human resources management

HR is pivotal to Human Capital Management



The role of HR is beginning to move from simply recruiting to being strategic players in an organization. Time was when an organization’s HR was concerned with a little deskwork and sending out information to employees on some occasions. In line with this change in their functions and expectations, there has been the change in thinking about what organizations want out of their personnel. People are now seen as the organization’s capital, and making the best out of them is what is called human capital management, or HCM.

HCM is about looking at people differently

The concept of human capital management has evolved with the understanding that people can be developed and trained to do much more than their routine tasks. As a result, many managements look at people as resources, rather than employees who carry out the work assigned to them. These resources, which form the key part of an organization’s human capital management, are considered extensions of the core of the organization.

Organizations don’t hire people merely as employees, but as transformers of the organization who have a stake in its growth and development. To bring this about, management has to look at people at a very different level and from a completely different perspective. This is what looking at them from a human capital management perspective is essentially about.

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human resources management, Human Resources Training

Performance Appraisals are the Backbone of Employee Retention


Performance appraisals are important to the extent that they help organizations keep good employees or make them leave. That is why there has to be real purpose in appraising performance.

One of the prime tools that help an organization keep its employees and motivate them to higher levels of performance is performance appraisals.

Important Points about Performance Appraisals

  • Performance appraisals should be done at the scheduled intervals
  • Self-appraisals and management appraisals have to be collated
  • They should be done fairly and without prejudice
  • Performance appraisals should reward a high-performance employee and spur her towards improved performance
  • A performance appraisal that reeks of favoritism and bias is a huge deterrent to performance.

Performance Appraisal Techniques

human resources management, Human Resources Training

SHRM recertification powers TrainHR courses!



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.

hiring, hr best practices, human resources management, Human Resources Training

Getting the Onboarding Right helps Organizations to keep Good Employees



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

Business meeting

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.


human resources management, Human Resources Training, Law & Compliance

Diligence and scrutiny are important for writing investigative reports


Diligence and a high degree of scrutiny are crucial for a person who is writing investigative reports in an organization. In the first place, an investigation has to be objective and not be vindictive. It should avoid targeting an employee personally; it should be thorough and proper from a legal perspective. When all the legal procedures are followed in an investigation, the case of the employer becomes strong and defensible in a court of law.

An investigative report, which captures and details the investigation, should reflect this entire nature of an investigation. All that is mentioned above about investigations should find resonance in the report. It should not only be a complete description of the investigative case; it should be thoroughly and properly researched and what is more, should be presented in a very well-articulated manner. Such an investigative report is a powerful tool in purging the organization of a bad employee.

Badly written investigative reports can be very harmful

If, at the other extreme, an investigative report that is half baked in the sense of being devoid of due diligence, or reeks of prejudice or bias towards the employee, it is a powerful tool in derailing the career prospects of a good employee, which affects the organization in many ways. Another important drawback of a shoddily written investigative report is that it can afford the employee the chance to take the employer to court. This has serious implications for the business and its reputation.

The court of law is not witness to the investigation, but only gets to know about it from the investigational report. So, the report has to be effective, fair and polished. The organization’s approach to the investigation is reflected in the report, which is why the person writing the investigative report has to get every component of it right. Since the investigative report is the final piece of written evidence that the organization is producing in the court to justify its actions; it has to be fair, well-argued and neatly presented. As this is the document on which action is taken, it is all the more important to follow the due process while writing investigative reports.

The right way of writing investigative reports

Since it is extremely important for organizations to get the ways of preparing investigative reports right; it is necessary to get trained on this critical aspect. This is what a webinar that TrainHR, a leading provider of professional trainings for the HR industry is organizing; will offer.

Teri Morning, who is President, Teri Morning Enterprises and has over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures, will be the speaker.

Teri will offer the right and effective ways of drafting a foolproof investigative report. You can 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).

This webinar will be of immense use for those who are involved in conducting workplace investigations or are part of them in one or another way. These include Plant Managers and Upper Management, HR Generalists and Associates, Safety Managers and Associates, Small Business Owners, Regulatory Compliance Managers and Associates, and anyone who writes workplace investigative reports.

Teri will cover the following areas at this webinar:

  • Format of a report
  • What should be included in a report and as importantly – what should not
  • Style for report writing
  • Writing of allegation(s)
  • What to do with evidence
  • What goes in a witness summary in the report and what does not
  • Writing of your final determinations
  • What to do with partially substantiated allegation(s)
  • Why the report summary is written last
  • Tips for proofing and analyze your own final report
  • Report writing mistakes
  • Characteristics of a good report.
hr management training, HR management trainings, hr training, human resources management

Conflict Management is an inevitable fact that needs to be Handled Tactfully

Key Takeaway:



Conflict Management is considered indispensable to growth in organizations. Prudent HR professionals understand how to use this for the organization’s growth.

Like change, conflict too, is an integral part of an organization. Why is there conflict in managements? To understand this question, one needs to understand the meaning of conflict in the perspective and spirit in which the term is understood in management.

In normal, day-to-day life In management
Considered an unwanted aspect of life not always considered unwanted
It is understood to mean hostility understood to be a result of differences in outlook between people
Conflict is considered negative understood as a positive or meaningful difference in outlook or perception of organizational goals and objectives.

Techniques of Conflict Management

Leaders and managers use various techniques in conflict management. Each technique varies according to the individual leader’s attitude, temperament, experience and outlook. In a broader sense, these techniques are generally accepted as the most common means for managing conflict:



hr management training, HR management trainings, hr training, human resources management

How to classify exempt and non-exempt employees

This is one area that payroll professionals dread: classifying employees as exempt and nonexempt. On the surface, it looks fairly simple, but dig a little, and even experienced professionals get the jitters.

This is primarily because classifying employee into exempt and nonexempt categories wrongly and its concomitant compliance infringement lead to the following situations:

  • In the case of exempt employees, penalties for errors apply to both the classification of the worker and the actual payment of salaries;
  • In a worst case of punishment, it is not just making one wrong classification that is considered a mistake; all workers in the same job classification under the same manager are penalized!

The way ahead is to understand the following:

hr training
hr training

To get a complete understanding of these confusions regarding payment of exempt employees, an interactive session (link) would be highly useful.