Learning to Deal with Emergencies at the Workplace

Emergency11

Most managers and employees learn the skills related to their work and try to excel there. While there is no argument on the need for this, there are a few special skills that employees at all levels, be it managers or the sub staff, need to learn and be familiar with. It is a skill that is useful to such an extent that the organization that imparts these skills can save itself from physical ruin and save its employees’ lives.

What is this skill that it so important? It is the skill of employee preparedness in the event of a natural disaster. This is a skill that is often overlooked by most organizations, but teaching employees how to be resilient and to handle emergency situations such as an earthquake, hurricane, fires, power outages and the like is so important that it can save lives.

Having got used to living in the comfort of the workplace offered in the developed world, most of us employees are complacent in our attitude towards such situations. Most employees take nature and its behavior for granted to the extent that they tend to think that their place is insulated from natural disasters. This smugness needs to be corrected, because any workplace can become a target of natural disasters.

A learning session on this highly important, but neglected area of the workplace

How do employees learn to deal with these? Can these skills be imparted? Yes. The ways of doing it are what a webinar from TrainHR, a leading provider of professional trainings for the human resources industry, will be offering. At this webinar on this rare, but extremely crucial topic, Gerald Lewis, an international consultant and trainer whose work with national and international government agencies, healthcare facilities, educational institutions and private businesses on a wide range of work, behavioral health and organizational issues has focused on facilitating organizational recovery and resiliency with the emphasis on “people-recovery”; will be the speaker.

Want to understand how to put an emergency preparedness plan in place, so that invaluable lives and data and other property can be saved? Then, 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 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Doing all that is needed during emergencies

While emergency services are highly efficient and can be counted upon to help organizations in the rescue efforts needed during emergencies; the employee is a critical cog in the wheel in initiating and maintaining rescue efforts. Dr. Lewis will explain how employees need to group themselves and manage rescue efforts till the emergency services arrive or after their arrival.

At this webinar, Dr. Lewis will provide an overview of pre and post services and strategies that are designed to sustain workforce resilience.  This will be of very high value to personnel in organizations that deal with situations warranted by emergencies, such as all levels of administrative and supervisory personnel, HR, Legal, Security, Risk Management and Facilities.

During this webinar, Dr. Lewis will cover the following areas:

  • Assessing the work organization’s culture
  • The types of events and the short and long range impact on an organization
  • Pre-event policies and programs and post-event services and strategies to maintain workforce viability
  • How to conduct an employee preparedness survey with a case presentation.
Advertisements

An Explanation of the D.I.S.C. Personality Assessment

6a01156fc46070970b011570a539e3970b

A 100-employee business spends an average downtime of 17 hours a week on just clarifying communications. In the process, it ends up losing over half a million dollars annually on this exercise. The reason: Lack of effective communication. This is at the heart of the problems that most organizations face. About 70% of small to mid-size businesses admit that communication is their primary problem.

The cost of miscommunication is very high for an organization. it ranges from between a quarter and 40% of its annual budget, resulting in over four-fifths of projects getting delayed, being over budget, falling short of expectations, or being undelivered. Lack of proper communication at the outset is the main reason attributed to this scenario.

The D.I.S.C. Personality Assessment tool could have the answers

Since it is communication that is at the heart of these problems; the solution lies in the problem: Improving communication. Enter: The Dominance Influence Steadiness Conscientiousness or compliance (D.I.S.C.) Personality Assessment tool, a valuable instrument in helping resolve issues relating to communication gaps and ineffectiveness.

The D.I.S.C method is an objective and scientific profiling system which uses its unique measuring parameters for understanding a person’s personality, behavior and temperament. Introduced by Dr. William Moulton Marston back in 1928; its popularity can be gauged from the fact that over a million people use it, to this day, every year worldwide. Being a structured quiz; it helps to assess the personality of the person who takes it and to evaluate her abilities accordingly.

These are how the D.I.S.C method slots persons:

Dominance: The nature of being outspoken, sharp, proactive, problem solving and action-oriented

Influencing: One who is optimistic, friendly and cooperative and a great team player

Steady: A consistent, reliable, patient and status quoist

Compliant: A person who is methodical, logical and detail oriented and perfectionist

What all does the D.I.S.C methodology help to achieve?

The D.I.S.C method can be used to induce a number of outcomes. These are some of them:

  • Solidifies communication skills
  • Raises productivity levels
  • Motivates employees
  • Increases interpersonal conflict
  • Builds leadership abilities
  • Brings about a better workplace environment
  • Augments skills at the workplace
  • Boosts productive work
  • Builds effective teams
  • Fosters study habits
  • Results in better hiring decisions

Thorough learning of the ways by which to implement D.I.S.C at your workplace

All the methods and means of implementing the D.I.S.C methodology at the workplace will be shown at a webinar that is being organized by TrainHR, a very popular provider of professional trainings for the HR industry. The speaker at this session is Grant Schneider, who is president and founder of Performance Development Strategies, which helps organizations achieve greater results by aligning people in the organization with its mission and strategy.

To understand how to implement D.I.S.C at your organization, 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.

Understanding personality types in communication

Grant will offer insights into this concept by introducing the idea of D.I.S.C profile as a means to understanding the four different personality types and how they like to receive information. He will explain how communication can be enhanced and made to become more effective and result oriented using the D.I.S.C approach.

An understanding of the correct communication that needs to go into situations will be given at this webinar. This is a very important aspect in an organization. The basis to crafting the right message is a good understanding of the different ways people perceive information. Grant will explain how this can be achieved.

This learning is of high importance and value to professionals such as HR Professionals, CEO, Senior Vice President, Vice President, Executive Director, Managing Director, Regional Vice President, Area Supervisor, and Managers.

Grant will cover the following areas at this webinar:

  • Know the strengths of your own personality style and how to use them
  • How to understand another person’s motivation style
  • How to communicate with the 4 personality types
  • Strategies to lead or motivate the 4 personality types.

 

Guarding Against Corporate Scamming

Scam keyboard key

Getting emails announcing that you have been selected as a winner of an online lottery from a distinguished company and will be winning millions of dollars is an almost quotidian occurrence. While the fact that people do send out such mails in this age is surprising; what is even more surprising is that many people on this planet are so gullible that they believe these to be true and take the next steps of handing their intimate details to these scammers.

What happens at the individual level can happen at a much higher, corporate level, too. A smart scammer may not exactly send a corporate entity the kind for mail described above, but could devise different ways of enticing people to part with sensitive business information. A scammer can impugn the emails of the MD or CEO of a company and ask Finance or other departments to part with highly important information by sending out a mail from these email ids. Just like how an infection can still happen with all the care in world; a scam can happen in companies with the most secure and fortified systems.

Disastrous consequences

Once some sensitive information gets leaked online, the consequences can be simply anything, from loss of business to loss of reputation. Once a scammer gets access to privileged information about the company, he can do just anything from infecting the systems to demanding ransom for allowing access to blocked files.

While smaller organizations are prone to be vulnerable to scams worldwide; the recent WannaCry ransomware attack showed that organizations at the level of government departments too, are equally susceptible. Once a scam happens on a global scale, there could be disastrous consequences for people even remotely related to the hacked systems. Even without estimating the loss caused by this latest episode; scams that range from seemingly small hacks like personal information to huge corporate thefts amount to around $ 3.5 trillion annually.

What do organizations do to prevent these scams?

The big question for organizations in the wake of the possibility that they could become victims of such scams is: What do we do to protect ourselves from such scams? This is a serious topic that merits serious attention and learning. Preventing a scam is in an organization’s own interest, and the sooner it takes the right steps and the tighter it makes them; the better.

The first line of defense is in arming the employees with all the information and steps needed for recognizing and preempting the damage that can happen with such incidents. All employees need to be taught how to sense and respond to a suspicious mail. Often, unwittingly opening a seemingly innocuous sounding mail opens the keys to what could become a potential floodgate.

Worse, an employee could himself be the source of such mails that could be sent out with the malicious intention of hacking critical company information. The organization’s security systems should be extremely vigilant and diligent. It should be working round the clock and be monitoring suspicious activities. This calls for scrutiny at the highest levels, all the time.

A learning session on how to deal with scams

All these aspects of corporate scams will be the content of a webinar that this being organized by TrainHR, a leading provider of professional trainings for the human resources industry. The speaker at this webinar is Paula Pierce, an Austin, Texas attorney who provides legal services to identity theft victims and previously founded a regional legal services program for victims of identity theft and financial fraud. She has authored numerous publications for victims of identity theft and for attorneys and is a frequent speaker on identity theft and financial fraud.

To gain insights into this highly important topic of deep and critical relevance; please 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.

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).

The core of this webinar is teaching the participants how to spot a potential scam in the organization, be it an email, a phone call or just a text. Paula will cover the following areas at this webinar:

  • Common Scams that Target Businesses
  • Anatomy of a Scam
  • How to Recognize a Phishing Scam
  • How to Avoid Ransomware Attacks
  • How to Respond to a Ransomware Attack
  • Steps Employees should take to Avoid Scams
  • Steps Employees should take to Report and Respond to Scams

 

 

 

Understanding the Importance of Drafting the Employee Handbook Rightly

EE-Handbook-700x467

 

Employee handbooks are a great way for organizations to state their policies vis-à-vis employee behavior. On the one hand, they are a simple and reliable guide to letting employees and other people connected to the organization in one or another way about many aspects of the organization’s culture. On the other, employee handbooks also insulate the organization against undesirable legal issues. They can protect the organization’s management in case an employee files a lawsuit against it.

In many instances, it is not unnatural to view the employee handbook as a kind of employee contract. This is why a loosely and vaguely termed employee handbook does more damage than good to the organization. So, an employee handbook should be a clear guide as to what the organization expects from its employees and how employees should go about complying with it.

A good employee handbook should be clear in its terms and should leave no one in any doubt about the meaning of any aspects of it, small or big. It should have disclaimers wherever and whenever necessary, so that when in doubt, this can be referred to.

Handbooks have been evolving

Of late, the purpose and scope of employee handbooks have been expanding due to a number of factors, changing business needs and environment being the primary ones among them. While the employee handbook should be clear about what is going to go into it; it should also be flexible in one aspect: when it comes to accommodating the important changes that keep happening from time to time in the business and social environment. All the latest developments that take place in the business and corporate world should be properly reflected in the employee handbook.

As employment practices evolve, the employee handbook should too, along with them. It should reflect pan-organizational processes and developments from time to time, as these evolve. Just as employee practices change over time; the employee handbook, being a reflection of these, should echo these changes.

Get to learn the nuances of employee handbooks

Want to understand what it takes to draft legally solid and sustainable employee handbooks? Want to explore what challenges and issues have emerged or are likely to emerge for 2017? A webinar that is being organized by TrainHR, a popular provider of professional trainings for the human resources industry, will be providing the answers.

To understand the details and intricacies of drafting handbooks that are tenable and complete and to get clarity on how to do this; please enroll for this webinar by logging on to TrainHR.

Ronald Adler, who is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance, and a co-developer of the Employment-Labor Law Audit (the nation’s leading HR auditing and employment practices liability risk assessment tool, will be the speaker at 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 webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Clarify on crucial aspects of employee handbooks

Ronald will discuss the critical components of an employee handbook in this webinar. He will explain the importance of having an employee handbook that is a perfect representation of the organization’s culture and policies.  He will describe how a poorly or ambiguously worded employee handbook can set the organization backwards by drawing it into legal tangles.

He will explain how handbooks need to be designed, so that they serve their purposes of enhancing the employment brand, playing a key role in employee recruitment and retention, enhancing employee relations, employee morale, and productivity, contributing to uniform and consistent application, interpretation, and enforcement of organizational policies and rules, protecting the organization against claims of improper employee/supervisor conduct, and reducing the organization’s exposure to employment related liabilities.

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

  • Key employee handbook issues in 2017
  • A review of the NLRB’s recent memorandum on employee handbooks
  • How organizations can reduce the gap between policy issuance and effective implementation.
  • Review the basics of employee handbook development
  • Discuss the expanding purposes and scope of employee handbooks
  • Learn the dimensions of critical handbook policies
  • Understand the framework of employee handbook audits activities.

Understanding the Relationship Between Statistics and Compensation

images

Isn’t pay essentially about statistics, since pay programs are designed and administered around math, which is central to pay, right from the structure to the analysis of data?

Statistics has a vital role to play in compensation. Statistics professionals and practitioners have to possess the nous needed for devising and analyzing concepts relating to pay, such as pay ranges, pay survey data, individual and group pay rates, and other elements of a compensation program.

A learning session that helps understand the relationship between statistics and compensation

David J. Wudyka, SPHR, Managing Principal of Westminster Associates in Wrentham, MA, who is an independent Human Resource Consultant with over 30 years’ experience in the profession, and is one of the first people in the United States certified in the Compensation field by the World At Work; will explain the role of statistics in compensation at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry.

Want to understand the nuances of the relationship between statistics and compensation? Then, all that you need to do is log on to 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 webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Pay structure unraveled

At this session, the speaker will simplify and demystify the assumed complexities of the pay structure. In unraveling the mysteries of statistics in compensation, David will help participants understand the various elements of the statistics behind the pay structure. He will ask and answer many questions relating to statistics in pay structure. Some of these include:

  • How to calculate minimums and maximums of a pay range, knowing just the new midpoints?
  • What is a compa-ratio, and how is it used?
  • How does one calculate a percentile, and how are percentiles used?
  • Why are weighted averages used by the majority of Compensation practitioners, and not the median?
  • What is the difference between simple regression analysis and multiple regression analysis, and how do practitioners use these concepts in a practical way?
  • What is correlation analysis and how does this analysis help in pay program administration?
  • When you are creating new pay structures, how can you estimate the number of grade levels between new midpoints using selected midpoint to midpoint spread percentages?
  • Why do practitioners divide pay ranges into quartiles?

Understanding of all the measures that go into pay programs

Knowledge of statistical concepts such as these is a great means improve one’s ability to create and analyze one’s compensation program. At this webinar, David will help identify the measures that Compensation professionals use when they design and administer pay programs, from the creation of pay structures through the analysis of pay survey data. This session will offer clear understanding the underlying statistics of the elements of compensation programs.

It will cover the following areas during this session:

  • How to create and analyze pay range widths (“spreads”)
  • Why “weighted averages” are more widely used than “medians”
  • Defining “means”, “medians” and “modes” (and how to use them)
  • How to understand the statistics of pay structure design
  • Understanding the difference between regression and correlation analysis, and how to apply them effectively in pay program analysis
  • How “percentiles” differ from “percents”, and how to calculate them
  • How to calculate rate range minimums and maximums from estimated midpoints
  • Calculating the “penetration” of pay rates in pay ranges
  • The Compa-ratio: what it is, how to calculate it and how to used it
  • Why pay ranges are divided into “quartiles”
  • The difference between “linear regression” and “multiple regression”
  • How to estimate the number of grade levels between two new pay structure midpoints
  • What are “measures of central tendency” and why are they important for analysis?

 

The Art of Carrying Out Critical Conversations 

iStock_000018676890Medium.jpg

College courses or MBA seldom teach us is how to conduct and manage difficult conversations. Managing these difficult conversations is all the more important in an economy that is becoming highly competitive and is consistently keeps pushing the workforce to higher levels of performance. This pressure brings about an increased sense of anxiety among workers. Managers and supervisors at all levels are finding themselves in situations where they must take their reportees into confidence and convey rather unpleasant things.

Which are the situations in which higher-ups need to have a critical conversation with employees? These are some of them:

  • Interpersonal conflicts
  • Decrease in performance
  • Performance reviews
  • Policy breaches
  • Layoffs
  • Disciplinary reprimands that has to take gender, age, and ethnicity into consideration
  • Inappropriate behavior in the workplace.

At such delicate meetings, expectations and apprehensions from both sides are high, because of which a lot hinges on how this conversation goes.

Gets worse when supervisors are ill equipped to handle

While this kind of conversation is very important; most people who undertake it are either people with limited training on how to handle it, or are not experienced enough for it. The company putting vague or general workplace policies, as well as having concerns about potential litigation, don’t make life any easier for supervisors to construct a critical conversation with an employee.

When critical conversations are held in such scenarios, both the supervisor and the employee feel that the conversation actually worsens the situation or the issue. Handling critical conversations is not the toughest of jobs, but will be so if the right skills and strategies don’t go into it.

Get complete understanding of how to handle difficult conversations

It is to help professionals in such situations understand and implement the proper techniques needed for striking a critical conversation that is both useful and relatively pleasant that TrainHR, a leading provider of professional trainings for the human resources industry, will be organizing a webinar.

Dr. Gerald Lewis, an international consultant and trainer, who has worked with national and international government agencies, healthcare facilities, educational institutions and private businesses on a wide range of work, behavioral health and organizational issues, will be the speaker at this webinar. His focus is facilitating organizational recovery and resiliency with the emphasis on “people-recovery”, and has also authored three books: Critical Incident Stress and Trauma in the Workplace (1994), Workplace Hostility: Myth & Reality (co-author, 1998) and Organizational Crisis Management: The Human Factor (2006).

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 1.25 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Making difficult conversations palatable

In addition to providing an overview of how to manage critical conversations; Dr. Lewis will show how strategies that can make these critical conversations smoother and pleasant for all parties involved can be adapted. He will offer tips and techniques that will lead to a more successful outcome. He will also chalk out a list of resources which will help participants gain more knowledge and experience on their own.

In this webinar presentation, which will be of high value to professionals such as First line supervisors to senior department heads, anyone in a supervisory position who is responsible for the performance of other employees, Human Resources, Labor Union Representatives and Employee Relations Personnel, who are frequently faced with situations in which they need to have critical conversations, Dr. Lewis will cover the following areas:

  • The types of “critical conversations” that are now required in the workplace
  • How to prepare yourself for a critical conversation
  • How to prepare the employee for a critical conversation
  • The “dos” and “don’ts” of critical conversations
  • How to set up the structure of the critical conversation
  • How to follow-up.

Dealing with substance abuse at the workplace

pastillas 5

 

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.