employee performance evaluation, Human Resources Training

The Psychology of an Employee

1_gdsjrZPJIqFThAQlEIviEA

One of the most essential ingredients for employee performance, and with it, organizational success, is employee psychology. Employees that have the right frame of mind, the positive one, are the ones who succeed.

Understanding employee psychology helps organizations understand the reasons for which employees behave the way they do at the workplace, the reasons for which they react or respond to certain given situations, the factors that play in their mind when confronted with both positive and negative situations, and so on.

Where there is a conflict between an employee’s and an organization’s outlooks and expectations, there is bound to be some friction. Understanding employee psychology helps organizations iron these out.

A meaningful webinar from TrainHR, a leading provider of professional training for all the areas of human resources, will set these issues in their right perspective and help employers and employees alike get a proper understanding of the way each behaves vis-à-vis the other.

At this session, which is being organized on February 24, Toluse Francis, a trained mental health practitioner and Life Coach, will be the speaker. Please visit TrainHR to enroll for this very valuable session and learn how understanding employee psychology can play a very major role in helping organizations get the most out of them.

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).

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 will help the participants gain knowledge of how to understand and change employee behaviors, which will help them perform their best. Toluse will help them eliminate the fear of missing out, understanding their right to good working conditions, eliminate uncertainty, and understand the mind and behavior of the employees.

He will cover these areas at this webinar:

  • Change behaviors
  • Why employees behave the way they do
  • Employee psychology
  • Needs of employees vs. needs of the company

This session is aimed at the benefit of employees, CEO’s, and recruitment firms.

—————————————————————————————————————–

About the expert: As a volunteer with a number of organizations such as Mentally Aware Nigeria Initiative (MANI), Toluse has an impressive track record of aiding people to move on from negative past experiences and focusing on their future with enthusiasm.

He was the awarded the Health Writer of the Year by the Nigerian Writers Award. He is an author with three books published to his credit.He has been invited to both radio and television programs to offer his professional views on mental health and has spoken and taught both locally and internationally as well as offering his service as a therapist. 

 

Human Resources Training, leadership and management

How to Prepare Millennials for Leadership

millennials-1024x683-1024x675

Generation Y (Gen Y)-the generation of those born roughly between early 1980’s and mid 1990’s-is set to be the largest segment of the American workforce this year, 2020. This is not the only reason for which it is being so highly talked about in the work circles in the US. There are others:

  • It is the first generation to be born with access to technology almost from their birth, or at least their schooling days
  • This generation doesn’t need to be trained formally about technology since they already have had enough exposure to it

With their familiarity with technology being a given, the managements in organizations that hire them need to understand the unique qualities of this generation to be able to realize their full potential.

The many ways by which managements in the present-day organizations can bring the best out of the Millennials will be the topic of a very valuable webinar that is being organized by TrainHR, a leading provider of professional training for all the areas of human resources, on February 27.

TrainHR brings the Founder of Simply HR, LLC, Tonia Morris, as the expert of this session. To register for this very important learning, please visit 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).

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.

—————————————————————————————————————–

The focus of this webinar is in helping its participants understand the implications and consequences of the shifting nature of the American workforce. Although five generations are at work right now, it is estimated that by the end of 2020, the Millennials will make up half of it.

Managements have to thus prepare and brace themselves with the right strategies to be able to exploit the many capabilities this generation brings. Managements need to have a sound understanding of this generation’s aspirations and expectations.

During this webinar, in showing how to do this, Tonia will cover the following areas:

  • Mentorship
  • Think Laterally not Vertically
  • Meaningful Leadership Role
  • Feedback on Demand
  • Project Base Role
  • Develop Soft Skills

Those who work closely with the workforce, such as Managers, Supervisors, Leaders, Human Resource Professionals, and Shift leaders or Team, will benefit immensely from this course.

—————————————————————————————————————–

About the expert: Tonia describes herself as a “Generational Connector”. The company she founded, Simply HR, LLC, is not only a consultant and management firm; it is also a speaking and training company.

Predictably, Tonia is at home with speaking and providing leaders with training solutions that cultivate a generationally-inclusive workplace. Her observation of the diversity and generational gaps in the workplace made her determined to start an organization of her own in which she could offer solutions to problems arising from this situation.

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.

 

employment law, Human Resources Training

FMLA: Issues and Solutions

FMLA

A whopping $21 billion. That is the estimated value that organizations incur from lost productivity, continued health benefits, and labor replacement as a result of managing Family and Medical Leave Act (FMLA) incorrectly. $300,000 is the average cost of lawsuits that have resulted from wrongful terminations.

Given these astounding facts, does it require emphasis that grasping of the right information is imperative, and the only real remedy to such heavy costs? It is only when employers arm themselves with the proper and full information about the various aspects of the FMLA and its applications that penalties can be avoided. The more informed an organization is about the law, the better it can protect itself from its repercussions and make more cost-effective decisions.

However, this comes with a few challenges, mainly because FMLA hardly works in isolation of other laws, the combined application of which can be quite confusing. Lack of harmonious application of the FMLA with other laws has resulted in more than half of all employers being granted unverified time off.

Want to get a lucid understanding of the FMLA and the ways by which it works with other laws, and prevent heavy penalties? You need enrolling at a valuable webinar that TrainHR, a leading provider of professional training for all the areas of human resources, is organizing on February 25.

Setting the various confusions around the FMLA at rest is Michael Haberman, co-founder of Omega HR Solutions, Inc., who will be the expert at this webinar. Please register for this course at 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).

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 what constitutes a ‘serious health condition’ under the FMLA is a primary area of knowledge that an organization should have. The expert at this session will help participants get an idea of this concept.

Michael will also offer insights into what a company should do to file an unfair labor practice charge, which has an interplay between the FMLA, the Americans with Disabilities Act (ADA), and the Fair Labor Standards Act (FLSA).

These apart, there are other seemingly grey areas of this Act about which the participants may have doubts. What can be done to identify and address potential abuse of FMLA leave, and how FMLA interacts with other similar medical and disability-related leave statutes are among these.  Michael will offer clarity on these areas, and will also offer tips and tricks for implementing a few best practices. He will take questions from the participants of this webinar relating to any aspect of the FMLA and will try to answer them.

This webinar is of great benefit to personnel who are required to apply the many aspects of the FMLA. These include HR Managers, CFO’s, Office Managers, and VPs of HR.

At this course, these areas will be covered:

  • Serious Health Condition
    • Inpatient Care
    • Continuing Treatment
    • Chronic Conditions
  • Abuse
    • Authentication/Clarification
    • Re-Certification
    • Second Opinions
  • Interplay Between FMLA and Related Statutes
    • ADA
    • Title VII
    • FLSA

—————————————————————————————————————–

About the speaker: A consultant, speaker, writer and teacher; Michael brings several years of experience in dealing with the challenges of human resources in the 21st century. His consulting and services company offers complete human resources solutions.

Mike is the author of the Human Resources blog found at OmegaHRsolutions.com, which has been recognized as a top human resources related blogs. He has also been named a top Digital Influencer in Human Resources. In addition, Mike has presented numerous webinars on various HR related issues including wage and hour compliance, rewards, culture, social media use in HR, practical futurism for HR departments and more.

employment law, Human Resources Training

Complying with the Americans with Disabilities Act

ADA_logo

Complying with the Americans with Disabilities Act (ADA) and ADAAA (Americans With Disabilities Act Amendment Act) is mandatory for many organizations. Doing so requires them to implement many additional steps, lack of none of which is excusable. As with any other law, obedience to this law also goes by the dictum, “ignorantia legis neminem excusat”, or “Ignorantia juris non excusat”, i.e., ignorance of the law is no excuse.

In fulfilling these additional steps, organizations should have a clear understanding of vital terms such as “Essential Job Function”, “Undue Hardship”, “Reasonable Accommodation”, and “Interactive Process”. There are a couple of reasons for this:

  • The clause of reasonable accommodation required under ADA is the highest among all types of discrimination charges
  • The good faith effort to have an interactive process to determine if an individual with a disability is qualified for the job or whether an accommodation is reasonable is unique to the ADAAA

It is to help sort out these nuances that TrainHR, a leading provider of professional training for all the areas of human resources, will be organizing a webinar on February 26.

Bob McKenzie, a senior human resources management professional, will be the expert at this 75-minute session. Please enroll for this valuable learning by registering at TrainHR .

This activity 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).

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.

—————————————————————————————————————–

At this course, which is aimed at benefiting human resources professionals, business owners, or anyone who manages or supervises others, Bob will cover these following areas:

  • Summary of the Americans With Disabilities Act of 1990
  • Summary of the Americans With Disabilities Act Amendment Act of 2008
  • Understanding Essential Job Functions
  • Understanding Reasonable Accommodations and Undue Hardship
  • How to conduct the Interactive Process
  • Essential Documentation
  • Summary
  • Action Items.

————————————————————————————————————–

About the expert: During his over 40 years in human resources management, Bob McKenzie has worked hands-on in all areas of Human resources management in all types of industries within the public and private sectors.

An indication of his credibility as an HR expert is the fact of his being cited frequently by leading HR trade publications such as HR.com, HR Magazine, HR Florida Review, Vault.com, BNA and the Institute of Management and Administration and the Business Journal.

 

 

Human Resources Training, workplace conflict resolution

Burning Issues for Executive Assistants: Comp and Training

371c67c0b0f73090c959c5b249a04a2c

Executive Assistants are among the most underpaid employees. There are many reasons for this sad situation: all but one or two percent of AE’s are women, which means they normally shy asking for more pay. Most of them are not required to possess a strong degree or any other high paying qualification, and most people have a rather poor perception of this position.

Most areas of their positions need major overhauling, of which the most important ones pertain to their pay and their training. Proper training which gives them the opportunity to enhance their qualification places them in an improved position for bargaining. To gain this, they need the support of HR.

How do AE’s learn to bargain and better their chances at work and in the market? This will be the learning a valuable training session from TrainHR, a leading provider of professional training for all the areas of human resources, will be offering. Columnist for Executive Secretary Magazine, Bonnie Low-Kramen, will be the expert at this ninety minute webinar, which is being organized on February 28.

To register for this learning, please visit TrainHR to enroll.

—————————————————————————————————————–

Although they are a strong link in the Executive Leadership Team of most companies, are the face of their companies’ top management teams, and play an influential role in decision-making in most companies, Executive Assistants face poor prospects in most companies. Their job descriptions are sometimes vague, their job titles outdated, and their pay almost always fails to catch up with that of most others in the company.

This webinar will suggest some of the ways by which EA’s can strengthen their position through collective bargaining with the management through HR’s help. Bonnie, who has worked as the Personal Assistant to Oscar winner Olympia Dukakis and now travels the world educating, empowering, and inspiring, will show from her vast experience how EA’s can ameliorate their working and pay conditions.

She will cover the following areas at this webinar:

  • We are in a time of change. The strong job market is causing EAs to question their salaries which are not matching their job descriptions
  • Historically, EAs did not need professional development training but now it is a necessity
  • Kinds of training available for EAs
  • Impact of the #MeToo & #TimesUp movements on negotiations
  • Impact of social media and crowdsourcing sites such as Paysa.com, Indeed.com and Glassdoor.com
  • Trends towards annual training budgets being built in as part of comp packages

—————————————————————————————————————–

About the expert: Bonnie is the bestselling author of Be the Ultimate Assistant and the Founder of Ultimate Assistant Training. To date, she has spoken and taught in 14 countries. Starbucks, Amazon, PwC, AMC Entertainment, Dell, and MasterCard are among her clients.

Bonnie co-hosts the “Be the Ultimate Assistant Podcast” with Vickie Sokol Evans where they tackle the burning workplace issues. She was named 2015 Educator of the Year by DEMA, the Domestic Estate Managers Association. In May 2019, Bonnie’s work was featured as a Forbes cover story.

 

 

 

HR compliance, Human Resources Training

Using Statistics in Compensation

Compensation-Dollarphotoclub_90295153-RS-72

Compensation has a strong and inseverable link with statistics, the reason being that knowledge of the latter is critical and indispensable 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 webinar that TrainHR, a leading provider of professional trainings for the human resources industry is organizing on January 30, will make an in-depth exploration of the close relationship between statistics and compensation. David J. Wudyka, SPHR, Managing Principal of Westminster Associates in Wrentham, MA, and an independent Human Resource Consultant with over 30 years’ experience in the profession, will be the expert at this webinar.

Please visit TrainHR to gain a solid perspective of the bond between statistics and compensation.

This activity 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).

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.

—————————————————————————————————————-

Thorough exploration of all the elements of the pay structure

David will simplify for the participants the assumed complexities of the pay structure, which will help them get a thorough grasp of the many elements of the statistics that go into the pay structure. In the course of helping the participants of this webinar with this aspect, he will raise and answer many core questions relating to statistics in pay structure. These are some of them:

  • 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?

A look into all the measures that go into pay programs

A strong grasp of these statistical concepts can go a long way in improving one’s ability to create and analyze a compensation program. David will help the participants identify the measures that Compensation professionals use when they design and administer pay programs, right from the creation of pay structures to the analysis of pay survey data. The aim is to offer clarity on the elements of compensation programs via the underlying statistics.

This webinar will traverse these areas:

  • 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?

 

This webinar is designed for the benefit of Compensation Analysts, Human Resource Managers, Human Resource Generalists, Financial Managers, and Human Resource Managers who are new to the Compensation function.

—————————————————————————————————————–

About the expert: David has more than thirty years of experience in his specialty, Compensation Consulting. David has taught extensively in colleges and universities such as UMass Boston, Bryant University, and the U.S. Coast Guard Academy. Davis is one of the first people in the United States certified in the Compensation field by the World At Work.

David looks at ways by which the HR department in an organization can enhance its role to become a Strategic Partner in businesses today. He writes extensively on topics of vital interest to the industry, such as how to improve pay transparency and how to narrow the gender pay gap in which the bottom lines for businesses improves, irrespective of their size.

 

 

Human Resources Training, workplace conflict resolution

Female to Female Hostility @Workplace: All you Need to Know

20171102155700-gettyimages-707439933-2

Is it true that women are more hostile to each other at the workplace than with men? Can it be said that the incidence of women bullying and harassing other women more than men at the workplace is high? As in every other aspect of life, do men and women think differently when it comes to the approach towards bullying?

These interesting topics and more will be dealt with at in great depth at a webinar that is being organized by TrainHR, a leading provider of professional training for all the areas of human resources, on January 24.

The expert at this webinar is Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying. She will offer valuable insights into the very pertinent topic of bullying of female employees by other female employees.

Please visit TrainHR to enroll for this webinar.

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).

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.

—————————————————————————————————————-

It is generally true that bullying by women is subtler than by men. So, identifying and recognizing female-to-female bulling is not very easy. What exacerbates this point is that many managers choose to overlook this fact of the workplace, as a result of which, this practice could go undetected and unchecked.

It may broadly and generally be true that female to female bullying is different from bullying by men; yet, the results of female bullying can be impactful, ranging from absenteeism and lack of trust in management to poor performance and increased employee turnover.

Getting a proper perspective of female harassment

Some of the core questions relating to female bullying, which Dr. Strauss will take up at the webinar include:

  • Are women really each other’s worse enemy or is it just a myth and a stereotype?
  • What does research show about women’s hostility to other women, sometimes called bullying in the workplace?
  • Is female to female bullying an issue that deserves attention apart from general workplace bullying?
  • Do we have different expectations of women’s behavior at work than we do of men’s behavior?
  • Do we have a responsibility, as women, to support other women at work?

These are a few of the learning objectives that Dr. Strauss will impart at this session:

  • Theories as to whether women are more hostile to each other than to men
  • Sexism and stereotypes in our perceptions of women and men’s bullying
  • The nexus of bullying and harassment
  • Impact of bullying on witnesses
  • Tort laws
  • Tokenism

The following areas will be covered at this webinar, which is aimed at the benefit of Human Resources Generalists, Managers, Directors, Women Owners, HR Managers, Controllers, Supervisors, Office Managers, Accounts Managers, or anyone in Management at all levels:

  • To describe women’s ways of bullying
  • To discuss the theoretical causes and contributing factors of women’s bullying
  • To determine if bullying could be illegal harassment
  • To explore the impact of women bullying their colleagues
  • To identify management’s role in the prevention and intervention of women’s bullying
  • To list the steps to take if targeted by a bully.

—————————————————————————————————————–

About the speaker:

Dr. Susan Strauss conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. The popularity of these exercises can be gauged from the vast spectrum of sectors that her clients hail from: business, education, healthcare, law, and government organizations from both the public and private sector.

She has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She appears on television and radio