiating the discussion has its own dynamics and sensitivities, which a mature and experienced HR professional needs élan to handle. To start with, the discussion should not be based on any generalities, but on specificities. This interview, called a stay interview, should be based on concrete action plans that HR could have for the employee who plans to quit.

Retaining top talent is crucial

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The crucial element of a stay interview is that HR and management should be on the same page. Management buy in is the key to starting this decision. HR and management should assess the impact of a person’s departure from the organization as the first step. If both feel that the key person’s leaving is going to impact the organization in a big way, the stay interview should be arranged. It should show that the organization is seriously interested in retaining the resource.

Putting every effort to retain the talented employee is very important for the organization: a recent Harvard Business Review article entitled “How to Keep Your Top Talent” warns that a quarter of an organization’s top talent plans to leave in a year of joining.

Understand the ways of carrying out a stay interview

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The ways by which to conduct a stay interview effectively is the learning a webinar from TrainHR, a leading provider of professional trainings for the human resources industry, is offering. Marcia Zidle, CEO of Leaders At All Levels and a board certified executive coach, will be the speaker at this very valuable learning session. Marcia will show how HR should elicit the intention behind the decision to leave.

Please visit TrainHR to enroll for this webinar.

This activity 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).

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.

A stay interview is different from an exit interview or an employee engagement survey

A stay interview is quite different from a performance appraisal interview, where HR assesses many aspects of work. A stay interview is also different from an employee satisfaction survey in a number of ways. It is not a form that is filled up and submitted. It is mainly about estimating the level of involvement in the company, and what can be done to keep the employee in the organization.

The main intention of the stay interview is to probe why the employee is planning to leave. It gives the opportunity for a two-way conversation in which the employee is free to tell what she wants to, because it is almost certain she has an offer on hand, and has nothing to lose by opening up.

Consisting of a standard and structured, yet informal set of questions, the stay interview should elicit the reasons for which the decision is being taken by the employee. It should try to see what all it can do to make the employee stay back. HR should ideally spend half an hour in narrowing its questions down to the exact situation at the employee’s end.

HR has to understand if the decision to quit is triggered by considerations that could range from the pay to the growth opportunities and the level of their engagement. The stay interview should also not be something done as a formality, just asking the employee on her last working day why she is leaving.

All these aspects of a stay interview will be explained at this webinar. Marcia will cover the following areas at this webinar:

  • Identify five key factors that impact an employee’s desire to stay or leave
  • Recognize four possible “triggers” that cause the employee to consider leaving
  • Learn how to ask probing questions and conduct effective, efficient stay interviews
  • Survey a list of eight retention actions to increase employee’s loyalty and commitment
  • Review a sample of stay interview questions and develop your own customized list to ask
  • Discover how to develop stay plans for your employees and manage accountability
  • Develop a simple “how-to-toolkit” that includes who to select, how and when to approach; interview formant and how to handle possible resistance.