employee onboarding, Human Resources Training

Onboarding is NOT Orientation – How to Improve the New Employee Experience

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Onboarding is perhaps the single most important factor in facilitating employee loyalty with the organization. Why? Because this is the phase that settles the employees into the organization and creates the conditions that makes them stay in it. It is during this tenure that the employee develops a sense of loyalty about the organization. The onboarding process is what sets this in motion.

When onboarding goes wrong, it sets a negative mindset in the new employee against the organization. It is no wonder that wrongly carried out onboarding results in alarming turnover rates: half the hourly wage employees quit within four months and half of the regular wage employee quit in one-and-a-half years!

This powerful statistic perhaps best underlines the importance of having a thoroughly designed and executed onboarding plan. How do organizations carry out such an onboarding process? This is the valuable learning a webinar from TrainHR, a leading provider of professional training for the human resources areas, will impart.

Being organized on October 8, this webinar will bring the co-founder of Omega HR Solutions, Inc., Michael Haberman, as the expert. Please visit TrainHR to enroll for this webinar.

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Contrary to popular belief, onboarding is not the same as orientation. While orientation is a onetime exercise, onboarding is a longer one. This is the process that ensures that the new employee feels a sense of being wanted in the organization. This can come about only when the employee feels that she is a part of the organization. This course will show how to nurture these positive feelings in the new employee.

Getting employees that fit into the organizational culture and mindset is very vital for organizations. Unless they are both on the same page, there is bound to be some element of disharmony, which reflects on the organization’s functioning. Lowered productivity, employee turnover, which leads to loss of reputation, and the unpleasant exchanges between the management and the unassimilated employee, are some of the results of an onboarding process that goes awry.

At this webinar, Michael will explain how to bring about success with loyal and committed employees, who are shaped during the onboarding process. He will cover the following areas at this webinar, which is aimed at the benefit of HR Managers, Office Managers, Supervisors, Managers and Company Owners:

  • The Cost of Turnover
  • The Steps Involved in Onboarding
  • Before the Hire
  • During the Hire
  • The First Day
  • The First Week
  • The Ongoing Process
  • What Potential Activities are Included?

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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.

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Human Resources Training, workplace Harassment

How to Conduct an Internal Harassment and Bullying Investigation to Determine Facts and Minimize Liability

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Harassment and bullying, something almost everyone agrees is undesirable and baleful, exist in organizations. Organizations have a major responsibility in dealing with these behaviors.

Guidelines exist about how to go about in dealing with this kind of behavior. The EEOC states that when employers receive a complaint, or hear about alleged harassment in the workplace, they have to, to use the EEOC’s own words, “investigate promptly and thoroughly take immediate and appropriate corrective action by doing whatever is necessary to end the harassment, make the victim whole by restoring lost employment benefits or opportunities, and prevent the misconduct from recurring”.

No one doubts the good intention behind this requirement. However, carrying this out in letter and spirit is easier said than done. The centerpiece of actions by the employer concerning harassment is the investigation process. How do organizations proceed with the investigation? What are the nitty-gritty of a thorough investigation? What should go into the process?

All these will be explained in detail at a two-hour learning session that TrainHR, a leading provider of professional training for all the areas of regulatory compliance, is organizing on October 4. Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying, will be the expert at this webinar.

Kindly visit TrainHR to register for this webinar.

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The aim of this course is to help its participants gain an understanding of how to identify the critical components of a harassment or bullying investigation that will help them to ascertain the right facts, which is the basis to reducing liabilities.

Dr. Strauss will explain the process of internal harassment and bullying investigation. All the core aspects of an internal harassment and bullying investigation, such as how to handle harassment complaints, how to conduct the investigation to determine facts to minimize liability by analyzing evidences, how to draw conclusions, the ways of writing the formal report outlining the investigation, and taking corrective actions where necessary, will all be explained.

Aimed at the benefit of personnel who could be required to conduct an internal workplace investigation for harassment and bullying, such as Human Resources Professionals, HR training Manager, Investigative Officers, Managers, Supervisors, Team Leads, Directors, and Department Heads, this webinar will cover the following areas:

  • To Determine if an investigation is Necessary
  • To Discuss the Steps of an Investigation
  • To Explore the Intricacies of Interviewing the Accuser, Accused and Witnesses
  • To Differentiate between a Formal and Informal Investigative Procedures
  • To Determine Credibility of all Interviewees
  • To Draw Conclusions following an Investigation
  • To list necessary Elements in writing the Formal report Outlining the Investigation

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About the expert: Dr. Strauss has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She has been featured on television and radio programs as well as interviewed for newspaper and journal articles.

Dr. Strauss has a doctorate in organizational leadership. She is a registered nurse, has a bachelor’s degree in human services and counseling, a master’s degree in community health, and professional certificate in training and development.

change management, Human Resources Training

Embracing change

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Can you name one quality that is as vital to organizations as life skills are to humans? That quality has to be change management. The reason for this being so is quite simple: nothing tests an organization’s mettle more than its ability to handle change, perhaps the single most important and inevitable development in its lifecycle.

How do organizations handle change? What does it take to embrace change, a continuous, fluid and ongoing reality within organizations? TrainHR, a leading provider of professional training for the human resources areas, will explain this vital aspect of an organization at a webinar that it is organizing on October 1.

The expert at this webinar is Tony White, people skill specialist, trainer, negotiator, facilitator and author. To grasp complete knowledge of how to embrace change within organizations, please visit TrainHR to register for this webinar.

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Organizations that overlook the criticality of change management are bound to perish, while those who see it as an opportunity flourish. This is a fact that has made change management an imperative for organizations. The aim of this webinar is to impart the learning that will help the participants take control of change before they are forced to, and turn change into an opportunity for career growth.

The expert at this webinar will explain how participants can successfully position their organizations for change with the necessary tools, strategies and techniques. He will offer practical tips and suggestions with which they can successfully and painlessly implement change management into their organizations.

Organizations that are struggling to cope with change management, want to understand how to take better control of themselves, and want to turn change management into a means for growth will be benefit immensely from this training. This session is aimed at benefiting any individual contributor or manager role.

Tony will cover the following areas at this webinar:

  • Definition of Change
  • Why all this Change now?
  • Types & Nature of Change
  • Exploring the Transition and Future State Models of Change to help understand change dynamics
  • Taking personal control of change- having the right mindset
  • The importance of asking questions
  • Other practical tips and techniques

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About the expert:

Tony White has conducted training workshops, delivered keynote addresses and facilitated high-level executive initiatives for a broad cross section of business, education, and government organizations for over twenty-five years.

During this long tenure, he has held very notable positions ranging from part-owner and director of a private label food manufacturing company, a partner in an international training company, a change management specialist in a global enterprise, a community college outreach partner, and an in-house instructional designer with a high-profile government office.

Tony is also author of “Make It Happen – A Practical Handbook for Team Leaders, Project Managers and Facilitators to Build, Facilitate and Repair High Performance Teams”.

 

HR compliance, Human Resources Training

Workplace Investigations 101: How to Conduct your Investigation Like a Pro

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When we think of workplace investigation, the thought that could usually come to mind is that of beginning investigations when complaints are received. While this is a laudable step, it is far less than satisfactory and falls short of the expectations and requirements from an organization.

An organization’s HR has to understand that workplace investigations are not those that are done only when an employee complains about someone or something. The role of HR should be in using investigations to discover and prevent wrongdoings and violations. These could expand to far more than routine investigations of misbehavior, for instance.

Workplace investigations should cover issues such as such as theft, safety or OSHA issues, retaliation, workplace violence vandalism, alcohol, drug or substance abuse, social media violations, company policy violations, transgressing the company’s policy on the environment, and so on.

It is the duty of the employer to investigate anything that necessitates an investigation. On the other hand, it is the duty of the employee to cooperate fully with the investigation, no matter how unpleasant she may feel about it. When these conditions are met, one does not expect too much trouble.

But what if the employee turns hostile during the investigation and becomes uncooperative and adamant? What if the witness too shows the same behavior? The ways of going ahead with a workplace investigation will be taught at a webinar that TrainHR, a leading provider of professional training for the human resources areas, will be organizing on September 26.

Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying, will be the speaker at this session. Please visit TrainHR to register for this webinar.

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It is crucial to document the investigation right from the first to the final steps. Understanding how to identify what constitutes a complaint, determining if an investigation is necessary, and getting a grasp of the key components of an investigation are some of the aspects that participants of this webinar will learn.

Another important aspect that Dr. Strauss will take up at this webinar is good documentation practices for workplace investigations. Participants will learn how to interview the accused, the accuser, and the witnesses, and understand the ways by which bring about an environment that is conducive to each of these. They will also learn to differentiate between formal and informal investigative procedures.

Dr. Strauss will teach simple but powerful techniques that go on to add tremendous value to a workplace investigation, such as how to detect if someone is lying. She will also highlight the importance of concluding and following up on an investigation and writing a formal report that is objective and comprehensive, and wins the praise of everyone concerned.

The core benefit that the participants will be able to walk away with from this learning is that they will learn how to conduct fair and impartial investigations that support a positive work environment, how to protect their employees, and how to decrease the risk of their organization’s liability.

Dr. Strauss will cover the following areas at this webinar:

  • Identify what constitutes a complaint
  • Determine if an investigation is necessary
  • Discuss the steps of an investigation
  • Explore the intricacies of interviewing the accuser, accused and witnesses
  • Demonstrate good documentation
  • Differentiate between a formal and informal investigative procedures searches
  • Determine credibility
  • Discuss tips on whether someone is lying
  • Help you reach a conclusion following an investigation
  • Follow up with appropriate action based on the outcome of the investigation
  • Help you write a formal report outlining the investigation

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About the expert: Dr. Susan Strauss conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector.

Dr. Strauss has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She has been featured on television and radio programs as well as interviewed for newspaper and journal articles.

 

 

employee engagement, Human Resources Training

Creating an Engaged Workforce

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If there is one component that determines whether an organization is an average one or an excellent one, it has to be the extent to which it keeps its employees engaged. An organization that brings about a degree of employee engagement can weather any storm, whether it is related to its people or its business.

Why is an engaged workforce any organization’s biggest asset? Simply because it associates itself with the organization’s values, business, and culture. Engaged employees like to think that they are working not for the organization’s, but their own good. That is the level of involvement that engaged employees have. When this is what employees, the organization’s greatest strength, thinks, then, such an organization is a winner all along.

While this is much true for any organization, the opposite of it is equally so: an organization in which the employees feel out of place or out of sync is doomed. When employees don’t have a sense of belonging towards the organization, it is impossible to expect them to give their best. Such employees will only keep looking for excuses to keep performing below par.

So then, how does an organization create an engaged workforce? This valuable learning can be gained from a webinar that TrainHR, a leading provider of professional training for the areas of human resources, is organizing on September 25. Bob Verchota, owner and senior consultant for RPVerchota & Associates, a consulting firm, will be the speaker at this session.

Please visit TrainHR to enroll for this session.

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Creating an engaged workforce is a work of art. It is a journey and not a destination. An engaged workforce is motivated, energetic, and fired up, and is enthusiastic to contribute to the organization. It goes without saying that such a workforce is always looking to enhance the organization’s reputation and working conditions, not to speak of the bottom-line.

Yet, sadly, two out of every three organizations fail to create an engaged workforce. This means that this is both a curse and a boon. A curse because it shows that way too many organizations are yet to take the steps needed to make the workforce an engaged one. It is also a godsend because it means that a bountiful opportunity awaits organizations that want to make its workforce an engaged one.

At this webinar, Bob will help the participants explore what factors facilitate or deter the employees in becoming engaged. He will suggest practical and tangible steps that they can take to make this happen.

He will cover the following areas over the sixty minutes of this webinar:

  • What is engagement and why it matters
  • The outcomes of an engaged workforce
  • The difference between satisfaction, happiness, and engagement
  • Understand benefits for the business and the individual
  • Foundational factors necessary for engagement to be possible
  • Factors that disengage employees
  • Strategies for creating an engaged workforce
  • The power of coaching and its link to engagement
  • Why compensation isn’t the answer
  • The link to vision, mission, and values
  • How management is a major barrier to engagement
  • Leadership competencies that influence engagement
  • Recruiting for an engaged workforce
  • Importance of creating a sense of community
  • Engagement and corporate social responsibility

Senior leadership, leaders responsible for work culture, HR directors and generalists, managers, supervisors, and team leaders, and board members will benefit from the learning imparted at this webinar.

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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

 

 

 

hr policies, Human Resources Training

Executive Compensation

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Executive compensation is one of the core elements of an organization, and is yet, at the same time, a highly contentious one. It is one of the hotly debated topics in the corporate and financial worlds. It has to be admitted that many high-profile executive compensation packages routinely keep picking up a row for their disproportionality; yet; these are more cases of exceptions than rules.

Executive compensation, when done in a process oriented, just and well documented manner, will leave no one bitter. It will spur greater effort from the executive layer of the organization and motivate the lower level employees to strive harder to reach executive levels in their organization.

Executive compensation should be thoroughly discussed, the terms clearly stated, and the goals should be clearly defined and documented beforehand. There should be no changes in any of these at later stages, which will arouse suspicion among the other employees.

These and the other important intricacies of executive compensation will be examined in great detail at a webinar that is being organized on September 26 by TrainHR, a leading provider of professional training for the areas of human resources. David Wudyka, a highly experienced human resource consultant, who specializes in compensation consulting, will be the speaker at this session.

Please register for this webinar by visiting TrainHR

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This program is of immense value to those who are both new to executive compensation and are experienced at it. The overview of the executive compensation program that David will offer at this webinar is useful to companies of all sizes and types.

Both those who want to design a new program for the first time, as well as those who need insight into established program concepts, will gain from the learning imparted over these ninety minutes. The expert will explain his perspectives and sets of “do’s and don’ts” of executive compensation.

All the elements of an executive compensation program will be covered at this session. These include:

  • What distinguishes EC from other sub-fields of the Compensation function?
  • What is the unique terminology applicable to EC programs?
  • What are the typical (and quite unique) elements of an EC program?
  • What is “good” EC strategy? What is likely to be an ineffective strategy?
  • What does it take to motivate an Executive?
  • What are “stock based” plans, and why are they so central to EC programs?
  • What should Executives be paid? How surveys of EC pay can be effectively utilized?
  • What tips exist for managing Executive performance?
  • What is an overview for designing an EC program?
  • The role of taxation in stock-based plans
  • What’s an “ESOP”?
  • Should an EC program have an “egalitarian” philosophy?
  • Why stock values are NOT an effective way of measuring CEO success
  • Why EVA and SVA plans may be the BEST way to evaluate CEO effectiveness
  • Can Executives have pay plans that reward just Executives?
  • When should a company use “Phantom Stock”? How is it calculated?
  • What is the difference between “Qualified” and “Non-Qualified” stock plans?
  • What is “Total Compensation” and why is it so important?
  • What are “Perquisites” and what are some common examples?
  • What is Egalitarianism and when should we use it to manage Compensation?
  • What is the role of “Job Evaluation” in the EC program?

Personnel that deal with executive compensation, such as Human Resource Managers, Compensation Analysts, Compensation Managers and Financial Managers of HR Departments will benefit from his webinar.

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About the expert: Managing Principal of Westminster Associates of Wrentham, MA, David brings over three decades of experience in speaking, teaching and writing about compensation and other HR issues. David has taught extensively in colleges and universities such as UMass Boston, Bryant University, and the U.S. Coast Guard Academy.

Human Resources Training, workplace conflict resolution

Successfully Dealing with Difficult People: The 5 Most Difficult Types of People and How to Effectively Approach them

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Whether one likes it or not, having to deal with difficult people at the workplace is a fact of life. One simply cannot wish them away. Managing difficult people is a talent. It is also a test of one’s managerial and teamwork skills. What are these skills, and how does one acquire them? How does one handle difficult people at the workplace and still stay composed and productive without getting distracted by them?

This learning will be the essence of a webinar that TrainHR, a leading provider of professional training for all the areas of human resources, is organizing on September 20. Chris DeVany, who is the Founder and president of Pinnacle Performance Improvement Worldwide, will be the expert at this session.

Please visit https://www.trainhr.com/webinar/successfully-dealing-with-difficult-people:-the-5-most-difficult-types-of-people-and-how-to-effectively-approach-them-702508LIVE?wordpress-seo to enroll for this highly relevant and valuable session.

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.

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Despite having difficult people to handle and work with, a successful colleague or a manager can deal with such people and take them along and make them part of a successful team. It requires the right emotional quotient and lots of patience to motivate such difficult colleagues. Handling difficult people requires a high degree of self-awareness and sensitivity to the needs and moods of difficult people.

At this webinar, Chris will equip the participants with an understanding of the most effective methods for dealing with difficult people. Participants will be able to the win the cooperation and trust of these very roadblocks and can implement the learning to ensure that the values and the organization’s goals and those of such people are in sync.

He will cover the following areas at this webinar:

  • Motivate and direct the employees you rely on-even when they don’t share your values
  • Adjust your management and personal style to the needs of different situations
  • Get more done by using the appropriate delegation techniques for any given situation
  • Resolve conflict more effectively in a wide variety of situations
  • Turn difficult people and poor performers into team players
  • Win the cooperation and trust from everyone in your organization
  • Increase your confidence, leadership skills and personal and professional satisfaction in your job
  • Use coaching to guide and direct your team members to improving performance

This session is aimed at the benefit of personnel that may have to deal with difficult people on a daily basis at the workplace. These include CEO, Senior Vice President, Vice President, Executive Director, Managing Director, Regional Vice President, Area Supervisor, and Manager.

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About the speaker: Chris’ organization focuses on management and organization development. Chris has published numerous articles in the fields of surviving mergers and acquisitions, surviving change, project management, management, sales, team-building, leadership, ethics, customer service, diversity and work-life balance, in publications ranging from ASTD/Performance In Practice to Customer Service Management.

His book, “90 Days to a High-Performance Team”, published by McGraw Hill and often accompanied by in-person, facilitated instruction, has helped and continues to help thousands of executives, managers and team leaders improve performance.