employee performance evaluation, Human Resources Training

Performance Management: Moving from Feedback to Coaching

pms

The present day workplace, in which as many as five generations are working together, emphasizes the need for greater interactivity and involvement of the employees at a deeper level than earlier. Performance management plays a stellar, strategic role in retaining employees. A performance management strategy that is objective and process oriented is a highly effective tool to engaging and retaining employees.

The ability to help the organization retain employees in the backdrop of scarcity in the availability of talent is the hallmark of the effectiveness of a performance management strategy. Such a performance management system becomes absolutely necessary for the organization.

TrainHR, a leading provider of professional training for the areas of human resources, is organizing a training at which learning of these crucial elements of a performance management strategy will be imparted. Tonia Morris, Founder of Simply HR, LLC, will be the expert at this sixty-minute session, which is being organized on July 15. Please visit https://www.trainhr.com/webinar/performance-management:-moving-from-feedback-to-coaching–702496LIVE to gain valuable insights into how to build an effective performance management system into your organization.

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 nub of a performance management system is in making the employee feel wanted and valued. This is the surest cause for them to participate in the performance process. The absence of an engagement process with the employees makes them disengaged, a solid reason for them to exit from the organization and seek other avenues.

The expert at this webinar will show how to put in place effective performance evaluations that take certain predetermined parameters to ensure objectivity, and yet are fluid enough to accommodate new ideas and contributions. This webinar will explain all these in detail.

The participants at this webinar will not only learn the importance of carrying out effective performance evaluations; they will also understand how to conduct them. The direct result of this learning is a grasp of how to engage employees in the process and how to handle difficult conversations during the process.

Tonia will show to the participants of this webinar how to implement a simple solution when providing feedback-The CARE Approach. At this webinar, she will cover the following areas:

  • Develop Rapport with Employees
  • Provide Effective Feedback
  • Provide Collaborative Environment
  • Encourage Employee to Self-Evaluate
  • Anticipate & Manage Employee Defensiveness, Anger or Other Emotions
  • Follow-up Performance Management Interventions.

This webinar is of immense benefit to personnel who deal with employee engagement, such as Managers, Supervisors, Leaders, Human Resource Professionals and Shift or Team Leaders.

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

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.

Advertisements
Human Resources Policies

Using Statistics in Compensation

images

Isn’t pay essentially about statistics, designed and administered as it is around math? And given the inseparable link between math and all aspects of pay, right from the structure to the analysis of data, the connection between statistics and compensation becomes complete.

The link between statistics and compensation can be gauged from the fact that all the vital concepts of pay, such as pay ranges, pay survey data, individual and group pay rates, and other elements of a compensation program, are devised and analyzed only by using statistics.

A learning session to help discern the link between statistics and compensation

TrainHR, a leading provider of professional trainings for the human resources industry; is organizing a webinar which will examine the close relationship between statistics and compensation. David J. Wudyka, SPHR, Managing Principal of Westminster Associates in Wrentham, MA, an independent Human Resource Consultant with over 30 years’ experience in the profession, will be the expert at this session.

Kindly register for this webinar by visiting https://www.trainhr.com/webinar/using-statistics-in-compensation-702491LIVE.

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).

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.

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

Deep insights into statistics as an indispensable element of compensation

At this session, David will describe some of the assumed complexities of the pay structure, which will give the participants an understanding of the role that statistics play in the pay structure. He will ask questions about some of the most intriguing aspects relating to statistics in pay structure and answer them. Some of these questions are:

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

The point of discussing these statistical concepts is that they can be very effective in improving one’s ability for creating and analyzing one’s compensation program. 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, will be discussed.

At this webinar, David will cover 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 use 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?

 

All personnel connected with compensation and statistics will benefit from this webinar. these include 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. 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.

 

Civility in the Workplace, Human Resources Training

What Every HR Professional Should Know about Coaching Toxic Personalities

iStock-628471682-1

Perhaps no workplace is devoid of toxic personalities. Toxic personalities are people who are just so negative in their outlook that they not only perform poorly themselves; they become a stumbling block in others’ performance too. Such personalities are very difficult to get along with. Such employees not only cause a disturbance in the workplace environment; they cause direct loss to the company. It is estimated that organizations lose no less than six percent of their total compensation costs due to such employees. They are also the reason for which over half of the organization’s workforce quits.

Toxic personalities who are star performers add a layer of complexity for organizations by making it more difficult for them to be removed. A webinar from TrainHR, a leading provider of professional training for all the areas of human resources, will offer a solution to this problem.

Mitchell Kusy, workplace behavior ace, will show how politeness can take the place of toxicity at the workplace. Please visit https://www.trainhr.com/webinar/what-every-hr-professional-should-know-about-coaching-toxic-personalities-702493LIVE to register for this valuable learning session, which is being held on July 10 and is of sixty minutes’ duration.

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.

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

An extensive three-year national study that Dr. Kusy carried out in partnership with Dr. Elizabeth Holloway on the topic of how toxic behaviors in the workplace deprive organizations of everyday civility is the foundation of this webinar. Dr. Kusy will draw from the findings of this study of a sample size of over 400 individuals to drive home the centrality of civility at the workplace in improving team performance. The direct result of this approach is an improvement in the organization’s bottom line. The expert will prove this by providing data and solid evidence.

Another of the core lessons in this webinar is an explanation of the uselessness of feedback as a strategy for dealing with the toxic employee. What does HR do when it learns that feedback is not successful, and what should replace it with to make it effective? These will be explained at this session through the use of three detailed templates.

Asking and answering important questions relating to toxic personalities

At this webinar, both macro and micro HR perspectives will be employed to assess toxic personalities. Using these approaches, the expert will help the participants of this webinar explore the two most bothersome questions HR faces relating to this topic:

  • How does one handle a toxic boss?
  • How does one help organizations design cultures of everyday civility that improve the bottom line?

Strategies that can be integrated into daily HR practice, which will help build respectful engagement and neutralize toxic behaviors, will be taught. This is done not through textual references, but through real-life examples, robust practices, and clear strategies, all of which are derived from research and evidence-based methods.

The following areas will be covered at this webinar:

  • 92% of employees rated the range of severity of toxic work behaviors 7 to 10 on a 10-point scale: How can HR reduce the severity of these behaviors?
  • 94% of employees have work with a toxic person in the past 5 years: What are best practices for HR intervention?
  • 87% reported that team climate worsened: How can HR assess team climate with a simple and innovative assessment tool?
  • 51% of your organization’s top talent is likely to quit because of a toxic person: What are top HR strategies to reduce this turnover?
  • 90% of your customers who witness a toxic interchange between two employees tell others: How can HR prevent the erosion of your business?
  • 6% of individuals impacted by a toxic person ever filed a formal complaint: What can HR do to increase this low reporting percentage?

————————————————————————————————————–

About the speaker:

Fulbright Scholar in Organization Development, Dr. Mitchell Kusy is a professor in the PhD. Program, Graduate School of Leadership & Change, Antioch University. Mitch has consulted and been a keynote speaker with hundreds of organizations nationally and internationally-helping create work cultures of respectful engagement impacting individual, team, and bottom-line performance.

Dr. Kusy has coauthored six books, of which the latest is the just-released, Why I Don’t Work Here Anymore: A Leader’s Guide to Offset the Financial and Emotional Costs of Toxic Employees.

 

hr best practices, Human Resources Training

Using Behavior Based Interviewing to Select the Right Candidate

African American advisor consulting millennial couple in office

Conducting interviews for selecting the required candidate is one of the most important functions for an organization’s HR. Nobody can deny the supreme importance of this task, because, after all, is it not through interviews that candidates, who could possibly go on to become the organization’s precious resources, get selected?

However, where most organizations go wrong is in adapting the right technique for interviewing. They may have got all the steps to the interview right. They could have advertised in the right channel, they could have carried out the background check most diligently. They could set the perfect test for the candidate. Yet, where the HR in most organizations goes wrong is in using a fallacious parameter to assess a candidate.

Where do organizations go wrong? It is using skill or knowledge as the basis for evaluating the candidate at the interview. What is wrong with this, isn’t this after all the method all companies adapt, you might ask. Although a popular means for selecting the candidate, there is another, better proven and more effective method of selecting a candidate: behavior-based interviewing.

So, what is this concept of behavior-based interviewing? In simple terms, behavior-based interviewing is a mode of selecting candidates at interviews based on behavior and attitude, rather than on their academic qualifications. It is far too common to find organizations paying way too much attention to skills, knowledge and experience than needed and failing to use the behavioral parameter for assessing a candidate.

This method of interviewing takes the candidate’s past behavior as the criterion for weighing her suitability for a position. Past behaviors in certain conditions and the candidate’s ability to respond to situations and challenges are a sure indicator of how she is expected to behave in the future in any given circumstance.

Rather than spend all its energies on doing things the traditional way, HR could make the interview a lot more effective if it adapts this method of interviewing a candidate. Following this method is a sure antidote to premature resignations and terminations, most of which are the result of the incorrect behaviors and attitudes.

How do organization develop these methods? This vital learning, which could make the difference between hiring the right fit and the wrong one, will be taught at a webinar that is being organized by TrainHR, a leading provider of professional training for all the areas of regulatory compliance, on July 9.

TrainHR brings the president and founder of Performance Development Strategies, Grant Schneider, as the expert at this sixty-minute webinar. Please visit https://www.trainhr.com/webinar/using-behavior-based-interviewing-to-select-the-right-candidate-702481LIVE to enroll for this webinar.

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 core of the learning that Grant will impart at this session is the importance of predicting behaviors of a job candidate. Asking behavior-based questions and evaluating the answers is the way to doing this. Grant will show how to frame such behavior-based questions. This learning will help organizations in hiring the correct candidate for the job based on more than just gut feeling.

Most organizations spend a fortune on the hiring process. Nothing is more frustrating for HR than to carry out all the steps for the interview, only to see the candidate leaving in no time. As a result of this learning, organizations can avoid taking the wrong hiring decisions by selecting the behavior-based method, which takes away the guesswork and chance from the hiring process.

Grant will cover the following areas at this webinar:

  • How to create and ask open-ended questions
  • How to solicit examples of past behavior to predict future behavior
  • How to take useful interview notes
  • How to get beyond the rehearsed answers to find out what a candidate is really thinking
  • How to establish interview evaluation criteria
  • How to identify and evaluate skills objectively

This session is aimed at the benefit of personnel that are closely connected with the hiring process, such as HR Professionals, CEO, Senior Vice President, Vice President Executive Director, Managing Director, Regional Vice President, Area Supervisor, and Managers.

————————————————————————————————————–

About the expert: Grant’s company helps organizations achieve greater results by aligning people in the organization with the organization’s mission and strategy. Grant helps these organizations create change, develop managers and executives, and create high performing teams resulting in engaged employees and loyal customers.

Being a Certified Coach, he specializes in using an approach that helps organizations identify their vision of success, develop the roadmap, create goals, and then, most importantly, go on to achieve those goals.

business communication, Human Resources Training

How to Conduct Effective Meetings

The-5-Commandments-of-Effective-Business-Meetings

If there is one activity of any organization that is both detested and loved in perhaps almost equal measure, it has to be meetings. This is because of the sheer extremes of their purposes. Meetings have the potential to be the best chance to discuss the most crucial elements of an organization, or they can be the highest means to kill time in the most unproductive manner.

The reason that meetings can serve either of these two ends is not meetings themselves, but the way in which they are conducted. Indeed, no organization or team can do without meetings. But the reason they end up being a notorious waste of time and drain on meaningful utilization of resources is because on more occasions than not, they are called either needlessly or invite the wrong people into it. And, once these meetings are called for, they end up meandering into a whole lot of unnecessary topics.

At a highly valuable and pertinent webinar (not another meeting!) that is being organized by TrainHR, a leading provider of professional training for all the areas of human resources on July 12, David Rohlander, author of the Amazon bestseller, The CEO Code, and Idiot’s Guides: Management Skills, published by Alpha Books/Penguin in November 2014, will highlight all that it takes to hold meetings effectively and derive the most out of them.

Please join us in this highly insightful and interactive session by visiting https://www.trainhr.com/webinar/how-to-conduct-effective-meetings-702439LIVE . 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).

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.

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

How do meetings become effective? It is only when they are called right and conducted right. How does this happen? The person calling the meeting has to have the discretion to determine who fits into the meeting not just to warm the seat but to make a meaningful contribution.

And then, the agenda has to be very tight and adhered to in full. It is easy to fix an agenda for any meeting, but ensuring that the right elements go into it, and more importantly, become actionable items in the future, is of the essence.

David will show how to build an agenda that is pertinent and meaningful for the organization. He will show how not to make meetings a drain on the organization’s resource that end up wasting everyone’s valuable time that could otherwise have gone into doing something productive.

Aimed at benefiting CEO’s, Presidents, C-Suite Executives, Managers and Supervisors, this webinar will cover the following areas:

  • How to plan for a meeting and build an agenda
  • Tricks for staying on the agenda and honoring the time commitments
  • Successful interaction with participants
  • Ensuring clarity, understanding and acceptance
  • Follow up
  • Feedback and how to “Inspect what you expect”

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

About the expert: David’s passion for helping executives create a masterpiece personally and professionally spurred him to write “The CEO Code”. Its success resulted in Penguin/Alpha Books asking him to write his next masterpiece, “IDIOT’S GUIDES: Management Skills”, which was released in December 2014.

With his vast experience in management skills that have been honed by his years and years of experience in the military, academia and business; he delivers presentations that carry impact, relevance and results.

Human Resources Training, payroll best practices

NY Payroll Update

How-to-Handle-Employee-Payroll-as-a-Small-Business-Owner-620x310

Over the past several years, the state of New York has been emphasizing rather strongly on employers and laws that deal with employee-employer relationship. Wage and hour concerns and taxation, and even how the state wants employers to handle overpayments to employees have been some of the primary areas of its focus.

Complete awareness of these laws is essential for anyone who works in the state of New York or has a business there, since it is these laws that these businesses have to comply with. It is impossible to do business in New York successfully without sound knowledge of the laws pertaining to the employee-employer relationship, and in particular, the payroll aspect of it.

Want to gain this vital knowledge? Then, all that you need to do is enroll for a sixty-minute webinar that TrainHR, a leading provider of professional training for the human resources areas, is organizing on July 12. Dayna Reum, Payroll Tax Manager at PetSmart Inc., will be the speaker at this session. Please register for this webinar by visiting https://www.trainhr.com/webinar/-702478LIVE .

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 offer a review of all aspects of payroll for employers in the state of New York. The speaker will take up for discussion all the important topic of taxes, from state withholding to the Metro Commuter Tax. All the wage and hour rules, right from minimum wage to voting time requirements, will be covered. Another important section she will take up and clarify is the on the newly updated legislation concerning lawful deductions from pay.

Personnel who process payroll for employees in New York will find this webinar highly useful. These include Payroll Professionals, Tax Professionals, Accountants, Controllers, and Human Resource Professionals.

At this webinar, Dayna will cover the following areas:

  • Details of NY Wage and Hour Rules
  • Concerns Regarding Deductions of Wages and Overpayment Rules
  • Understanding State Tax Withholding Requirements and Reporting
  • NY Local Taxes, Disability Taxes and how to Handle
  • Wage Payment and Pay Card Legislation
  • Terminated Employee Concerns.

—————————————————————————————————————

About the Speaker: Dayna has worked extensively on payroll related matters for over 15 years. Winner of several merit awards for Customer Service and Acquisitions and Divestitures, Dayna has also taught at the Metro Phoenix American Payroll Association meetings and at the Arizona State Payroll Conference on topics such as including Payroll Basics, Global/Cultural Awareness, Immigration Basics for the Payroll Professional, Multi-State and Local Taxation and Quality Control for Payroll, international and Canadian payroll. Besides her payroll accomplishments, Dayna is certified in HR hiring and firing practices and is a Six-Sigma Greenbelt.

 

 

employee engagement, Human Resources Training

Difference Between Mentor Coach and Manager in Motivating Employees to High Performance

0e63453da9dd40e6a2da8d0e02547e08

Executives, Leaders, Managers, HR, and those in Operations, Marketing, Engineering, Accounting and other technical departments often tend to think of coaching and mentoring as being one and the same. These personnel are often confused about the nature of these two, which are not the same as each other.

Many employees need to be coached, while some other need to be mentored. It is necessary for managers to not only understand the difference between the two, but to also know how to apply these two approaches and effectively use each style to improve employee engagement. Understanding the two in their entirety is the basis for managers who want to retain employees and increase what is called their “social capital” and reputation as leaders and managers.

Managers that work effectively and make a difference to the organization and the people around them rely upon many skills and draw from them to lead their teams. For managers to become effective and successful, it is important to know when to use mentoring and when to use coaching to improve employee engagement and give constructive feedback.

A webinar from TrainHR, a leading provider of professional training for all the areas of human resources, will explain this crucial difference and how to apply which of these under which situation. Valerie Pelan, President of Integrated Focus, will be the expert at this webinar.

Please visit https://www.trainhr.com/webinar/difference-between-mentor-coach-and-manager-in-motivating-employees-to-high-performance–702482LIVE to register for this valuable learning.

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 aim of this webinar is to help managers understand how to give constructive feedback, which when done, leads to a “win-win” situation for their direct reports and improves business results by motivating and engagement employees.

At this webinar, Valerie will cover the following areas:

  • Definition of Employee Engagement and a “Motivating Job” are explained
  • Definition of Constructive Feedback and Motivation
  • The Definition and Difference Between a Mentor and a Coach
  • The Role of Manager
  • Situational Examples are Provided to Reinforce how to use the two different skill sets. The choice of the skill set depends on the Situation and Employee that will benefit from the use of one of the Styles
  • Two examples and Learn when to use Coaching and when to use Mentoring to be Effective
  • The end results are to initiate a Positive Learning Situation and create Accountability in the Employee

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

About the expert: Valerie was featured in Jan. 2009 Dallas Business Journal. In the more than ten years for which has been consulting and providing Executive coaching, Valerie has been combing her business experience working in Fortune 100 companies and her experience as an entrepreneur.

As President of Integrated Focus, she provides leadership coaching to leaders and high potentials. Her areas of expertise are executive presence, career transitioning and leading change. She works with the owners and executive teams in mid-sized companies providing Strategic Planning and communication skills.