hr best practices, hr policies, Human Resources Training

Foundations of Process Improvement

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Short for Suppliers, Inputs, Process, Outputs and Customers, the SIPOC tool is used to define the stakeholders for any of these: an event, a meeting or an initiative aimed at bringing in improvement. Putting a SIPOC plan in place involves first clearly defining the process the organization is trying to get an understanding of or improving. The organization has to next go about defining the outputs it gets from each of these processes, and identify who make up the customers for these outputs.

A SIPOC plan’s next step is gaining clarity on defining the variable inputs needed for the steps in these process, and getting an understanding of who the suppliers supplying those inputs are. The SIPOC activity has to draw up a list of suppliers, as well as the customers. This is essential, because the suppliers and customers are a vital cog in the wheel of the SIPOC process, and/or happen to be those who influence the results of the SIPOC process. Documentation is a very important aspect of the information for review and measurement.

Application in many areas

Sales and marketing and HR are among the vital areas, apart from manufacturing, in which SIPOC can be applied for gaining effectiveness. SIPOC is a valuable tool for bringing about sustainable and continuous process improvement. To do this, the organization has to first chart out its sphere of influence. This consists of the various stakeholders, both internal and external, that are part of the process.

All the elements of a sound SIPOC process will be discussed at length at a webinar that is being organized by TrainHR, a leading provider of professional trainings for all the areas of human resources. At this webinar, Daniel T. Bloom, a well-respected author, speaker and HR strategist, who during his career has worked as a contingency executive recruiter, member of the internal HR staff of a Fortune 1000 corporation, and a Corporate Relocation Director for several real estate firms; will be the speaker.

Please enroll for this webinar to get a full understanding of the SIPOC process 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).

Learning through live example

Daniel will demonstrate the effectiveness of the SIPOC process by using a form, which will be used as a guide for identification of the elements of the SIPOC process and how it can be adapted into the tough HR environment. The model he will explain will show how SIPOC can be used for communicating to top management the inputs and outputs for HR strategy in a number of areas including talent acquisition and show the extent of the organization’s alignment with its mission, goals and values.

This webinar will show how SIPOC can be used to communicate the corporate policies and procedures through the entire rank and file of the organization. The steps needed for sustainable process improvement will be a major learning from this webinar.

Daniel will cover the following areas at this webinar:

  • Where do we begin?
  • Creation of a SIPOC diagram
  • Five factors affecting a SIPOC
  • Stakeholder vs Shareholder
  • Lessons learned.
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business communication, hr best practices, hr policies, Human Resources Training

Why do we enter each change event without learning from the last failure?

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Change is the only constant in business, we have been told. With the inescapable nature of change; an often-overlooked aspect is the success that change brings. Does every change that happens, happen for the better? Does all change necessarily bring about success? This is an area with exploring.

Failure of change to produce the desired result could be seen or felt at any stage: at the time of delivery, at the time of going live, or at any earlier stage. and, it is important for organizations and individuals to analyze the repercussions of change failure. Did it affect a few members of the team or more? Did it affect the entire organization? Was the loss of a short or long term?

That is, it is important to learn from the mistakes arising from change failure. A major line of thinking that needs to be instilled is the way we look at failure or its possibility. We often ask questions like if a product will be delivered and not when. We are normally resistant to change and are not prepared to accept the outcome of this change. The key is to recognize why a certain failure could arise. We need to learn from our past failures. It is only when we come out of the illusion that each time will be better than the previous one, that we can let our past failures guide offer lessons for guiding us into the future.

A learning session on how to learn from failed change management initiatives

Richard Batchelor, a very highly respected international change management professional, who has extensive experience delivering successful outcomes to engagements in business transformation, enterprise technology solutions and organizational restructures (including M&A) supported by extensive positive achievement in strategic human resources, executive leadership coaching, organizational development and operational excellence delivery, will be the speaker at this webinar.

You can gain insights into all the elements of change management and how to learn from its failures by enrolling for this webinar at 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.

Explaining using a real-life example

Rich will use a recent, large real-life change initiative as an example in this webinar to explain what to do and what to avoid when it comes to initiating and implementing change management that is durable and positive in its effect. During this webinar, he will use this example to describe what went well, and what did not, and what the exercise at change management in this example taught. He will show what levels of engagement were observed before, during and after the change was realized, using this to help understand and explore the role of organizational culture in all this. He will explain what impact organizational culture had, both in the positive and negative senses.

The principal element of recognizing what factor is working during change management will be imparted. The pointers and indicators that failing activities throw up are important to notice and work on. Rich will arm participants of this webinar with the nous needed for recognizing these. He will cover the following areas at this webinar:

  • Change Readiness
  • The Benefits of Lessons Learned
  • Knowing when things are not ok – markers for failure
  • Getting Help with Change Efforts
  • Recognizing when the end has arrived
  • Managing personal Resilience and Integrity.
Challenges of Leadership, Human Resources Training, leadership and management, Leadership Development Trainings Program, leadership training, leadership vs. management training

The Challenge of Leadership is Very Varied

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It is a given that leadership is indispensable for organizations. Why? Because it is leadership that takes the organization to its intended, charted out destination. Since it is leadership that is the organization’s anchor; it is but natural that leadership faces challenges. The challenge associated with leadership is so inherent within it that it is right to say that if the challenge of leadership did not exist; there would be no need for leadership at all.

The major challenges of leadership

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First of all, it needs to be understood that the challenge of leadership is not something to be wary of. Challenge of leadership should not be taken to mean difficulty. Leadership views challenges as the exact opposite: As an opportunity to show its abilities and improve on them.

The challenge of leadership presents itself in a myriad ways and is unique to each organization, its business and its culture. Having said this; we can list out a few major leadership challenges that are common across organizations and other entities.

The first challenge of leadership: Inspiring others

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The number one challenge of leadership is looking ahead and assessing the big picture for the business, and more importantly, being able to take the whole team along towards achieving the charted goal of the organization. Being motivated by oneself is one thing, but having the ability to instill the same passion is another, and is the biggest challenge of leadership. Once this challenge of leadership is fulfilled, the organization becomes a highly motivated and eager one, in which everyone is filled with the desire to take the organization forward towards its goals.

The best example that comes to mind is that of the idea of America. If the US is a world leader today in all the areas that matter, it is because the spirit of freedom and the desire to excel and stand out from the crowd by doing things differently did not die with the Founding Fathers. It got deeply etched in the minds of nearly every American down the ages. This is a prime example of how the challenges of leadership have inspired generations.

Other characteristics of challenges of leadership

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While the point listed above can be considered the ideal example of meeting the challenges of leadership; there are others, such as:

  • Showing grace in victory
  • Being humble in the face of failure
  • Being honest to one’s own fault
  • Being receptive to the team’s concerns and difficulties
  • Taking constructive criticism in one’s stride
  • Making the team participative in the organization’s growth
  • Not losing focus of the organization’s growth path.
hr best practices, Human Resources Training

The Myers-Briggs Type Indicator as a means to build Greater Team Effort

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The Myers-Briggs Type Indicator (MBTI) is considered the world’s most popular personality test. The main reason for its popularity is the empathetic and comprehensive nature it takes. Many organizations, as well as important social areas such as family, marriage, and career counseling continue to deploy it for the in-depth perspective it offers the assessor in understanding the assessee.

Generally, when we assess others; we fail to take the unique situation that led them to taking a decision into consideration. This situation could be different to the one we may have been placed in. The experiences they gained there may have shaped their thinking. The failure to understand this often leads us into a problem in understanding or appreciating those who are quite different from us. The MBTI method helps explain this issue in a broader perspective.

Using MBTI to understand others

TrainHR, a very popular provider of professional trainings for the human resources industry, will offer understanding on this very crucial means of human understanding at a webinar. Harry Brull, who is President, Laurdan Associates, Inc. and Co-Founder of BCG Consulting Group, will be the speaker at this session, where he will offer thorough understanding of the implications of interacting with others who differ. Please visit TrainHR  to register for this webinar on MBTI.

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).

An understanding of “types”

An understanding of the MBTI, which will equip them with a better understanding and appreciation for diverse types; will be imparted at this webinar. This will serve as an introduction to the instrument and the world of “Type” and deepen their understanding of the unique perspective on the world around them, irrespective of whether they have an in-depth knowledge of MBTI or not. It will help participants get an understanding of how to use the MBTI to slot a “type”.

Harry will equip the participants of this session with tools for communicating more effectively and using the talents of everyone in the team. This will enable greater empathy and understanding of others, which is at the root of the MBTI technique and will lead to higher acceptance of others around them, irrespective of their type.

With the knowledge of MBTI that Harry will offer to participants; they will be able to better understand how to approach the world and how others may view it differently. In order to make interaction and communication with others more effective, align the actions and thoughts of the other members of the team with one’s own, and lower the frustration the people often experience when dealing with people who have a personality that is different from their own; a healthy appreciation of the differences is needed. Harry will show how to inculcate this attitude.

Harry will cover the following areas at this webinar:

  • What is personality
  • The background of the Myers-Briggs Type Indicator
  • The four dimensions of Type
  • Extraversion vs. Introversion
  • Sensing vs. Intuiting
  • Thinking vs. Feeling
  • Judging vs. Perceiving
  • Putting it together – the 16 types
  • Type and decision – making
  • Communicating with different types.

Fill this form for more updates

hr best practices, hr management training, hr policies, Human Resources Training, leadership and management

Habits can Build a Dream, Elite Team

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The ultimate aim of an organization has to be to build a dream team that can synchronize, coordinate and communicate with the confidence and aplomb of elite SEAL teams of the US navy, which are known for these qualities. This certainly is not wishful thinking. Corporate teams that go on to become this can indeed be built.

It takes time, effort, practice and perseverance to do it. Elite teams are a dream objective of any organization, but building and achieving such a team is by no means a dream. With all the qualities mentioned above, it is possible to mold a team to elite levels. It takes time, repetition and expert coaching and execution to do so.

Elite at all levels

An organization that does this is an elite employer, because the employer who coaches a team to such levels finds the task of having built such a team for the organization extremely rewarding and satisfying. Coaches and motivational gurus find nothing more valuable gratifying than in building another person by giving that person sincere, caring, thoughtful and accountable one on one time.

On the other hand, the team or individual that is raised to that level by persistent coaching feels that the effort has been worth the while, because the effort has helped the employee raise the bar of performance.

The result is that the organization is a valued one, which everyone likes to be a part of. It becomes known for its ability to leverage the talent of its employees through effective coaching and make them better professionals and employees.

Learn the ways of building an elite team

The ways of doing this important exercise of building elite teams will be taught at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry. At this webinar, David Rohlander, author of Amazon-bestselling book, The CEO Code and Idiot’s Guides: Management Skills, published by Alpha Books/Penguin in November 2014, will be the speaker.

In order to gain the benefit of this valuable learning session, please visit TrainHR

to enroll for this webinar and start implementing this important learning into your organization so that it has elite teams in its ranks.

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).

Contents of the learning session

Building and nurturing an elite team is a kind of step-by-step process that builds over time. It requires proper focus and channelization of talents and energies. It starts with inculcating a valuable and useful habit that will transform every person the coach directly works with. David will show how this can be done.

In time this habit will pervade the whole organization. As a result, communication will improve, and each member of the team will define the clarity of purpose. This will lead to dynamic results that will translate to an improved bottom line. The skills necessary for building and using this habit will be demonstrated at this webinar.

Breaking down the elements for effective implementation

This learning will lead participants to gradually enhance their ability and impact by constant practice. Since quality communication skills are a prerequisite for effective team building, David will break down each element to smaller pieces so the team is able to quickly implement this learning.

The habit that David will bring about among the participants is already being used by successful companies and has differentiated them from their competition. Participants of this webinar too, will have the chance to learn this habit and become unique in their settings, be it their industry or peer group. This will equip them with the ability to stay ahead of any kind of competition. It is all about the power of unlocking the potential of the organization’s people.

David will cover the following areas at this webinar:

  • Deliberate and Planned Appointment Setting, one on one
  • Having an Agenda that Matters
  • Exhibiting and Practicing TRUER Communication
  • The Art of Asking Questions
  • Reading Between the Lines and Hearing what’s not being said
  • Record Keeping, Responsibility, Accountability and Initiative
  • Feedback, 360s and Performance Metrics, Charts & Graphs
  • Organizational Culture, Values and the big Picture
  • Measuring Results and Training the Trainer
  • Let’s look at how to Form a habit. Why bother?

This webinar will be of very high value to anyone who wants to become part of or build an elite team, such as CEO, Vice President, President, Manager, Supervisor, and any high potential employee who is interested in self-improvement.

Human Resources Training

Collaboration is important for getting things done, if handled properly

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Collaboration is an essential part of our lives and careers. It is a great means to getting things done when it is not possible for us to carry out all our work ourselves. What did you do when you built your house? Did you carry out all the work related to construction, such as painting, plumbing or electrification yourself? Didn’t you employ the people with the right skills and knowledge for carrying out their respective tasks?

The same goes for collaboration at the organization, because it is simply not possible for anyone to carry out all their work themselves. Collaborations and alliances are necessary for getting a number of things done in an organization. They are important to not only save time, but also to reduce costs and improve efficiency. Collaboration is something like extra hands for an organization.

Helps reduce effort, increases the bottom line

Collaboration, internal or external, helps organizations cut down failure rate by over 60 percent. It can help the organization improve its bottom line by a good 15%. This sounds good, but the important factor that has to be taken into account is how to bring about this collaboration.

Like all other team endeavors, collaboration carries great benefits, but only if it is got right. Properly conceptualized and implemented collaboration brings about many benefits, because if we could delegate a few tasks, we can concentrate on our core tasks and achieve better results. Proper collaboration has these five characteristics:

  • It should be a long term plan for the organization. It should not be just an ad-hoc measure
  • Choosing the right allies who gel from both the business and cultural perspectives
  • People with the right understanding, desire, and willingness to spend time with the alliances apart from carrying out their other duties and responsibilities should manage the collaborative efforts
  • It should not be arbitrary and unilateral. Not just the person dealing with the alliance, but everyone else who matter to that effort has to be in the loop
  • It should be aimed at bringing about a balanced approach to growth.

In-depth understanding of all aspects of collaboration

An in-depth understanding of this important aspect of an organization’s team effort will be offered at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry. Jan Triplett, CEO of the internationally recognized Business Success Center, and an entrepreneur, author, speaker and small business activist, who is a frequent keynote speaker on business growth models, funding and pricing strategies, alliance building, personnel management, and sales processes, will be the speaker at this session.

Want to understand how to make collaboration work for your organization? Then, 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.

Collaboration 2.0 and all its elements

Dr. Triplett will familiarize participants of this webinar with all the elements of what it takes to make collaboration successful and productive. She will explain all the issues surrounding collaboration in what she terms “Collaboration 2.0”. The points she will describe at this session will be of immense value to professionals who need this tool to improve efficiency in their work and their organizations. These include owners of businesses, C- Level management staff, department heads, Marketing & Sales Directors with inside or outside Sales Teams, Operations Managers, vendors to larger businesses and non-profit Presidents or CEO’s.

The following areas will be covered at this webinar:

  • Determining when a collaboration or alliance is the right answer for the situation
  • Choosing the right allies, the right agreement (formal or informal), and the right success measurements
  • Creating an early warning system to identify problems before they cascade
  • Implementing the Plan -timeline, expected results, budget management
  • Getting “buy in” from the top to the bottom of the organization
  • Tracking and Evaluating the Plan
  • Adjusting the Plan
  • Exiting from the Alliance.
hr best practices, Human Resources Training

Identifying and Retaining all the Stakeholders in a Business

An often overlooked aspect of a business is the stakeholders. Many organizations have a problem in identifying their real stakeholders. Many stakeholders are pretty obvious since they are visible. But many businesses have a problem in getting to understand who the real stakeholders are because there are the invisible ones who are difficult to identify.

Internal and external stakeholders make up a strong and potent force that has the ability to either make or break an organization. Often, the special benefits they provide are overlooked or ignored, leading to missed opportunities. Organizations stand to gain a lot from stakeholders through a stakeholder engagement process that helps to prevent problems. Proper planning needs to go into it, as it has to take the present situation and anticipate the future ones. The goal of this engagement process is to motivate other stakeholders to stay engaged too, which will be of immense use to the organization.

Identifying the real stakeholder is of utmost importance

Many a time, an organization could be short of its goal when it comes to recognizing the importance of the obvious and the abstruse stakeholder. It needs to understand if it omitted stakeholder from a key discussion or decision. It should also asses the loss caused to it by the stakeholder who causes it problems. These situations keep repeating often in corporate circles, leading to delays, bad feelings, or much more. The answer to this problem is to identify all the stakeholders and understand the role and importance each brings to the business. A wise business comes up with a plan to prevent a stakeholder from causing issues for the management.

Recognizing and retaining the right stakeholder involves more than just communication. Ideally, if the organization has to retain them, they have to do a lot, like:

  • Creating alliances with stakeholder leaders, which involves creating leaders where they don’t exist
  • Engaging with stakeholders by profiling their interests, opinions, values, risk tolerance, etc. and matching them with opportunities
  • Identifying what the organization may or may not negotiate with, and if it can be negotiated, the level and extent to which it can be done
  • Supporting and lauding and rewarding stakeholder efforts

These are some of the processes and actions an organization can take to derive the best out of its stakeholders.

Learn to understand the ways of identifying stakeholders and using them better

The ways of doing all this will be taught at a webinar that TrainHR, a leading provider of professional trainings for the human resources industry, will be organizing.

Jan Triplett, Ph.D., CEO of the internationally recognized Business Success Center, who is an entrepreneur, author, speaker and small business activist, will be the speaker at this webinar. She brings the experience of being a frequent keynote speaker on business growth models, funding and pricing strategies, alliance building, personnel management, and sales processes into this session.

To gain the knowledge of how to optimize the important resources of stakeholders and derive the best out of their experience and knowledge, please enroll for this webinar by visiting 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).

Everyone who wants to cultivate stakeholders and build up a fruitful relationship with them and make the best use of it, such as owners of businesses, top management staff (C- Level), Department Heads, Marketing & Sales Directors with inside or outside Sales Teams, Operations Manager, Vendors to larger Businesses and Non-profit Presidents or CEO’s will gain from this session.

At this hour-long session, Jan will cover the following areas:

  • Identifying and profiling all the relevant stakeholders and how to keep that current as plans and situations change
  • Creating a plan and process to communicate and work with stakeholders and other influencers who are relevant to stakeholders
  • Creating an early warning system to identify problems before they happen or grow
  • Implementing the Plan – timeline, expected results, budget management
  • Getting “buy in” for the plan from the top to the bottom of the organization and the stakeholders
  • Tracking and Evaluating the Plan
  • Adjusting the Plan
  • Celebrating success with stakeholders to encourage future participation and cooperation.