Human Resources Training

Change Leadership: The Top Four Skills and the Top Four Steps to Deal With Change During These Uncertain Times

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Is change occurring in your organization due to the pandemic? Of course, it is? Are these changes causing stress or conflicts? Do you know how to get everyone on board the change train that is rapidly heading out of the station? How do you get employees to not only go through the motions, but also actually “buy into the changes that are necessary?

Any significant change creates “people issues.” New leaders will be asked to step up, jobs will be changed, new skills and capabilities must be developed, and employees will be uncertain and resistant. Dealing with these issues on a reactive basis puts speed, morale, and results at risk.

The secret to managing greater levels of change is not to press harder on the pedal already floored, but to shift gears and develop effective change leaders throughout the organization.Due to the increased pressure to respond to change quickly, and the changing dynamics of the workforce, human resource professionals as well as line and project managers must also wear the hat of change agents – leading the way to make change work – to be effective and productive and cost-effective.

Managing change in a fast-changing environment is increasingly the situation in which most organizations now work. To optimize your company’s response to market opportunities and threats requires more than just a plan but rather dynamic processes, systems and culture if your change initiatives are to be successful.

If you are a manager or executive, a project or team leader, a human resource professional or director, you need to understand the human elements of change and create effective strategies for engaging people to move forward with the change.

You need to develop the four key skills and implement the four key steps for leading change successfully.

Human Resources Training, workforce management

Strategic Planning for Working Remotely

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Workplaces have transitioned to working remotely as part of the COVID-19 response in order to adhere to public health guidelines but were not necessarily prepared to address all elements of remote work.

In particular, the lack of ergonomic preparedness led to staff being sent home with only a laptop, no other equipment, to achieve proper ergonomic set-up and no strategy on how to get staff equipment should they experience discomforts.

When you combine the lack of equipment with a lack of training or education on how to set-up their home workstation to achieve ergonomic principles this created a recipe for musculoskeletal injuries.

Workplaces have transitioned to working remotely as part of the COVID-19 response in order to adhere to public health guidelines but were not necessarily prepared to address the complexities of remote work.

Staff were sent home to begin remote work with no policy or procedure in place on expectations related to performing work remotely and no plan for addressing ergonomics for staff working from a home office.

This contributes to an increase in musculoskeletal injuries in workplaces.

 

Human Resources Training

How to Welcome, Engage, and Retain New Employees with Your In-Person and Virtual On-boarding Strategy in 2020

 

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Whether you call it Onboarding, Induction, Enculturation, or New Employee Orientation (NEO), the process used to welcome and train your new employees while capturing their excitement of a new job and reducing their new job jitters is critical to their success.

We have new challenges now with the pandemic – how do we onboard a new employee virtually? NEO is not a one day event, but rather a process that begins after their acceptance of the job and extends through the first year of their employment. Studies show that the new arrival’s primary concerns are three things- my job, my boss, and my coworkers.

Dealing with new employee jitters and uncertainties is a high priority in orientation programs. How long this mental mayhem lasts may depend a great deal on employee orientation. It’s been said that new hires have about 90 days to “prove” themselves in their new workplace. According to the Society of Human Resources Management (SHRM), 500,000 Fortune 500 managers change jobs every year while, overall, managers change jobs every 2 – 4 years.

Non-management employees may change jobs even more frequently.The process of orienting new employees to their new position, their new work environment, and their new colleagues takes time and if not done effectively, the new hire leaves and goes elsewhere. Onboarding is the process that welcomes and integrates the new hire into their new position and workplace so they become engaged and committed to their role in assisting the organization in reaching its mission.

Onboarding is a strategy and a process that extends well beyond the first day on the job. It is a critical process to get the new hire off and running in their new environment, their new position, and with new colleagues enabling them to enjoy their work and their employer.

Onboarding needs to include fun activities, using “buddies” to streamline the new hire’s experience, beginning from the point of the job offer. It is one of the most important elements an employer should invest in. A comprehensive Onboarding process plays a pivotal role in catalyzing your new hire’s engagement into their new role, responsibilities, and the organization.

The new employee reaches productivity a full 2 months sooner, function as a team member quicker, less likely to quit, and more likely to be an active member of the organization. All of this equates to huge financial savings on the part of the organization. By 45 days after a new employee begins their job, 20% quit! By 7 months, 50% have quit. Forty six percent of new hires fail within 18 months, and only 19% achieve success.

The exodus of these new hires costs the employer approximately 20% of each employee’s salary. Considering the percentage of employees who never engage with their new job – the costs are enormous.

If those employees engaged, research shows that the stock value will have higher earnings per share, and the business will experience 22% higher profitability, 21% higher productivity, 10% higher customer engagement, 25% to 65% lower turnover, 37% lower absenteeism, 28% lower shrinkage (theft), and 48% fewer staff safety incidents.

HR audits, HR compliance, Human Resources Training

Being a Successful HR Department of One

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Getting your day-to-day HR workdone has never been so difficult.

The circumstances surrounding the COVID-19 and most recently the widespread civil unrest are continuing to develop quickly, and with the rapid-fire nature of modern media and social media channels, details vary from broadcast to broadcast, leaving many in the workforce in confusion and fear.

Most employees are confused about the next steps they should take, either paralyzed by fear, worried about their future or in the shock and denial phase of the crisis. Although many HR pros have spent a career training for such a critical mass event, it has been an exhausting 3 months and the vision forward is clouded by a sea of unfinished work.

Our National condition is constantly changing which has employers feeling the pressure and unfortunately due to the overload of news and information (often contradicting itself) leaders are running the risk of being too ambitious in their communication and actions with employees.

Ambiguity leads to confusion and creates more uncertainty and fear. This is something we all need to avoid. Thankfully, there are steps HR pros can take to help their employers support their workforce, encourage certain behaviors and manage the business environment effectively, so employees can continue to remain engaged and reduce the risk of panic and concern – on top of all the regular HR work that needs to be done.

These steps of workforce management are often seen as commonsense, however, in a crisis or unfamiliar situation it is more difficult to remain calm and think or behave in a considered way, it is vital for HR professionals to help establish reasonable practices that are followed.

It’s fun and rewarding to make an impact, put plans in place and implement them so they thoroughly understood, investigated, checked and measured in order to avoid longer term damage to the business and relationships companies have with their employees.

Every day the boundaries and goal-posts are moving, so it is vitally important to meet the needs of your competing demands so leaders in industry and business are kept as up to date as possible to avoid generating fear, adding to the confusion or creating workplace dysfunction. We need to know what we can do in order to adapt, innovate and implement new ways of operating as our national environment changes.

This is why knowledge, clear communication, accurate information, considered action are required.

Being an effective HR department of one is about identifying today’s priorities and getting them done within a continuously shifting timeframe.

The trouble right now is that there is an overwhelming amount of information, and conflicting directives from multiple sources as a result of the COVID-19 pandemic and recent surge of civil unrest.

 

employment law, Human Resources Training

Flexible Work Arrangements: The Future of Employment

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Flexible work arrangements are the future of the workplace. It is only a matter of time before most organizations move towards them. By giving at least some employees the freedom to work at their own schedule and in the location of their choice, organizations are realizing that their productivity goes up significantly due to a number of reasons.

Employees can spend the time they take for travel on doing constructive work. They will have the comfort of staying close to their family, which promotes a healthy work-life balance, a big factor in productivity. Further, they are less stressed because they can attend to chores at their own pace.

At a webinar that TrainHR, a leading provider of professional training for all the areas of human resources, is organizing, all the dynamics of how to build flexible work arrangements at the workplace will be discussed.

Diane L. Lee, President of Advantage HR Consulting, will be the expert at this webinar, which is being organized on April 15. Please join in for this important learning by visiting TrainHR.

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The main aim of this webinar is to offer to its participants an understanding of the benefits of workplace flexibility. It will clarify some of the myths about flexible work arrangement and offer its participants the tools needed to establish and effectively manage workplace flexibility.

Diane will cover these areas at this course:

  • Defining flex work arrangements
  • Understanding the various types of flex work arrangements
  • Potential legal pitfalls to avoid
  • Benefits of a flex work schedule for employers & employees
  • Advantages and disadvantages of flex work programs
  • Instituting a flexible work environment
  • Developing a flex work policy
  • Implementation challenges
  • Measuring the effectiveness of flex work arrangements

This course is aimed at the benefit of those to whom implementing a flexible arrangement is of crucial importance, and these include senior leadership, HR professionals, managers and supervisors, operations professionals, compliance professionals, and benefits professionals.

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About the speaker: Diane Lee brings over 25 years of experience in the Human Resources arena, during which she has gained experience in HR consulting and administration in corporate, government, consulting and pro bono environments.

Her organization provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide-variety of HR topics for various training firms across the country.

By attending this webinar, participants will receive information and practical advice on how to handle an investigation effectively. They will be better prepared to determine what circumstances prompted the investigation, the importance of dealing with problems early, enforcement of company policies, knowing the right questions to ask, and steps to take to protect their company from future lawsuits.

 

Human Resources Training, Training & Development

Decision making, Problem Solving and Troubleshooting: Tips and Techniques

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Decision-making, problem solving and troubleshooting lie at the heart of business organizations. They are an absolute must for organizations that want to compete and stay ahead of the race. The effectiveness of these traits can be the difference between a quick, proper solution and a bad one. Those who handle technical areas have to make decision-making, problem solving and troubleshooting an intrinsic and integral part of their everyday work.

Process is at the core of these traits. When decision-making, problem solving and troubleshooting are built on the wrong processes, the best of people can get their act wrong.

A webinar that TrainHR, a leading provider of professional training for all the areas of human resources, is organizing on April 22, will shed light on

Randy Park, facilitator and author, will be the expert at a webinar. to enroll for this program, please visit TrainHR.

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The purpose of this webinar is to offer its participants the ken needed to diagnose why a certain plan or an action is not working the way they were meant to.  The expert will help the participants gain an understanding of the various aspects of the human thought process to explore situations in which intuition becomes valuable in facilitating fast solutions, and those in which it could simply lead the decisionmaker awry.

At this webinar, the expert will offer tips and tools which the participants can use to quickly analyze what is happening and why things went wrong. Using these tips and tools, the participants will also be able to identify how their own thinking may be blocking the path to finding a solution. Putting these into practice will help them to achieve faster solutions and make fewer mistakes.

He will also familiarize the participants with unique tools such as “Think About It!”. This worksheet is of immense help in letting the participants analyze where they are going wrong and in quickly helping them get unstuck, documenting their solution, and increasing their organizational intelligence to help them and others in the future

This webinar is designed for those whose job revolves around solving problems. It is immensely useful for those who spend time figuring out what went wrong, are under pressure to find solutions quickly, and who frequently get stuck finding solutions.

At this session, Randy Park will cover the following areas:

  • How to make Faster Decisions when you can
  • How to Realize when you Need a more thorough Analysis
  • Tools to get Unstuck when Solving Problems
  • How to Identify possible Solutions you’ve Missed
  • Visual Tools that Increase Insight.

Those who will benefit from this webinar include CEO’s, Executives, Managers, and HR Professionals.

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About the expert: Author of the books, “Thinking for Results-Success Strategies” and “The Prediction Trap- and how to avoid it”, Randy specializes in helping individuals and organizations understand their decision making processes and their own thinking strengths and traps. He provides practical tools applicable to strategic thinking, decision making, and problem solving – especially in the face of uncertainty and complexity.

Randy is a member of the Canadian Association of Professional Speakers and has spoken to thousands of people around the world. He lives in Toronto and has appeared on radio and TV across the country.

employee engagement, Human Resources Training

Shifting from Employee Engagement to Employee Experience

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Organizations that experience a high turnover are ones whose employees are disengaged. Such organizations are usually clueless about what motivates their employees. Retaining employees is a great challenge for organizations, all the more in this time, where as many as five generations work simultaneously at the workplace, in a first such scenario.

This calls for organizations to revaluate their culture and their attitude, because they have to handle different expectations from the different generations. How to communicate with their employees and with the outer world and how to make use of technology, since this is a prime feature of the Millennials, are just a couple of factors that organizations need to factor in.

Tonia Morris, Founder of Simply HR, LLC, a consultant and management firm, who will be the expert at a webinar that is being organized on March 25 by TrainHR, a leading provider of professional training for all the areas of human resources, explain the evolution of the workforce, and how it has impacted today’s organizations.

To gain insights into this crucial aspect of organizations, please join in by registering at TrainHR.

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.

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Tonia will give a proper understanding of the real reasons for which employers are lacking in their loyalty to organizations. This is primarily because organizations have yet to find a way by which to align their values with those of a vastly varied generational workforce.

Leaders at every level, staff, HR and CEO are some of the personnel who will benefit from this session. At this webinar, Tonia will cover the following areas:

  • Define Employee Engagement vs Employee Experience
  • Employee Experience Equation
  • 3 Types of Organization Structures
  • 3 Leadership Approaches
  • 5 Generations.

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About the speaker:

Tonia Morris, who calls herself “your Generational Connector”, owns her speaking and training company. An accomplished speaker, Tonia offers leaders training solutions that cultivate a generationally-inclusive workplace.

She has partnered with organizations such as Chick-fil-A, Oracle, Spelman and Kennesaw University to name a few, to bring training solutions for engaging Millennials in the workplace, working with leaders to transform their cultures by attracting, developing and retaining a workforce that is generationally inclusive.

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.

 

HR compliance, Human Resources Training

HR Compliance 101 – for Non HR Managers

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HR compliance is an absolute must for organizations. Why? There are three vital standpoints for answering this question:

Business: Business managers need to be made aware of the basics of HR compliance and understand the areas related to HR and business properly, such as employment law, the ways of writing documentation and of how to use the tools of employee development. The consequences of not knowing this are the whopping amounts of penalties that noncompliance with HR laws attracts. Training business managers on the basics of HR compliance is a very worthwhile investment the employers should make if they want to avoid hefty employment claims.

Managerial: When managers are compliant with HR practices and law, they are instrumental in increasing the organization’s productivity. They also ensure that the organization is legally compliant, which in turn brings about employee development and engagement, and also safeguards the manager’s own career.

Human Resources: The need for HR compliance training for HR managers is too obvious to miss out on. An HR manager that knows the HR compliance laws is in a position to protect the organization against many unwarranted employment claims, which almost always result from miscommunication, misinformation, and mismanagement.

Want to understand the ways by which your organization can bring about HR compliance from these vital perspectives? A webinar that TrainHR, a leading provider of professional training for all the areas of human resources, is organizing on March 30 will prepare you for it. It will shed light on the elements of HR compliance, especially for non-HR managers.

Teri Morning, founder and President of Hindsight Human Resources, will be the expert at this webinar. Please visit TrainHR to register for this highly valuable learning.

At this webinar, which is aimed primarily at the benefit of Front line managers, department Managers, new HR persons, anyone promoted into a management position or managers who were promoted from within their companies, Teri will cover the following areas:

  • Basics of the Big Four of employment compliance- Title VII, FLSA, FMLA, ADA
  • Managing from Day One – Using the 4 tools of a manager; coaching, performance reviews, performance improvement plans and discipline
  • The 12 elements of documentation
  • What to do if someone is struggling doing their job for whatever the reason – having a process
  • Inheriting a dysfunctional department – avoiding the pitfalls
  • Preventing harassment, bullying and general dysfunction
  • What to do with employee complaints.

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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.

 

employee performance evaluation, Human Resources Training

Performance Management: Dealing With the Difficult Employee

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The difficult employee, or the employee that reeks of negativity and toxicity, is someone every organization has to be prepared to face at some or another point of time in its existence. Even if HR subjects the interview process of all candidates with utmost diligence, there is a chance that a negative person can slip through the noose and make it to the organization.

How does the organization deal with such an employee? How does it motivate him or her to perform well and contribute to the organization’s growth? These are challenging questions for even managers with the finest man management skills. It is a fact that much of management’s energies and strengths are drained in managing such an employee. Whether it is in the matter of attitude, attendance or just lack of ability to carry out the designated work, management is up against odds when it comes to employees with attitude problems.

A sixty-minute webinar from TrainHR, a leading provider of professional training for all the areas of human resources, on March 31, will show how to deal with such situations. The expert at this session is Bob Verchota, owner and senior consultant for RPVerchota & Associates, a consulting firm.

Please visit TrainHR to enroll for this learning and derive valuable knowledge of dealing with the performance issues concerning the toxic employee.

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It is no secret that most organizations come across toxic employees. The toxic employee can spread her or his venomous attitude to the other employees. More than half of the employees are victims of abusive or intimidating behavior from their toxic colleagues.

At this webinar, Bob will equip managers with the insight and tools with which to deal with performance issues effectively. With these tools and insights, they will be able to learn the ways of preparing rightly for facing such employees. They will be able to hold such employees to account, as a result of which they can bring about improvements in their organizations.

One of the major takeaways for the participants from this session is the several handouts that Bob will give them. These are some kind of a toolkit with which they can start their own employee correction program. These handouts are:

  • A copy of the presentation
  • A sample corrective action policy
  • Sample corrective action documentation form
  • A termination checklist
  • A sample Performance Improvement Plan (PIP) form
  • A sample Investigation Questionnaire Form.

At this webinar, which is aimed at benefiting personnel such as managers and supervisors who have responsibility for corrective action, human resources professionals, and people who aspire to leadership and supervisory positions, Bob will cover the following areas:

  • How to start off on the right foot by creating clear expectations
  • How poor performance effects organizational performance and work environments
  • How progressive discipline policies can hurt you
  • Why probationary periods may be a bad idea
  • What is employment-at-will and when can you use it?
  • The key concepts in just cause
  • Steps for conducting disciplinary investigations
  • How to hold employees accountable for sustained change
  • A simple system for determining how to coach employees
  • Dealing with difficult people
  • 11 barriers supervisors face in managing behavior
  • Methods for objectively documenting Toxic Attitude Syndrome
  • How to prepare for termination
  • How to prepare for and conduct a disciplinary meeting
  • Performance Improvement Plans – receive a sample form
  • Setting SMART goals for employee performance

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About the expert: Bob Verchota ‘s firm offers services to clients who seek to align their business and employees and helps them to create successful outcomes and excellent work environments.

It provides solutions to companies for a wide variety of HR issues including training and development, compensation, compliance, policy development, performance management, employee relations and managing change from mergers and acquisitions to project specific disruptions of the status quo.

Career Development, Human Resources Training

Effective Techniques to Deal with Difficult Customers: Resolve Complaints and Gain Customer Satisfaction

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How to communicate effectively…well, this is a billion dollar question in the minds of most people for whom communication is part of their professional or personal existence. A gifted communicator is not necessarily the most effective one, and vice versa. Being articulate and stylish in one’s communication can help to make an impact to an extent.

However, it is the effective communicator whose impact lasts, because the effective communicator communicates what needs to be communicated, in the right measure, and with the accurate and exact choice of words. This communication may not be grandiloquent, may not consist of the most elegant words, or may not be the most attractive one, too.

The test of communication is in how effective it is, rather than how stylish it is. David Rohlander, author of the bestselling book, CEO Code, will, at a webinar that TrainHR, a leading provider of professional training for the human resources areas, is organizing on March 25, explain all the core aspects of effective communication.

To get a thorough understanding of how to cultivate effective communication, please register for this webinar by visiting TrainHR.

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At this webinar, David will help participants to understand how to use communication to deal with all kinds of people that we meet during the course of everyday life. He will explain how it is a great tool to deal with difficult people, especially when in sales and marketing. Participants of this webinar will learn how to be effective in communicating so that it brings a smile on their client’s face and make every customer happy.

David will traverse the road from the broad philosophy of effective communication to how to drill it down to activities in our daily lives to emerge successful as a communicator.

He will help the participants explore the five core elements of effective communication, namely trust, respect, understanding, empathy and resolution, out of all of which, the quality of understanding takes the prime position.

During the course of this webinar, David will cover the following areas:

  • What is Effective Communication?
  • Trust
  • Respect
  • Understanding
  • Empathy
  • Resolution
  • It is an art
  • Personal Agendas
  • Dealing with Difficult Customers and Clients
  • Understanding each Individuals Goals and Fears
  • Learning Specific Techniques to use with others, the Good, Bad and Ugly

Personnel whose primary area of work involves communication, for whom effective communication is a must, will benefit hugely from this webinar. These include CEO, President, C-Suite Officers, Managers, Supervisors, high potential employees being groomed for advancement, and frontline employees who interface with customers

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About the expert:

David Rohlander is a highly acclaimed Executive Coach at David Rohlander, Inc., David Rohlander. Following the success of this first book, The CEO Code, Penguin/Alpha Books asked him to write another, Idiot’s Guides: Management Skills, which was released in late 2014.